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Béatrice Arronis

Lawyer

Barreau du Québec 1987

Béatrice Arronis

Béatrice Arronis, LL.B.

Lawyer

Barreau du Québec 1987

Phone number

450 973-4020 #277

Email address

barronis@lecorre.com

Assistant

Carole Leclerc
450 973-4020 #243
cleclerc@lecorre.com

Béatrice Arronis is a partner in the firm. Prior to joining our team in 2014, she began her career in the Legal Services department at the Federal Department of Justice, and then went on to a national law firm where she co-chaired the National Labour Law Group. She has extensive experience with businesses in various economic sectors, including the public sector. She assists our clients both in the day-to-day management of labour relations issues and represents them before judicial and administrative tribunals. She is also a featured lecturer and trainer with our clientele.

Academic training
  • Université de Montréal - LL.B. - 1986
  • Université de Montpellier, France - Licence in Law - 1982
Professional Affiliations
  • Member of the Barreau du Québec
  • Member of the Canadian Association of Counsel to Employers (CACE)
  • Member of the Réseau des femmes d'affaires du Québec
  • Member of the Chambre de commerce et de l'industrie de Laval
Involvement / Outreach

Conferences and trainings

Workshops

Take a front row seat for this annual review of Occupational Health and Safety, and of the rulings by the Tribunal administratif du travail that have impacted the day to day operations of employers in 2019. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
5 tricks and tips to make the best of managing your occupational injuries cases

Being proactive in managing cases of occupational injury, does that ring a bell? Are you among those who simply respond when they receive medical certificates and decisions by the CNESST, or rather among those who know from the outset the date of the next medical assessment of the employee on medical leave and who try to influence the upcoming decision? Are you inclined to concur with the opinion of the employee’s physician or do you exercise the rights available to you under the AIAOD, as soon as possible, to bring the cost of a claim down to a minimum? Upstream action, with an overall realistic understanding of the case, instead of reacting to events as they come, can make all the difference in terms of financial outcomes.

Learn more
A practical up-to-date approach to labour standards

The relationships between an employer and his employees and executives are governed on a daily basis by a number of legislative provisions. It is essential for any HR manager to have a working knowledge of minimal labour standards, of the notices to be given in cases involving termination of employment, and of the recourses provided by the Act respecting Labour Standards.

Learn more
Access to medical information: everything an employer is entitled to know

In the context of managing your employees, you will need to obtain and interpret a great deal of medical information. Whether at the time of hiring, or in the case of absence due to a personal or professional health issue, or of an employee going back to work or simply for purposes of assessing an employee’s ability to work, you will need comprehensive and precise information in order to make informed decisions.

Learn more
Accident investigation : it's much more then forms!

The primary purpose of an investigationand analysis is to obtain and preserve reliable, relevant information and learn the exact circumstances of a workplace accident. When carried out without delay, investigation is a highly effective tool for dealing with dubious cases and implementing the relevant corrective measures.

Learn more
Alcohol, drugs and addictions: what are your rights and obligations

Problems related to alcohol, drug and medication consumption are omnipresent in all social spheres. The workplace is no exception. Yet, the management of employees' consumption of intoxicating substances affecting work performance is often neglected or inadequate, and this laxity can have serious consequences. For this reason, it is important that management move quickly and effectively when an employee’s work performance is affected by alcohol, drug or medication consumption.

Learn more
Claims for psychological injuries: from theory to practice

Claims for psychological injuries are part of the most complex category of injuries to deal with. They involve the intangible: human factors, perceptions, work dynamics. With so much subjectivity and given the absence of specific provisions in the Act respecting industrial accidents and occupational diseases, it is important to take stock of the positions adopted by the courts and to get a good grasp of applicable guidelines. This workshop is intended for participants who have a good basic knowledge of claims management.

Learn more
Dealing with unionization

All employers have a strong reaction to their first union raid. The best way to deal with unionization is to find out what might prompt it. Even an employer who is aware of the pitfalls and knows how to avoid them may one day be faced with an application for certification, despite sound practices in human resources management.

Learn more
Difficult employees: what lies around gets dusty

Most of us have been faced with situations involving employees whose interpersonal relationships with coworkers and/or managers can be problematic: angry, querulous, oppositional or just plain edgy employees with an attitude that cannot help but be corrosive to the working atmosphere. Whether this kind of behaviour arises occasionally or chronically, it is essential for managers to intervene to prevent the situation from degenerating.

Learn more
Documenting a Court hearing before the TAT, division SST

Any ruling by the Tribunal administratif du travail (TAT), division santé et sécurité du travail (previously the CLP) can have significant consequences for your company. Since the TAT, division SST, makes the final decision regarding challenges by the parties, you will not get a second chance to submit convincing evidence. Preparation is the key to success. For your benefit or that of your representative, identify and collect all necessary documents in preparation for the hearing.

Learn more
Drafting corporate policies and an employee handbook

As part of their responsibilities, human resources and labour relations professionals are sometimes called upon to establish corporate policies. They must have a clear grasp of the issues related to the development, distribution and implementation of these policies. This training workshop, which primarily focuses on non-unionized companies, is designed to provide all participants with several policy templates and to clarify the associated legal constraints. It is intended for labour relations professionals who have less than 5 years’ experience or who want to review some of the policies in place.

Learn more
From hiring to termination of employment

In Quebec, there are several laws governing the different aspects of the employer/employee relationship. From time of hiring to termination of employment, employers find themselves subjected to court-imposed rules that are often hard to reconcile with such objectives as efficiency and productivity. You will be introduced to the concepts and rules applicable at time of hiring, during employment and upon termination of employment, as illustrated by means of concrete examples.

Learn more
Gradation of sanctions: when to give a second chance?

In matters of disciplinary sanctions, the employer must abide by the principle of gradation in order to give an employee the chance to correct perceived misconduct, except in cases where the latter is serious enough as to completely sever the bond of trust required to maintain the employment relationship.

Learn more
How to draft a disciplinary measure

Words spoken fly away, words written remain. We all hear the ring of truth in this proverb that calls for prudence, reminding us that, unlike spoken words, written statements leave traces. Drafting a disciplinary measure is therefore an important exercise and any manager should make a point of mastering it.

Learn more
How to draft an agreement pursuant to a settlement

As an administrator, you are expected to negotiate agreements with your employees in order to avoid litigation or to bring closure to it, whether it is a termination of employment agreement, or the settlement of a grievance or complaint to the Tribunal administratif du travail (TAT). The document that legalizes this agreement is called a transaction, which is subject to the rules of contract law. The writing of this agreement is important!

Learn more
How to draft an expert's mandate?

One of the tools available to a manager in charge of disability cases is the medical assessment. Considering the determining impact that a medical assessment will have on how the case unfolds, it is important to use the physician’s expertise as thoroughly as possible. He is the expert after all!

Learn more
How to draft an objection to a SST claim?

Those responsible for managing SST claims are often under the impression that workers’ compensation by the CNESST has practically become automatic, and that they don’t have a voice in the matter. However, though this may be somewhat time consuming, a timely submission of the employer’s viewpoint in a written objection to the CNESST can be a success factor. How can you criticize the CNESST for having accepted a claim when relevant facts that should have led to its dismissal were not brought to its attention? You can be sure that the worker will not do this on your behalf...

Learn more
Labour Relations: What happened in 2018?

Take a front row seat for this annual review of Labour Relations, and of the rulings that have impacted the day to day operations of employers in 2018. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
Labour Relations: What happened in 2019?

Take a front row seat for this annual review of Labour Relations, and of the rulings that have impacted the day to day operations of employers in 2019. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
Loyalty is a choice: have your employees made the right one?

Every employee has a duty of loyalty towards his/her employer, whether at time of hiring, during employment, and even after termination of employment. However, as shown all too often in case law, lack of loyalty is a frequent offence: false statements at time of hiring or during employment, document forgery, theft or fraud, conflict of interest, public criticism or denunciation of the employer, violation of confidentiality, non-collaboration and non-compliance with non-competition and/or non-solicitation clauses, all these are offences related to the duty of loyalty.

Learn more
Management of discipline and dismissal

Managing discipline is no easy task. As an employer, you must deal with the human aspect, with motivation and the need to keep the business productive. You must also deal with the many possible recourses available to employees, whether unionized or not. The decision to dismiss is rarely taken lightly by an employer; however a poorly prepared case file can have serious financial consequences.

Learn more
Managing absenteeism

Absenteeism is a growing concern in any business. Replacement costs, shuffling employees to fill vacant positions, and loss of productivity are just some of the factors that force any thriving business to control absenteeism as much as possible. A casual approach leads to even more serious consequences: the loss of motivation among workers who are not delinquent absentees.

Learn more
Managing employment injuries: the basics of cost control - Day 1 - Initiation

Sound management of employment injuries means taking effective, timely actions. In the context of this workshop, new managers will gain the basic knowledge they need to assess the eligibility of employment injury claims and to challenge them. They will know how to set up a temporary assignment, and when and how to activate the medical assessment process. They will learn to make effective use of the challenge mechanisms provided by law.

Learn more
Mental health and labour relations: better understanding for better action

According to a report by Health Canada, one out of every five individuals will develop a mental health problem at some point in his or her lifetime. Naturally, this ever increasing trend is reflected in the workplace and in your organization. How widespread is this new phenomenon, and what is its impact on managing your employees?

Learn more
Neglecting occupational health and safety: who goes to jail?

The Criminal Code foresees that all managers - from CEOs to foremen - may be held criminally liable for health and safety infractions. As the first criminal lawsuits are being launched against companies and the CNESST is watching employers more closely than ever - what do you need to know, and what should you do?

Learn more
Negotiating a collective agreement

The collective agreement is the contract that will have the greatest impact on the daily management of your business. A negotiation has to be planed and prepared. To this end, the expertise of seasoned negotiators is available to you. Negotiations should be planned for. We will give you the tools you need to prepare your team of negotiators. If you wish to deepen your knowledge, the workshop Writing a collective agreement is held the next day. You can register for both workshops for $ 1,350 plus taxes.

Learn more
Negotiating and writing a collective agreement

The collective agreement is the contract that will have the greatest impact on the way you manage your business on a daily basis. As you work out this agreement, take advantage of the expertise of accomplished negotiators. Such negotiations need planning. We will provide you with the necessary tools to prepare and write your collective agreement.

Learn more
Psychological harassment in the workplace

The legislature introduced a change to the Act respecting labour standards which imposes on employers a two-fold responsibility concerning psychological harassment. Employers must take reasonable means to prevent psychological harassment and, when such conduct is brought to their attention, to put a stop to it. The Act now prohibits the harassment that may happen between co-workers, or by suppliers or clients, as well as that which may occur when you exercise managerial rights.

Learn more
Psychological harassment: conducting effective investigations for swift solutions

Managing psychological harassment complaints is a very delicate process, often fraught with numerous obstacles. It is imperative that the designated investigating officer should have the necessary qualifications and tools to overcome such obstacles. This workshop is based on our experience over the past years, with abundant references to case-law.

Learn more
Retrospective billing of employers: 7 winning practices to review the financial status of your SST file

As an employer subject to retrospective billing, each dollar paid by the CNESST to compensate an employee can ultimately cost you up to $5.50 in contributions, and can amount to nearly $8.00 at the time of the interim adjustment. Learn how this billing methodology works, and how to use it to your advantage by implementing clear orientations and concrete actions. Understand how actions taken in the context of managing compensation case files can impact your CNESST expenses (contributions and adjustments). This training will allow you to gain a general understanding of retrospective billing, and will prove useful in developing your management strategies. It will enable you to better understand the actions that lead to credits and/or situations that entail contribution surcharges.

Learn more
SST : 8 good reasons to ask for the suspension of indemnities of the CNESST

Many employers are unaware that a valuable tool exists to encourage injured workers to comply with their obligations under the Act respecting industrial accidents and occupational diseases (LATMP): section 142. This approach allows CNESST to reduce or suspend an allowance paid to a worker as a result of an employment injury, where the worker refuses to cooperate. Know how to easily identify these situations and become more proactive in the follow-up of your files in order to reduce the duration of the compensation

Learn more
SST : Could Facebook and other social networks be helpful to you?

Many employers believe that publications made by employees on social media are in the realm of privacy. However, although the public is more aware of the problem of privacy and the protection of personal information, users of various social networks publish a significant amount of information and photos that may be of great interest to an informed employer. You could use publications made on social media as part of the management of your employment injury files or before the Tribunal in litigation. In this workshop, you will learn about the limitations of viewing one of your employees' profiles on various social networks, the settings that apply to their use, and the role they can play on the result of a dispute.

Learn more
SST: get a handle on cost allocation and reduce your contributions

SST contributions are a critical budget issue for most employers. Too many employment injuries are the result of third party involvement or of a personal condition which predisposes a worker to injury under circumstances which are not normally hazardous. There are cost transferring and cost sharing mechanisms which can alleviate the impact of such situations.

Learn more
Strategic management of employment injuries: what if you could do even better? Day 2 - Development

Despite appropriate actions taken in managing employment injury claims, some cases can get past even the most seasoned managers. Due to their medical complexity, or the recurring issues they involve and that impede the effectiveness of your actions, such cases often require a great deal of energy, with little results. Learn to control costs and to optimize management in such complex cases. This workshop will review applicable solutions in cases involving fraudulent claims, as well as obstacles to setting up a temporary assignment and to the medical assessment. In addition, we will address the importance of a consistent challenge strategy in order to minimize the duration of compensation.

Learn more
Successful conciliation before the TAT, division SST

The Act to establish the Administrative Labour Tribunal provides the parties with a choice option in the context of a hearing: conciliation. Thanks to this flexible process, the employer can enter into an agreement that is intended to be beneficial. Reduce the risks, costs and financial impacts of employment injuries, as well as preparation time for a hearing before the TAT, division SST by learning to negotiate your own conciliations and settle your disputes yourself.

Learn more
Taking advantage of section 329 of the LATMP: Learn to identify potential gains and to write a convincing application for sharing imputed costs

The cost of employment injuries occurring in your establishment and the contributions required of you by the CNESST can become a major financial concern for your company. Section 329 of the Act respecting industrial accidents and occupational diseases states that an employer may be entitled to sharing imputed costs in relation to an employment injury case if it is proven that the worker was “already handicapped when his employment injury appears”. Know how to take advantage of this section and learn how to assert your rights to limit the costs imputed to you as the employer by writing convincing cost sharing applications to the CNESST.

Learn more
The obligation to accommodate: myths and realities

Every employer has the obligation to accommodate, whether it applies to a handicap, religion or any other motive of discrimination covered under the Charter. Through this training session, our goal is to demystify this obligation, which, as you will see, is not altogether without limits.

Learn more
The SST inspector: his range of intervention and its consequences

Under the Act respecting Occupational Health and Safety, the CNESST inspector has a broad range of powers. His/her intervention in a given workplace can have serious consequences for an employer. But rest assured there are a number of recourses and defenses available to you. This workshop will allow you to determine when and how to use them effectively.

Learn more
Three good reasons to keep an eye on social media

Faced with the reality that social media are being used by 85% of Quebecers, employers are increasingly monitoring their employees’ online activities. This monitoring process can allow them to manage disability or employment injury case files, to limit damages to the company’s reputation or to avoid the waste of time caused by Internet use for personal purposes during working hours.

Learn more
When doctors get between you and your human resources

HR managers need to ensure that their organisation can count on able employees, while physicians are expected to establish a trusting relationship with their patients. Both sides have their area of expertise and their role to fulfil. Without disputing the role and qualifications of attending physicians, you have the right to ask questions.

Learn more
Work-family balance: not an easy one to achieve

More and more families are concerned with how hard it is to balance their professional duties and their family obligations, both towards their children and towards their aging parents. In this context, you may be wondering whether your employees are covered by the Charter of Human Rights and Freedoms. This training will allow you to get acquainted with the state of the law regarding this issue.

Learn more
Writing a collective agreement

It is generally up to the union to submit the drafts of a collective agreement, but sometimes this task can go to the employer. In this context, it is therefore important to be cognizant of the applicable rules when you are called upon to review certain texts or to write new provisions.

Learn more
View all
Publications

Release date: October 5, 2018
ISBN: 978-2-89730-503-1
Format: Paper , Electronic , Combo

La rédaction d'une convention collective de travail: tout ce que l'employeur doit savoir
La rédaction d'une convention collective de travail: tout ce que l'employeur doit savoir

Release date: September 22, 2015
ISBN: 978-2-89730-154-5
Format: Paper

View all

Serge Benoît

Lawyer

Barreau du Québec 1977

Serge Benoît

Serge Benoît, LL.L., CIRC, Adm.A.

Lawyer

Barreau du Québec 1977

Phone number

450 973-4020 #251

Email address

sbenoit@lecorre.com

Assistant

Stéphanie Barbusci
450 973-4020 #241
sbarbusci@lecorre.com

Serge Benoît is a partner in the firm who has extensive experience as a litigator and negotiator. His practice benefits employers in various fields including manufacturing, metallurgy, municipalities, retail, cement manufacturing, service organizations, and public and parapublic organizations. During the implementation of the Act Respecting Municipal Territorial Organization dealing with municipal mergers, Mr. Benoît acted as a legal advisor, attorney and negotiator in labour relations on behalf of various major cities.

Academic training
  • Université de Montréal - LL.L. - 1976
Professional Affiliations
  • Member of the Barreau du Québec
  • Member of the Ordre des administrateurs agréés du Québec
  • Member of the Canadian Bar Association - National Labour and Employment Law Section
  • Member of the American Bar Association - Section of Labour and Employment Law
  • Member of the Canadian Association of Counsel to Employers (CACE)
  • Member of the Ordre des conseillers en ressources humaines agréés
  • Member of the Association des gestionnaires en ressources humaines des municipalités du Québec
Involvement / Outreach

Nominations

  • Martindale-Hubbell® Peer Review Ratings™ 2018, 2019 – Distinguished
  • Selected by his peers for inclusion in the 11th Edition of The Best Lawyers in Canada in the practice area of Labour and Employment Law - 2018
  • Listed in Best Lawyers for the years 2016 and 2017
  • Lifetime Governor of the Fondation du Barreau du Québec
  • Recommended by Lexpert in its 2018, 2019 Canadian directory
  • Selected by his peers for inclusion in the 13th Edition of The Best Lawyers in Canada in the practice area of Labour and Employment Law - 2019
  • Selected by his peers for inclusion in the 14th Edition of The Best Lawyers in Canada in the practice area of Labour and Employment Law - 2020


Community involvement

  • Member of the Board of directors of the Saint Joseph's Oratory of Mount-Royal
  • Member of the Board of directors of Collège Jean-Eudes
Workshops

Take a front row seat for this annual review of Occupational Health and Safety, and of the rulings by the Tribunal administratif du travail that have impacted the day to day operations of employers in 2019. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
5 tricks and tips to make the best of managing your occupational injuries cases

Being proactive in managing cases of occupational injury, does that ring a bell? Are you among those who simply respond when they receive medical certificates and decisions by the CNESST, or rather among those who know from the outset the date of the next medical assessment of the employee on medical leave and who try to influence the upcoming decision? Are you inclined to concur with the opinion of the employee’s physician or do you exercise the rights available to you under the AIAOD, as soon as possible, to bring the cost of a claim down to a minimum? Upstream action, with an overall realistic understanding of the case, instead of reacting to events as they come, can make all the difference in terms of financial outcomes.

Learn more
A practical up-to-date approach to labour standards

The relationships between an employer and his employees and executives are governed on a daily basis by a number of legislative provisions. It is essential for any HR manager to have a working knowledge of minimal labour standards, of the notices to be given in cases involving termination of employment, and of the recourses provided by the Act respecting Labour Standards.

Learn more
Access to medical information: everything an employer is entitled to know

In the context of managing your employees, you will need to obtain and interpret a great deal of medical information. Whether at the time of hiring, or in the case of absence due to a personal or professional health issue, or of an employee going back to work or simply for purposes of assessing an employee’s ability to work, you will need comprehensive and precise information in order to make informed decisions.

Learn more
Accident investigation : it's much more then forms!

The primary purpose of an investigationand analysis is to obtain and preserve reliable, relevant information and learn the exact circumstances of a workplace accident. When carried out without delay, investigation is a highly effective tool for dealing with dubious cases and implementing the relevant corrective measures.

Learn more
Alcohol, drugs and addictions: what are your rights and obligations

Problems related to alcohol, drug and medication consumption are omnipresent in all social spheres. The workplace is no exception. Yet, the management of employees' consumption of intoxicating substances affecting work performance is often neglected or inadequate, and this laxity can have serious consequences. For this reason, it is important that management move quickly and effectively when an employee’s work performance is affected by alcohol, drug or medication consumption.

Learn more
Claims for psychological injuries: from theory to practice

Claims for psychological injuries are part of the most complex category of injuries to deal with. They involve the intangible: human factors, perceptions, work dynamics. With so much subjectivity and given the absence of specific provisions in the Act respecting industrial accidents and occupational diseases, it is important to take stock of the positions adopted by the courts and to get a good grasp of applicable guidelines. This workshop is intended for participants who have a good basic knowledge of claims management.

Learn more
Dealing with unionization

All employers have a strong reaction to their first union raid. The best way to deal with unionization is to find out what might prompt it. Even an employer who is aware of the pitfalls and knows how to avoid them may one day be faced with an application for certification, despite sound practices in human resources management.

Learn more
Difficult employees: what lies around gets dusty

Most of us have been faced with situations involving employees whose interpersonal relationships with coworkers and/or managers can be problematic: angry, querulous, oppositional or just plain edgy employees with an attitude that cannot help but be corrosive to the working atmosphere. Whether this kind of behaviour arises occasionally or chronically, it is essential for managers to intervene to prevent the situation from degenerating.

Learn more
Documenting a Court hearing before the TAT, division SST

Any ruling by the Tribunal administratif du travail (TAT), division santé et sécurité du travail (previously the CLP) can have significant consequences for your company. Since the TAT, division SST, makes the final decision regarding challenges by the parties, you will not get a second chance to submit convincing evidence. Preparation is the key to success. For your benefit or that of your representative, identify and collect all necessary documents in preparation for the hearing.

Learn more
Drafting corporate policies and an employee handbook

As part of their responsibilities, human resources and labour relations professionals are sometimes called upon to establish corporate policies. They must have a clear grasp of the issues related to the development, distribution and implementation of these policies. This training workshop, which primarily focuses on non-unionized companies, is designed to provide all participants with several policy templates and to clarify the associated legal constraints. It is intended for labour relations professionals who have less than 5 years’ experience or who want to review some of the policies in place.

Learn more
From hiring to termination of employment

In Quebec, there are several laws governing the different aspects of the employer/employee relationship. From time of hiring to termination of employment, employers find themselves subjected to court-imposed rules that are often hard to reconcile with such objectives as efficiency and productivity. You will be introduced to the concepts and rules applicable at time of hiring, during employment and upon termination of employment, as illustrated by means of concrete examples.

Learn more
Gradation of sanctions: when to give a second chance?

In matters of disciplinary sanctions, the employer must abide by the principle of gradation in order to give an employee the chance to correct perceived misconduct, except in cases where the latter is serious enough as to completely sever the bond of trust required to maintain the employment relationship.

Learn more
How to draft a disciplinary measure

Words spoken fly away, words written remain. We all hear the ring of truth in this proverb that calls for prudence, reminding us that, unlike spoken words, written statements leave traces. Drafting a disciplinary measure is therefore an important exercise and any manager should make a point of mastering it.

Learn more
How to draft an agreement pursuant to a settlement

As an administrator, you are expected to negotiate agreements with your employees in order to avoid litigation or to bring closure to it, whether it is a termination of employment agreement, or the settlement of a grievance or complaint to the Tribunal administratif du travail (TAT). The document that legalizes this agreement is called a transaction, which is subject to the rules of contract law. The writing of this agreement is important!

Learn more
How to draft an expert's mandate?

One of the tools available to a manager in charge of disability cases is the medical assessment. Considering the determining impact that a medical assessment will have on how the case unfolds, it is important to use the physician’s expertise as thoroughly as possible. He is the expert after all!

Learn more
How to draft an objection to a SST claim?

Those responsible for managing SST claims are often under the impression that workers’ compensation by the CNESST has practically become automatic, and that they don’t have a voice in the matter. However, though this may be somewhat time consuming, a timely submission of the employer’s viewpoint in a written objection to the CNESST can be a success factor. How can you criticize the CNESST for having accepted a claim when relevant facts that should have led to its dismissal were not brought to its attention? You can be sure that the worker will not do this on your behalf...

Learn more
Labour Relations: What happened in 2018?

Take a front row seat for this annual review of Labour Relations, and of the rulings that have impacted the day to day operations of employers in 2018. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
Labour Relations: What happened in 2019?

Take a front row seat for this annual review of Labour Relations, and of the rulings that have impacted the day to day operations of employers in 2019. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
Loyalty is a choice: have your employees made the right one?

Every employee has a duty of loyalty towards his/her employer, whether at time of hiring, during employment, and even after termination of employment. However, as shown all too often in case law, lack of loyalty is a frequent offence: false statements at time of hiring or during employment, document forgery, theft or fraud, conflict of interest, public criticism or denunciation of the employer, violation of confidentiality, non-collaboration and non-compliance with non-competition and/or non-solicitation clauses, all these are offences related to the duty of loyalty.

Learn more
Management of discipline and dismissal

Managing discipline is no easy task. As an employer, you must deal with the human aspect, with motivation and the need to keep the business productive. You must also deal with the many possible recourses available to employees, whether unionized or not. The decision to dismiss is rarely taken lightly by an employer; however a poorly prepared case file can have serious financial consequences.

Learn more
Managing absenteeism

Absenteeism is a growing concern in any business. Replacement costs, shuffling employees to fill vacant positions, and loss of productivity are just some of the factors that force any thriving business to control absenteeism as much as possible. A casual approach leads to even more serious consequences: the loss of motivation among workers who are not delinquent absentees.

Learn more
Managing employment injuries: the basics of cost control - Day 1 - Initiation

Sound management of employment injuries means taking effective, timely actions. In the context of this workshop, new managers will gain the basic knowledge they need to assess the eligibility of employment injury claims and to challenge them. They will know how to set up a temporary assignment, and when and how to activate the medical assessment process. They will learn to make effective use of the challenge mechanisms provided by law.

Learn more
Mental health and labour relations: better understanding for better action

According to a report by Health Canada, one out of every five individuals will develop a mental health problem at some point in his or her lifetime. Naturally, this ever increasing trend is reflected in the workplace and in your organization. How widespread is this new phenomenon, and what is its impact on managing your employees?

Learn more
Neglecting occupational health and safety: who goes to jail?

The Criminal Code foresees that all managers - from CEOs to foremen - may be held criminally liable for health and safety infractions. As the first criminal lawsuits are being launched against companies and the CNESST is watching employers more closely than ever - what do you need to know, and what should you do?

Learn more
Negotiating a collective agreement

The collective agreement is the contract that will have the greatest impact on the daily management of your business. A negotiation has to be planed and prepared. To this end, the expertise of seasoned negotiators is available to you. Negotiations should be planned for. We will give you the tools you need to prepare your team of negotiators. If you wish to deepen your knowledge, the workshop Writing a collective agreement is held the next day. You can register for both workshops for $ 1,350 plus taxes.

Learn more
Negotiating and writing a collective agreement

The collective agreement is the contract that will have the greatest impact on the way you manage your business on a daily basis. As you work out this agreement, take advantage of the expertise of accomplished negotiators. Such negotiations need planning. We will provide you with the necessary tools to prepare and write your collective agreement.

Learn more
Psychological harassment in the workplace

The legislature introduced a change to the Act respecting labour standards which imposes on employers a two-fold responsibility concerning psychological harassment. Employers must take reasonable means to prevent psychological harassment and, when such conduct is brought to their attention, to put a stop to it. The Act now prohibits the harassment that may happen between co-workers, or by suppliers or clients, as well as that which may occur when you exercise managerial rights.

Learn more
Psychological harassment: conducting effective investigations for swift solutions

Managing psychological harassment complaints is a very delicate process, often fraught with numerous obstacles. It is imperative that the designated investigating officer should have the necessary qualifications and tools to overcome such obstacles. This workshop is based on our experience over the past years, with abundant references to case-law.

Learn more
Retrospective billing of employers: 7 winning practices to review the financial status of your SST file

As an employer subject to retrospective billing, each dollar paid by the CNESST to compensate an employee can ultimately cost you up to $5.50 in contributions, and can amount to nearly $8.00 at the time of the interim adjustment. Learn how this billing methodology works, and how to use it to your advantage by implementing clear orientations and concrete actions. Understand how actions taken in the context of managing compensation case files can impact your CNESST expenses (contributions and adjustments). This training will allow you to gain a general understanding of retrospective billing, and will prove useful in developing your management strategies. It will enable you to better understand the actions that lead to credits and/or situations that entail contribution surcharges.

Learn more
SST : 8 good reasons to ask for the suspension of indemnities of the CNESST

Many employers are unaware that a valuable tool exists to encourage injured workers to comply with their obligations under the Act respecting industrial accidents and occupational diseases (LATMP): section 142. This approach allows CNESST to reduce or suspend an allowance paid to a worker as a result of an employment injury, where the worker refuses to cooperate. Know how to easily identify these situations and become more proactive in the follow-up of your files in order to reduce the duration of the compensation

Learn more
SST : Could Facebook and other social networks be helpful to you?

Many employers believe that publications made by employees on social media are in the realm of privacy. However, although the public is more aware of the problem of privacy and the protection of personal information, users of various social networks publish a significant amount of information and photos that may be of great interest to an informed employer. You could use publications made on social media as part of the management of your employment injury files or before the Tribunal in litigation. In this workshop, you will learn about the limitations of viewing one of your employees' profiles on various social networks, the settings that apply to their use, and the role they can play on the result of a dispute.

Learn more
SST: get a handle on cost allocation and reduce your contributions

SST contributions are a critical budget issue for most employers. Too many employment injuries are the result of third party involvement or of a personal condition which predisposes a worker to injury under circumstances which are not normally hazardous. There are cost transferring and cost sharing mechanisms which can alleviate the impact of such situations.

Learn more
Strategic management of employment injuries: what if you could do even better? Day 2 - Development

Despite appropriate actions taken in managing employment injury claims, some cases can get past even the most seasoned managers. Due to their medical complexity, or the recurring issues they involve and that impede the effectiveness of your actions, such cases often require a great deal of energy, with little results. Learn to control costs and to optimize management in such complex cases. This workshop will review applicable solutions in cases involving fraudulent claims, as well as obstacles to setting up a temporary assignment and to the medical assessment. In addition, we will address the importance of a consistent challenge strategy in order to minimize the duration of compensation.

Learn more
Successful conciliation before the TAT, division SST

The Act to establish the Administrative Labour Tribunal provides the parties with a choice option in the context of a hearing: conciliation. Thanks to this flexible process, the employer can enter into an agreement that is intended to be beneficial. Reduce the risks, costs and financial impacts of employment injuries, as well as preparation time for a hearing before the TAT, division SST by learning to negotiate your own conciliations and settle your disputes yourself.

Learn more
Taking advantage of section 329 of the LATMP: Learn to identify potential gains and to write a convincing application for sharing imputed costs

The cost of employment injuries occurring in your establishment and the contributions required of you by the CNESST can become a major financial concern for your company. Section 329 of the Act respecting industrial accidents and occupational diseases states that an employer may be entitled to sharing imputed costs in relation to an employment injury case if it is proven that the worker was “already handicapped when his employment injury appears”. Know how to take advantage of this section and learn how to assert your rights to limit the costs imputed to you as the employer by writing convincing cost sharing applications to the CNESST.

Learn more
The obligation to accommodate: myths and realities

Every employer has the obligation to accommodate, whether it applies to a handicap, religion or any other motive of discrimination covered under the Charter. Through this training session, our goal is to demystify this obligation, which, as you will see, is not altogether without limits.

Learn more
The SST inspector: his range of intervention and its consequences

Under the Act respecting Occupational Health and Safety, the CNESST inspector has a broad range of powers. His/her intervention in a given workplace can have serious consequences for an employer. But rest assured there are a number of recourses and defenses available to you. This workshop will allow you to determine when and how to use them effectively.

Learn more
Three good reasons to keep an eye on social media

Faced with the reality that social media are being used by 85% of Quebecers, employers are increasingly monitoring their employees’ online activities. This monitoring process can allow them to manage disability or employment injury case files, to limit damages to the company’s reputation or to avoid the waste of time caused by Internet use for personal purposes during working hours.

Learn more
When doctors get between you and your human resources

HR managers need to ensure that their organisation can count on able employees, while physicians are expected to establish a trusting relationship with their patients. Both sides have their area of expertise and their role to fulfil. Without disputing the role and qualifications of attending physicians, you have the right to ask questions.

Learn more
Work-family balance: not an easy one to achieve

More and more families are concerned with how hard it is to balance their professional duties and their family obligations, both towards their children and towards their aging parents. In this context, you may be wondering whether your employees are covered by the Charter of Human Rights and Freedoms. This training will allow you to get acquainted with the state of the law regarding this issue.

Learn more
Writing a collective agreement

It is generally up to the union to submit the drafts of a collective agreement, but sometimes this task can go to the employer. In this context, it is therefore important to be cognizant of the applicable rules when you are called upon to review certain texts or to write new provisions.

Learn more
View all
Publications

Release date: October 5, 2018
ISBN: 978-2-89730-503-1
Format: Paper , Electronic , Combo

La rédaction d'une convention collective de travail: tout ce que l'employeur doit savoir
La rédaction d'une convention collective de travail: tout ce que l'employeur doit savoir

Release date: September 22, 2015
ISBN: 978-2-89730-154-5
Format: Paper

View all

Linda Bernier

Paralegal
Linda Bernier

Linda Bernier, B.Sc., CIRC

Paralegal

Phone number

450 973-4020 #238

Email address

lbernier@lecorre.com

Linda Bernier joined our firm in 2002 as a researcher and editor. Ms. Bernier has more than thirty years of practical research experience in labour and employment law, and in occupational health and safety. She is editor-in-chief of our Gestion Plus and G+ Education newsletters, has authored several books, and is responsible for the design and development of our workshops. Ms. Bernier is an invaluable resource regarding the latest trends in case law.

Academic training

Université de Montréal - Bachelor's degree in Industrial Relations - 1993

Professional Affiliations
  • Member of the Ordre des conseillers en ressources humaines agréés
Involvement / Outreach

 Community involvement

  • Member of the Board of directors of La Rose Bleue, association providing adult day activities for disabled persons with intellectual disabilities, and to promote their integration in their community at the social level and in education, work and leisure - since 2010

 

Other publications

  • Pour un retour au travail sans dérapage, co-author with Marie-Josée Sigouin, Effectif, le magazine de l'Ordre des conseillers en ressources humaines agréés, Volume 11, 2008 #2, April/May
  • Gérer les problèmes de santé mentale au travail: un must pour maintenir une bonne performanceco-author with Marie-Josée Sigouin, Effectif, le magazine de l'Ordre des conseillers en ressources humaines agréés, Volume 17, 2014 #3, June/July/August 
  • Naviguer entre les obligations de civilité et de loyauté et l’immunité syndicale, co-author with Danilo Di Vincenzo, Arbitrage de griefs – Deuxième colloque, Collection Blais, vol. 20, 2014, Éditions Yvon Blais, page 1
  • La ligue nationale de hockey et le Club de hockey Canadien sur la patinoire de la Commission des relations du travail, Perspective en droit du travail et de l'emploi / Perspectives, November 12, 2012
  • Enquêtes en milieu de travail: particularités des enquêtes préembauches au Québec, Perspective en droit du travail et de l'emploi / Perspectives, February 2012
  • Consommation, abus et dépendances: leur influence sur l’indemnisation par la CSST et l’imputation des coûts, co-author with Geneviève MercierDéveloppements récents en droit de la santé et sécurité du travail, 2011, Éditions Yvon Blais, page 211
  • Les mesures disciplinaires et non disciplinaires dans les rapports collectifs du travail, co-author with Guy Blanchet, Lukasz Granosik and Éric Séguin. Éditions Yvon Blais, 2000. Participates and coordinates the update of this work three times a year
  • Les droits de la personne et les relations du travail, co-author with Lukasz Granosik and Jean-François Pedneault, Éditions Yvon Blais, 1997


Previous implications

  • President of the Board of directors of the Fondation Paul Tex Lecor, whose mission is to promote the arts among students of an elementary school - 2009 - 2012
  • Member of the Board of directors of École des Hauts-Bois (elementary school of the Commission scolaire des Affluents) during the school years 2005 - 2006 and 2006 - 2007
Workshops

Take a front row seat for this annual review of Occupational Health and Safety, and of the rulings by the Tribunal administratif du travail that have impacted the day to day operations of employers in 2019. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
5 tricks and tips to make the best of managing your occupational injuries cases

Being proactive in managing cases of occupational injury, does that ring a bell? Are you among those who simply respond when they receive medical certificates and decisions by the CNESST, or rather among those who know from the outset the date of the next medical assessment of the employee on medical leave and who try to influence the upcoming decision? Are you inclined to concur with the opinion of the employee’s physician or do you exercise the rights available to you under the AIAOD, as soon as possible, to bring the cost of a claim down to a minimum? Upstream action, with an overall realistic understanding of the case, instead of reacting to events as they come, can make all the difference in terms of financial outcomes.

Learn more
A practical up-to-date approach to labour standards

The relationships between an employer and his employees and executives are governed on a daily basis by a number of legislative provisions. It is essential for any HR manager to have a working knowledge of minimal labour standards, of the notices to be given in cases involving termination of employment, and of the recourses provided by the Act respecting Labour Standards.

Learn more
Access to medical information: everything an employer is entitled to know

In the context of managing your employees, you will need to obtain and interpret a great deal of medical information. Whether at the time of hiring, or in the case of absence due to a personal or professional health issue, or of an employee going back to work or simply for purposes of assessing an employee’s ability to work, you will need comprehensive and precise information in order to make informed decisions.

Learn more
Accident investigation : it's much more then forms!

The primary purpose of an investigationand analysis is to obtain and preserve reliable, relevant information and learn the exact circumstances of a workplace accident. When carried out without delay, investigation is a highly effective tool for dealing with dubious cases and implementing the relevant corrective measures.

Learn more
Alcohol, drugs and addictions: what are your rights and obligations

Problems related to alcohol, drug and medication consumption are omnipresent in all social spheres. The workplace is no exception. Yet, the management of employees' consumption of intoxicating substances affecting work performance is often neglected or inadequate, and this laxity can have serious consequences. For this reason, it is important that management move quickly and effectively when an employee’s work performance is affected by alcohol, drug or medication consumption.

Learn more
Claims for psychological injuries: from theory to practice

Claims for psychological injuries are part of the most complex category of injuries to deal with. They involve the intangible: human factors, perceptions, work dynamics. With so much subjectivity and given the absence of specific provisions in the Act respecting industrial accidents and occupational diseases, it is important to take stock of the positions adopted by the courts and to get a good grasp of applicable guidelines. This workshop is intended for participants who have a good basic knowledge of claims management.

Learn more
Dealing with unionization

All employers have a strong reaction to their first union raid. The best way to deal with unionization is to find out what might prompt it. Even an employer who is aware of the pitfalls and knows how to avoid them may one day be faced with an application for certification, despite sound practices in human resources management.

Learn more
Difficult employees: what lies around gets dusty

Most of us have been faced with situations involving employees whose interpersonal relationships with coworkers and/or managers can be problematic: angry, querulous, oppositional or just plain edgy employees with an attitude that cannot help but be corrosive to the working atmosphere. Whether this kind of behaviour arises occasionally or chronically, it is essential for managers to intervene to prevent the situation from degenerating.

Learn more
Documenting a Court hearing before the TAT, division SST

Any ruling by the Tribunal administratif du travail (TAT), division santé et sécurité du travail (previously the CLP) can have significant consequences for your company. Since the TAT, division SST, makes the final decision regarding challenges by the parties, you will not get a second chance to submit convincing evidence. Preparation is the key to success. For your benefit or that of your representative, identify and collect all necessary documents in preparation for the hearing.

Learn more
Drafting corporate policies and an employee handbook

As part of their responsibilities, human resources and labour relations professionals are sometimes called upon to establish corporate policies. They must have a clear grasp of the issues related to the development, distribution and implementation of these policies. This training workshop, which primarily focuses on non-unionized companies, is designed to provide all participants with several policy templates and to clarify the associated legal constraints. It is intended for labour relations professionals who have less than 5 years’ experience or who want to review some of the policies in place.

Learn more
From hiring to termination of employment

In Quebec, there are several laws governing the different aspects of the employer/employee relationship. From time of hiring to termination of employment, employers find themselves subjected to court-imposed rules that are often hard to reconcile with such objectives as efficiency and productivity. You will be introduced to the concepts and rules applicable at time of hiring, during employment and upon termination of employment, as illustrated by means of concrete examples.

Learn more
Gradation of sanctions: when to give a second chance?

In matters of disciplinary sanctions, the employer must abide by the principle of gradation in order to give an employee the chance to correct perceived misconduct, except in cases where the latter is serious enough as to completely sever the bond of trust required to maintain the employment relationship.

Learn more
How to draft a disciplinary measure

Words spoken fly away, words written remain. We all hear the ring of truth in this proverb that calls for prudence, reminding us that, unlike spoken words, written statements leave traces. Drafting a disciplinary measure is therefore an important exercise and any manager should make a point of mastering it.

Learn more
How to draft an agreement pursuant to a settlement

As an administrator, you are expected to negotiate agreements with your employees in order to avoid litigation or to bring closure to it, whether it is a termination of employment agreement, or the settlement of a grievance or complaint to the Tribunal administratif du travail (TAT). The document that legalizes this agreement is called a transaction, which is subject to the rules of contract law. The writing of this agreement is important!

Learn more
How to draft an expert's mandate?

One of the tools available to a manager in charge of disability cases is the medical assessment. Considering the determining impact that a medical assessment will have on how the case unfolds, it is important to use the physician’s expertise as thoroughly as possible. He is the expert after all!

Learn more
How to draft an objection to a SST claim?

Those responsible for managing SST claims are often under the impression that workers’ compensation by the CNESST has practically become automatic, and that they don’t have a voice in the matter. However, though this may be somewhat time consuming, a timely submission of the employer’s viewpoint in a written objection to the CNESST can be a success factor. How can you criticize the CNESST for having accepted a claim when relevant facts that should have led to its dismissal were not brought to its attention? You can be sure that the worker will not do this on your behalf...

Learn more
Labour Relations: What happened in 2018?

Take a front row seat for this annual review of Labour Relations, and of the rulings that have impacted the day to day operations of employers in 2018. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
Labour Relations: What happened in 2019?

Take a front row seat for this annual review of Labour Relations, and of the rulings that have impacted the day to day operations of employers in 2019. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
Loyalty is a choice: have your employees made the right one?

Every employee has a duty of loyalty towards his/her employer, whether at time of hiring, during employment, and even after termination of employment. However, as shown all too often in case law, lack of loyalty is a frequent offence: false statements at time of hiring or during employment, document forgery, theft or fraud, conflict of interest, public criticism or denunciation of the employer, violation of confidentiality, non-collaboration and non-compliance with non-competition and/or non-solicitation clauses, all these are offences related to the duty of loyalty.

Learn more
Management of discipline and dismissal

Managing discipline is no easy task. As an employer, you must deal with the human aspect, with motivation and the need to keep the business productive. You must also deal with the many possible recourses available to employees, whether unionized or not. The decision to dismiss is rarely taken lightly by an employer; however a poorly prepared case file can have serious financial consequences.

Learn more
Managing absenteeism

Absenteeism is a growing concern in any business. Replacement costs, shuffling employees to fill vacant positions, and loss of productivity are just some of the factors that force any thriving business to control absenteeism as much as possible. A casual approach leads to even more serious consequences: the loss of motivation among workers who are not delinquent absentees.

Learn more
Managing employment injuries: the basics of cost control - Day 1 - Initiation

Sound management of employment injuries means taking effective, timely actions. In the context of this workshop, new managers will gain the basic knowledge they need to assess the eligibility of employment injury claims and to challenge them. They will know how to set up a temporary assignment, and when and how to activate the medical assessment process. They will learn to make effective use of the challenge mechanisms provided by law.

Learn more
Mental health and labour relations: better understanding for better action

According to a report by Health Canada, one out of every five individuals will develop a mental health problem at some point in his or her lifetime. Naturally, this ever increasing trend is reflected in the workplace and in your organization. How widespread is this new phenomenon, and what is its impact on managing your employees?

Learn more
Neglecting occupational health and safety: who goes to jail?

The Criminal Code foresees that all managers - from CEOs to foremen - may be held criminally liable for health and safety infractions. As the first criminal lawsuits are being launched against companies and the CNESST is watching employers more closely than ever - what do you need to know, and what should you do?

Learn more
Negotiating a collective agreement

The collective agreement is the contract that will have the greatest impact on the daily management of your business. A negotiation has to be planed and prepared. To this end, the expertise of seasoned negotiators is available to you. Negotiations should be planned for. We will give you the tools you need to prepare your team of negotiators. If you wish to deepen your knowledge, the workshop Writing a collective agreement is held the next day. You can register for both workshops for $ 1,350 plus taxes.

Learn more
Negotiating and writing a collective agreement

The collective agreement is the contract that will have the greatest impact on the way you manage your business on a daily basis. As you work out this agreement, take advantage of the expertise of accomplished negotiators. Such negotiations need planning. We will provide you with the necessary tools to prepare and write your collective agreement.

Learn more
Psychological harassment in the workplace

The legislature introduced a change to the Act respecting labour standards which imposes on employers a two-fold responsibility concerning psychological harassment. Employers must take reasonable means to prevent psychological harassment and, when such conduct is brought to their attention, to put a stop to it. The Act now prohibits the harassment that may happen between co-workers, or by suppliers or clients, as well as that which may occur when you exercise managerial rights.

Learn more
Psychological harassment: conducting effective investigations for swift solutions

Managing psychological harassment complaints is a very delicate process, often fraught with numerous obstacles. It is imperative that the designated investigating officer should have the necessary qualifications and tools to overcome such obstacles. This workshop is based on our experience over the past years, with abundant references to case-law.

Learn more
Retrospective billing of employers: 7 winning practices to review the financial status of your SST file

As an employer subject to retrospective billing, each dollar paid by the CNESST to compensate an employee can ultimately cost you up to $5.50 in contributions, and can amount to nearly $8.00 at the time of the interim adjustment. Learn how this billing methodology works, and how to use it to your advantage by implementing clear orientations and concrete actions. Understand how actions taken in the context of managing compensation case files can impact your CNESST expenses (contributions and adjustments). This training will allow you to gain a general understanding of retrospective billing, and will prove useful in developing your management strategies. It will enable you to better understand the actions that lead to credits and/or situations that entail contribution surcharges.

Learn more
SST : 8 good reasons to ask for the suspension of indemnities of the CNESST

Many employers are unaware that a valuable tool exists to encourage injured workers to comply with their obligations under the Act respecting industrial accidents and occupational diseases (LATMP): section 142. This approach allows CNESST to reduce or suspend an allowance paid to a worker as a result of an employment injury, where the worker refuses to cooperate. Know how to easily identify these situations and become more proactive in the follow-up of your files in order to reduce the duration of the compensation

Learn more
SST : Could Facebook and other social networks be helpful to you?

Many employers believe that publications made by employees on social media are in the realm of privacy. However, although the public is more aware of the problem of privacy and the protection of personal information, users of various social networks publish a significant amount of information and photos that may be of great interest to an informed employer. You could use publications made on social media as part of the management of your employment injury files or before the Tribunal in litigation. In this workshop, you will learn about the limitations of viewing one of your employees' profiles on various social networks, the settings that apply to their use, and the role they can play on the result of a dispute.

Learn more
SST: get a handle on cost allocation and reduce your contributions

SST contributions are a critical budget issue for most employers. Too many employment injuries are the result of third party involvement or of a personal condition which predisposes a worker to injury under circumstances which are not normally hazardous. There are cost transferring and cost sharing mechanisms which can alleviate the impact of such situations.

Learn more
Strategic management of employment injuries: what if you could do even better? Day 2 - Development

Despite appropriate actions taken in managing employment injury claims, some cases can get past even the most seasoned managers. Due to their medical complexity, or the recurring issues they involve and that impede the effectiveness of your actions, such cases often require a great deal of energy, with little results. Learn to control costs and to optimize management in such complex cases. This workshop will review applicable solutions in cases involving fraudulent claims, as well as obstacles to setting up a temporary assignment and to the medical assessment. In addition, we will address the importance of a consistent challenge strategy in order to minimize the duration of compensation.

Learn more
Successful conciliation before the TAT, division SST

The Act to establish the Administrative Labour Tribunal provides the parties with a choice option in the context of a hearing: conciliation. Thanks to this flexible process, the employer can enter into an agreement that is intended to be beneficial. Reduce the risks, costs and financial impacts of employment injuries, as well as preparation time for a hearing before the TAT, division SST by learning to negotiate your own conciliations and settle your disputes yourself.

Learn more
Taking advantage of section 329 of the LATMP: Learn to identify potential gains and to write a convincing application for sharing imputed costs

The cost of employment injuries occurring in your establishment and the contributions required of you by the CNESST can become a major financial concern for your company. Section 329 of the Act respecting industrial accidents and occupational diseases states that an employer may be entitled to sharing imputed costs in relation to an employment injury case if it is proven that the worker was “already handicapped when his employment injury appears”. Know how to take advantage of this section and learn how to assert your rights to limit the costs imputed to you as the employer by writing convincing cost sharing applications to the CNESST.

Learn more
The obligation to accommodate: myths and realities

Every employer has the obligation to accommodate, whether it applies to a handicap, religion or any other motive of discrimination covered under the Charter. Through this training session, our goal is to demystify this obligation, which, as you will see, is not altogether without limits.

Learn more
The SST inspector: his range of intervention and its consequences

Under the Act respecting Occupational Health and Safety, the CNESST inspector has a broad range of powers. His/her intervention in a given workplace can have serious consequences for an employer. But rest assured there are a number of recourses and defenses available to you. This workshop will allow you to determine when and how to use them effectively.

Learn more
Three good reasons to keep an eye on social media

Faced with the reality that social media are being used by 85% of Quebecers, employers are increasingly monitoring their employees’ online activities. This monitoring process can allow them to manage disability or employment injury case files, to limit damages to the company’s reputation or to avoid the waste of time caused by Internet use for personal purposes during working hours.

Learn more
When doctors get between you and your human resources

HR managers need to ensure that their organisation can count on able employees, while physicians are expected to establish a trusting relationship with their patients. Both sides have their area of expertise and their role to fulfil. Without disputing the role and qualifications of attending physicians, you have the right to ask questions.

Learn more
Work-family balance: not an easy one to achieve

More and more families are concerned with how hard it is to balance their professional duties and their family obligations, both towards their children and towards their aging parents. In this context, you may be wondering whether your employees are covered by the Charter of Human Rights and Freedoms. This training will allow you to get acquainted with the state of the law regarding this issue.

Learn more
Writing a collective agreement

It is generally up to the union to submit the drafts of a collective agreement, but sometimes this task can go to the employer. In this context, it is therefore important to be cognizant of the applicable rules when you are called upon to review certain texts or to write new provisions.

Learn more
View all
Publications

Release date: October 5, 2018
ISBN: 978-2-89730-503-1
Format: Paper , Electronic , Combo

La rédaction d'une convention collective de travail: tout ce que l'employeur doit savoir
La rédaction d'une convention collective de travail: tout ce que l'employeur doit savoir

Release date: September 22, 2015
ISBN: 978-2-89730-154-5
Format: Paper

View all

Jean-Nicolas Bissonnette

Lawyer

Barreau du Québec 2018

Jean-Nicolas Bissonnette

Jean-Nicolas Bissonnette, LL.B., J.D.

Lawyer

Barreau du Québec 2018

Phone number

450 973-4020 #284

Email address

jnbissonnette@lecorre.com

Mr. Bissonnette works in labour and employment law, exclusively on employers’ behalf. He also contributes to our Gestion Plus newsletter, as well as to our various books, publications and seminars. Jean-Nicolas holds a Bachelor of Laws from the Université de Montréal and a Juris Doctor from Osgoode Hall Law School. He has also worked as a research assistant for Professor Sara Slinn, specialized in labour and employment law.

Academic training
  • Bachelor of Laws (LL.B.), Université de Montréal, 2016
  • Juris Doctor (J.D.), Osgoode Hall Law School of York University, 2018
Professional Affiliations
  • Member of the Barreau du Québec
Involvement / Outreach
  • Board member of the Club de volleyball Celtique
Workshops

Take a front row seat for this annual review of Occupational Health and Safety, and of the rulings by the Tribunal administratif du travail that have impacted the day to day operations of employers in 2019. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
5 tricks and tips to make the best of managing your occupational injuries cases

Being proactive in managing cases of occupational injury, does that ring a bell? Are you among those who simply respond when they receive medical certificates and decisions by the CNESST, or rather among those who know from the outset the date of the next medical assessment of the employee on medical leave and who try to influence the upcoming decision? Are you inclined to concur with the opinion of the employee’s physician or do you exercise the rights available to you under the AIAOD, as soon as possible, to bring the cost of a claim down to a minimum? Upstream action, with an overall realistic understanding of the case, instead of reacting to events as they come, can make all the difference in terms of financial outcomes.

Learn more
A practical up-to-date approach to labour standards

The relationships between an employer and his employees and executives are governed on a daily basis by a number of legislative provisions. It is essential for any HR manager to have a working knowledge of minimal labour standards, of the notices to be given in cases involving termination of employment, and of the recourses provided by the Act respecting Labour Standards.

Learn more
Access to medical information: everything an employer is entitled to know

In the context of managing your employees, you will need to obtain and interpret a great deal of medical information. Whether at the time of hiring, or in the case of absence due to a personal or professional health issue, or of an employee going back to work or simply for purposes of assessing an employee’s ability to work, you will need comprehensive and precise information in order to make informed decisions.

Learn more
Accident investigation : it's much more then forms!

The primary purpose of an investigationand analysis is to obtain and preserve reliable, relevant information and learn the exact circumstances of a workplace accident. When carried out without delay, investigation is a highly effective tool for dealing with dubious cases and implementing the relevant corrective measures.

Learn more
Alcohol, drugs and addictions: what are your rights and obligations

Problems related to alcohol, drug and medication consumption are omnipresent in all social spheres. The workplace is no exception. Yet, the management of employees' consumption of intoxicating substances affecting work performance is often neglected or inadequate, and this laxity can have serious consequences. For this reason, it is important that management move quickly and effectively when an employee’s work performance is affected by alcohol, drug or medication consumption.

Learn more
Claims for psychological injuries: from theory to practice

Claims for psychological injuries are part of the most complex category of injuries to deal with. They involve the intangible: human factors, perceptions, work dynamics. With so much subjectivity and given the absence of specific provisions in the Act respecting industrial accidents and occupational diseases, it is important to take stock of the positions adopted by the courts and to get a good grasp of applicable guidelines. This workshop is intended for participants who have a good basic knowledge of claims management.

Learn more
Dealing with unionization

All employers have a strong reaction to their first union raid. The best way to deal with unionization is to find out what might prompt it. Even an employer who is aware of the pitfalls and knows how to avoid them may one day be faced with an application for certification, despite sound practices in human resources management.

Learn more
Difficult employees: what lies around gets dusty

Most of us have been faced with situations involving employees whose interpersonal relationships with coworkers and/or managers can be problematic: angry, querulous, oppositional or just plain edgy employees with an attitude that cannot help but be corrosive to the working atmosphere. Whether this kind of behaviour arises occasionally or chronically, it is essential for managers to intervene to prevent the situation from degenerating.

Learn more
Documenting a Court hearing before the TAT, division SST

Any ruling by the Tribunal administratif du travail (TAT), division santé et sécurité du travail (previously the CLP) can have significant consequences for your company. Since the TAT, division SST, makes the final decision regarding challenges by the parties, you will not get a second chance to submit convincing evidence. Preparation is the key to success. For your benefit or that of your representative, identify and collect all necessary documents in preparation for the hearing.

Learn more
Drafting corporate policies and an employee handbook

As part of their responsibilities, human resources and labour relations professionals are sometimes called upon to establish corporate policies. They must have a clear grasp of the issues related to the development, distribution and implementation of these policies. This training workshop, which primarily focuses on non-unionized companies, is designed to provide all participants with several policy templates and to clarify the associated legal constraints. It is intended for labour relations professionals who have less than 5 years’ experience or who want to review some of the policies in place.

Learn more
From hiring to termination of employment

In Quebec, there are several laws governing the different aspects of the employer/employee relationship. From time of hiring to termination of employment, employers find themselves subjected to court-imposed rules that are often hard to reconcile with such objectives as efficiency and productivity. You will be introduced to the concepts and rules applicable at time of hiring, during employment and upon termination of employment, as illustrated by means of concrete examples.

Learn more
Gradation of sanctions: when to give a second chance?

In matters of disciplinary sanctions, the employer must abide by the principle of gradation in order to give an employee the chance to correct perceived misconduct, except in cases where the latter is serious enough as to completely sever the bond of trust required to maintain the employment relationship.

Learn more
How to draft a disciplinary measure

Words spoken fly away, words written remain. We all hear the ring of truth in this proverb that calls for prudence, reminding us that, unlike spoken words, written statements leave traces. Drafting a disciplinary measure is therefore an important exercise and any manager should make a point of mastering it.

Learn more
How to draft an agreement pursuant to a settlement

As an administrator, you are expected to negotiate agreements with your employees in order to avoid litigation or to bring closure to it, whether it is a termination of employment agreement, or the settlement of a grievance or complaint to the Tribunal administratif du travail (TAT). The document that legalizes this agreement is called a transaction, which is subject to the rules of contract law. The writing of this agreement is important!

Learn more
How to draft an expert's mandate?

One of the tools available to a manager in charge of disability cases is the medical assessment. Considering the determining impact that a medical assessment will have on how the case unfolds, it is important to use the physician’s expertise as thoroughly as possible. He is the expert after all!

Learn more
How to draft an objection to a SST claim?

Those responsible for managing SST claims are often under the impression that workers’ compensation by the CNESST has practically become automatic, and that they don’t have a voice in the matter. However, though this may be somewhat time consuming, a timely submission of the employer’s viewpoint in a written objection to the CNESST can be a success factor. How can you criticize the CNESST for having accepted a claim when relevant facts that should have led to its dismissal were not brought to its attention? You can be sure that the worker will not do this on your behalf...

Learn more
Labour Relations: What happened in 2018?

Take a front row seat for this annual review of Labour Relations, and of the rulings that have impacted the day to day operations of employers in 2018. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
Labour Relations: What happened in 2019?

Take a front row seat for this annual review of Labour Relations, and of the rulings that have impacted the day to day operations of employers in 2019. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
Loyalty is a choice: have your employees made the right one?

Every employee has a duty of loyalty towards his/her employer, whether at time of hiring, during employment, and even after termination of employment. However, as shown all too often in case law, lack of loyalty is a frequent offence: false statements at time of hiring or during employment, document forgery, theft or fraud, conflict of interest, public criticism or denunciation of the employer, violation of confidentiality, non-collaboration and non-compliance with non-competition and/or non-solicitation clauses, all these are offences related to the duty of loyalty.

Learn more
Management of discipline and dismissal

Managing discipline is no easy task. As an employer, you must deal with the human aspect, with motivation and the need to keep the business productive. You must also deal with the many possible recourses available to employees, whether unionized or not. The decision to dismiss is rarely taken lightly by an employer; however a poorly prepared case file can have serious financial consequences.

Learn more
Managing absenteeism

Absenteeism is a growing concern in any business. Replacement costs, shuffling employees to fill vacant positions, and loss of productivity are just some of the factors that force any thriving business to control absenteeism as much as possible. A casual approach leads to even more serious consequences: the loss of motivation among workers who are not delinquent absentees.

Learn more
Managing employment injuries: the basics of cost control - Day 1 - Initiation

Sound management of employment injuries means taking effective, timely actions. In the context of this workshop, new managers will gain the basic knowledge they need to assess the eligibility of employment injury claims and to challenge them. They will know how to set up a temporary assignment, and when and how to activate the medical assessment process. They will learn to make effective use of the challenge mechanisms provided by law.

Learn more
Mental health and labour relations: better understanding for better action

According to a report by Health Canada, one out of every five individuals will develop a mental health problem at some point in his or her lifetime. Naturally, this ever increasing trend is reflected in the workplace and in your organization. How widespread is this new phenomenon, and what is its impact on managing your employees?

Learn more
Neglecting occupational health and safety: who goes to jail?

The Criminal Code foresees that all managers - from CEOs to foremen - may be held criminally liable for health and safety infractions. As the first criminal lawsuits are being launched against companies and the CNESST is watching employers more closely than ever - what do you need to know, and what should you do?

Learn more
Negotiating a collective agreement

The collective agreement is the contract that will have the greatest impact on the daily management of your business. A negotiation has to be planed and prepared. To this end, the expertise of seasoned negotiators is available to you. Negotiations should be planned for. We will give you the tools you need to prepare your team of negotiators. If you wish to deepen your knowledge, the workshop Writing a collective agreement is held the next day. You can register for both workshops for $ 1,350 plus taxes.

Learn more
Negotiating and writing a collective agreement

The collective agreement is the contract that will have the greatest impact on the way you manage your business on a daily basis. As you work out this agreement, take advantage of the expertise of accomplished negotiators. Such negotiations need planning. We will provide you with the necessary tools to prepare and write your collective agreement.

Learn more
Psychological harassment in the workplace

The legislature introduced a change to the Act respecting labour standards which imposes on employers a two-fold responsibility concerning psychological harassment. Employers must take reasonable means to prevent psychological harassment and, when such conduct is brought to their attention, to put a stop to it. The Act now prohibits the harassment that may happen between co-workers, or by suppliers or clients, as well as that which may occur when you exercise managerial rights.

Learn more
Psychological harassment: conducting effective investigations for swift solutions

Managing psychological harassment complaints is a very delicate process, often fraught with numerous obstacles. It is imperative that the designated investigating officer should have the necessary qualifications and tools to overcome such obstacles. This workshop is based on our experience over the past years, with abundant references to case-law.

Learn more
Retrospective billing of employers: 7 winning practices to review the financial status of your SST file

As an employer subject to retrospective billing, each dollar paid by the CNESST to compensate an employee can ultimately cost you up to $5.50 in contributions, and can amount to nearly $8.00 at the time of the interim adjustment. Learn how this billing methodology works, and how to use it to your advantage by implementing clear orientations and concrete actions. Understand how actions taken in the context of managing compensation case files can impact your CNESST expenses (contributions and adjustments). This training will allow you to gain a general understanding of retrospective billing, and will prove useful in developing your management strategies. It will enable you to better understand the actions that lead to credits and/or situations that entail contribution surcharges.

Learn more
SST : 8 good reasons to ask for the suspension of indemnities of the CNESST

Many employers are unaware that a valuable tool exists to encourage injured workers to comply with their obligations under the Act respecting industrial accidents and occupational diseases (LATMP): section 142. This approach allows CNESST to reduce or suspend an allowance paid to a worker as a result of an employment injury, where the worker refuses to cooperate. Know how to easily identify these situations and become more proactive in the follow-up of your files in order to reduce the duration of the compensation

Learn more
SST : Could Facebook and other social networks be helpful to you?

Many employers believe that publications made by employees on social media are in the realm of privacy. However, although the public is more aware of the problem of privacy and the protection of personal information, users of various social networks publish a significant amount of information and photos that may be of great interest to an informed employer. You could use publications made on social media as part of the management of your employment injury files or before the Tribunal in litigation. In this workshop, you will learn about the limitations of viewing one of your employees' profiles on various social networks, the settings that apply to their use, and the role they can play on the result of a dispute.

Learn more
SST: get a handle on cost allocation and reduce your contributions

SST contributions are a critical budget issue for most employers. Too many employment injuries are the result of third party involvement or of a personal condition which predisposes a worker to injury under circumstances which are not normally hazardous. There are cost transferring and cost sharing mechanisms which can alleviate the impact of such situations.

Learn more
Strategic management of employment injuries: what if you could do even better? Day 2 - Development

Despite appropriate actions taken in managing employment injury claims, some cases can get past even the most seasoned managers. Due to their medical complexity, or the recurring issues they involve and that impede the effectiveness of your actions, such cases often require a great deal of energy, with little results. Learn to control costs and to optimize management in such complex cases. This workshop will review applicable solutions in cases involving fraudulent claims, as well as obstacles to setting up a temporary assignment and to the medical assessment. In addition, we will address the importance of a consistent challenge strategy in order to minimize the duration of compensation.

Learn more
Successful conciliation before the TAT, division SST

The Act to establish the Administrative Labour Tribunal provides the parties with a choice option in the context of a hearing: conciliation. Thanks to this flexible process, the employer can enter into an agreement that is intended to be beneficial. Reduce the risks, costs and financial impacts of employment injuries, as well as preparation time for a hearing before the TAT, division SST by learning to negotiate your own conciliations and settle your disputes yourself.

Learn more
Taking advantage of section 329 of the LATMP: Learn to identify potential gains and to write a convincing application for sharing imputed costs

The cost of employment injuries occurring in your establishment and the contributions required of you by the CNESST can become a major financial concern for your company. Section 329 of the Act respecting industrial accidents and occupational diseases states that an employer may be entitled to sharing imputed costs in relation to an employment injury case if it is proven that the worker was “already handicapped when his employment injury appears”. Know how to take advantage of this section and learn how to assert your rights to limit the costs imputed to you as the employer by writing convincing cost sharing applications to the CNESST.

Learn more
The obligation to accommodate: myths and realities

Every employer has the obligation to accommodate, whether it applies to a handicap, religion or any other motive of discrimination covered under the Charter. Through this training session, our goal is to demystify this obligation, which, as you will see, is not altogether without limits.

Learn more
The SST inspector: his range of intervention and its consequences

Under the Act respecting Occupational Health and Safety, the CNESST inspector has a broad range of powers. His/her intervention in a given workplace can have serious consequences for an employer. But rest assured there are a number of recourses and defenses available to you. This workshop will allow you to determine when and how to use them effectively.

Learn more
Three good reasons to keep an eye on social media

Faced with the reality that social media are being used by 85% of Quebecers, employers are increasingly monitoring their employees’ online activities. This monitoring process can allow them to manage disability or employment injury case files, to limit damages to the company’s reputation or to avoid the waste of time caused by Internet use for personal purposes during working hours.

Learn more
When doctors get between you and your human resources

HR managers need to ensure that their organisation can count on able employees, while physicians are expected to establish a trusting relationship with their patients. Both sides have their area of expertise and their role to fulfil. Without disputing the role and qualifications of attending physicians, you have the right to ask questions.

Learn more
Work-family balance: not an easy one to achieve

More and more families are concerned with how hard it is to balance their professional duties and their family obligations, both towards their children and towards their aging parents. In this context, you may be wondering whether your employees are covered by the Charter of Human Rights and Freedoms. This training will allow you to get acquainted with the state of the law regarding this issue.

Learn more
Writing a collective agreement

It is generally up to the union to submit the drafts of a collective agreement, but sometimes this task can go to the employer. In this context, it is therefore important to be cognizant of the applicable rules when you are called upon to review certain texts or to write new provisions.

Learn more
View all
Publications

Release date: October 5, 2018
ISBN: 978-2-89730-503-1
Format: Paper , Electronic , Combo

La rédaction d'une convention collective de travail: tout ce que l'employeur doit savoir
La rédaction d'une convention collective de travail: tout ce que l'employeur doit savoir

Release date: September 22, 2015
ISBN: 978-2-89730-154-5
Format: Paper

View all

Danilo Di Vincenzo

Lawyer

Barreau du Québec 1999

Danilo Di Vincenzo

Danilo Di Vincenzo, B.A., LL.B., CIRC

Lawyer

Barreau du Québec 1999

Phone number

450 973-4020 #230

Email address

ddivincenzo@lecorre.com

Assistant

Joanie Perron
450 973-4020 #262
jperron@lecorre.com

Danilo Di Vincenzo is a partner in the firm. He started his career in the Legal Services department of the Commission des normes du travail (now CNESST), where he acquired valuable hands-on experience. He counsels and represents employers, particularly, in matters of grievance arbitration and collective bargaining. Mr. Di Vincenzo was trained in the Harvard Negotiation Program focusing on interest-based bargaining and conflict resolution. He is also a legal instructor, lecturer and regular contributor to our various publications and teaches labour law at the École du Barreau.

 

Academic training
  • Harvard University - Executive Education Seminars - Program on Negotiation for Senior Executives - 2009 - Negotiating Labor Agreements - 2005
  • Université du Québec à Montréal - LL.B. - 1998
  • McGill University - B.A. Industrial Relations - 1995
Professional Affiliations
  • Member of the Barreau du Québec
  • Past President of the Labour and Employment Law Section of the Quebec branch of the Canadian Bar Association
  • Member of the National Labour and Employment Law Section of the Canadian Bar Association
  • Member of the Section of Labour and Employment Law of the American Bar Association
  • Member of the Canadian Association of Counsel to Employers (CACE)
  • Member of the Ordre des conseillers en ressources humaines agréés
Involvement / Outreach
  • Labour law teacher at École du Barreau du Québec since 2013

 

Other publications

  • Naviguer entre les obligations de civilité et de loyauté et l’immunité syndicale, co-author with Linda Bernier, Arbitrage de griefs – Deuxième colloque, Collection Blais, Vol. 20, 2014, Éditions Yvon Blais, page 1
  • La ligue nationale de hockey et le Club Canadien sur la patinoire de la Commission des relations du travail, Perspective en droit du travail et de l'emploi / Perspectives, November 2012
  • Enquêtes en milieu de travail: particularités des enquêtes préembauches au Québec, Perspective en droit du travail et de l'emploi / Perspectives, February 2012

 

Community involvement

  • Member of the Board of directors of Fondation Maxime-Letendre
Workshops

Take a front row seat for this annual review of Occupational Health and Safety, and of the rulings by the Tribunal administratif du travail that have impacted the day to day operations of employers in 2019. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
5 tricks and tips to make the best of managing your occupational injuries cases

Being proactive in managing cases of occupational injury, does that ring a bell? Are you among those who simply respond when they receive medical certificates and decisions by the CNESST, or rather among those who know from the outset the date of the next medical assessment of the employee on medical leave and who try to influence the upcoming decision? Are you inclined to concur with the opinion of the employee’s physician or do you exercise the rights available to you under the AIAOD, as soon as possible, to bring the cost of a claim down to a minimum? Upstream action, with an overall realistic understanding of the case, instead of reacting to events as they come, can make all the difference in terms of financial outcomes.

Learn more
A practical up-to-date approach to labour standards

The relationships between an employer and his employees and executives are governed on a daily basis by a number of legislative provisions. It is essential for any HR manager to have a working knowledge of minimal labour standards, of the notices to be given in cases involving termination of employment, and of the recourses provided by the Act respecting Labour Standards.

Learn more
Access to medical information: everything an employer is entitled to know

In the context of managing your employees, you will need to obtain and interpret a great deal of medical information. Whether at the time of hiring, or in the case of absence due to a personal or professional health issue, or of an employee going back to work or simply for purposes of assessing an employee’s ability to work, you will need comprehensive and precise information in order to make informed decisions.

Learn more
Accident investigation : it's much more then forms!

The primary purpose of an investigationand analysis is to obtain and preserve reliable, relevant information and learn the exact circumstances of a workplace accident. When carried out without delay, investigation is a highly effective tool for dealing with dubious cases and implementing the relevant corrective measures.

Learn more
Alcohol, drugs and addictions: what are your rights and obligations

Problems related to alcohol, drug and medication consumption are omnipresent in all social spheres. The workplace is no exception. Yet, the management of employees' consumption of intoxicating substances affecting work performance is often neglected or inadequate, and this laxity can have serious consequences. For this reason, it is important that management move quickly and effectively when an employee’s work performance is affected by alcohol, drug or medication consumption.

Learn more
Claims for psychological injuries: from theory to practice

Claims for psychological injuries are part of the most complex category of injuries to deal with. They involve the intangible: human factors, perceptions, work dynamics. With so much subjectivity and given the absence of specific provisions in the Act respecting industrial accidents and occupational diseases, it is important to take stock of the positions adopted by the courts and to get a good grasp of applicable guidelines. This workshop is intended for participants who have a good basic knowledge of claims management.

Learn more
Dealing with unionization

All employers have a strong reaction to their first union raid. The best way to deal with unionization is to find out what might prompt it. Even an employer who is aware of the pitfalls and knows how to avoid them may one day be faced with an application for certification, despite sound practices in human resources management.

Learn more
Difficult employees: what lies around gets dusty

Most of us have been faced with situations involving employees whose interpersonal relationships with coworkers and/or managers can be problematic: angry, querulous, oppositional or just plain edgy employees with an attitude that cannot help but be corrosive to the working atmosphere. Whether this kind of behaviour arises occasionally or chronically, it is essential for managers to intervene to prevent the situation from degenerating.

Learn more
Documenting a Court hearing before the TAT, division SST

Any ruling by the Tribunal administratif du travail (TAT), division santé et sécurité du travail (previously the CLP) can have significant consequences for your company. Since the TAT, division SST, makes the final decision regarding challenges by the parties, you will not get a second chance to submit convincing evidence. Preparation is the key to success. For your benefit or that of your representative, identify and collect all necessary documents in preparation for the hearing.

Learn more
Drafting corporate policies and an employee handbook

As part of their responsibilities, human resources and labour relations professionals are sometimes called upon to establish corporate policies. They must have a clear grasp of the issues related to the development, distribution and implementation of these policies. This training workshop, which primarily focuses on non-unionized companies, is designed to provide all participants with several policy templates and to clarify the associated legal constraints. It is intended for labour relations professionals who have less than 5 years’ experience or who want to review some of the policies in place.

Learn more
From hiring to termination of employment

In Quebec, there are several laws governing the different aspects of the employer/employee relationship. From time of hiring to termination of employment, employers find themselves subjected to court-imposed rules that are often hard to reconcile with such objectives as efficiency and productivity. You will be introduced to the concepts and rules applicable at time of hiring, during employment and upon termination of employment, as illustrated by means of concrete examples.

Learn more
Gradation of sanctions: when to give a second chance?

In matters of disciplinary sanctions, the employer must abide by the principle of gradation in order to give an employee the chance to correct perceived misconduct, except in cases where the latter is serious enough as to completely sever the bond of trust required to maintain the employment relationship.

Learn more
How to draft a disciplinary measure

Words spoken fly away, words written remain. We all hear the ring of truth in this proverb that calls for prudence, reminding us that, unlike spoken words, written statements leave traces. Drafting a disciplinary measure is therefore an important exercise and any manager should make a point of mastering it.

Learn more
How to draft an agreement pursuant to a settlement

As an administrator, you are expected to negotiate agreements with your employees in order to avoid litigation or to bring closure to it, whether it is a termination of employment agreement, or the settlement of a grievance or complaint to the Tribunal administratif du travail (TAT). The document that legalizes this agreement is called a transaction, which is subject to the rules of contract law. The writing of this agreement is important!

Learn more
How to draft an expert's mandate?

One of the tools available to a manager in charge of disability cases is the medical assessment. Considering the determining impact that a medical assessment will have on how the case unfolds, it is important to use the physician’s expertise as thoroughly as possible. He is the expert after all!

Learn more
How to draft an objection to a SST claim?

Those responsible for managing SST claims are often under the impression that workers’ compensation by the CNESST has practically become automatic, and that they don’t have a voice in the matter. However, though this may be somewhat time consuming, a timely submission of the employer’s viewpoint in a written objection to the CNESST can be a success factor. How can you criticize the CNESST for having accepted a claim when relevant facts that should have led to its dismissal were not brought to its attention? You can be sure that the worker will not do this on your behalf...

Learn more
Labour Relations: What happened in 2018?

Take a front row seat for this annual review of Labour Relations, and of the rulings that have impacted the day to day operations of employers in 2018. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
Labour Relations: What happened in 2019?

Take a front row seat for this annual review of Labour Relations, and of the rulings that have impacted the day to day operations of employers in 2019. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
Loyalty is a choice: have your employees made the right one?

Every employee has a duty of loyalty towards his/her employer, whether at time of hiring, during employment, and even after termination of employment. However, as shown all too often in case law, lack of loyalty is a frequent offence: false statements at time of hiring or during employment, document forgery, theft or fraud, conflict of interest, public criticism or denunciation of the employer, violation of confidentiality, non-collaboration and non-compliance with non-competition and/or non-solicitation clauses, all these are offences related to the duty of loyalty.

Learn more
Management of discipline and dismissal

Managing discipline is no easy task. As an employer, you must deal with the human aspect, with motivation and the need to keep the business productive. You must also deal with the many possible recourses available to employees, whether unionized or not. The decision to dismiss is rarely taken lightly by an employer; however a poorly prepared case file can have serious financial consequences.

Learn more
Managing absenteeism

Absenteeism is a growing concern in any business. Replacement costs, shuffling employees to fill vacant positions, and loss of productivity are just some of the factors that force any thriving business to control absenteeism as much as possible. A casual approach leads to even more serious consequences: the loss of motivation among workers who are not delinquent absentees.

Learn more
Managing employment injuries: the basics of cost control - Day 1 - Initiation

Sound management of employment injuries means taking effective, timely actions. In the context of this workshop, new managers will gain the basic knowledge they need to assess the eligibility of employment injury claims and to challenge them. They will know how to set up a temporary assignment, and when and how to activate the medical assessment process. They will learn to make effective use of the challenge mechanisms provided by law.

Learn more
Mental health and labour relations: better understanding for better action

According to a report by Health Canada, one out of every five individuals will develop a mental health problem at some point in his or her lifetime. Naturally, this ever increasing trend is reflected in the workplace and in your organization. How widespread is this new phenomenon, and what is its impact on managing your employees?

Learn more
Neglecting occupational health and safety: who goes to jail?

The Criminal Code foresees that all managers - from CEOs to foremen - may be held criminally liable for health and safety infractions. As the first criminal lawsuits are being launched against companies and the CNESST is watching employers more closely than ever - what do you need to know, and what should you do?

Learn more
Negotiating a collective agreement

The collective agreement is the contract that will have the greatest impact on the daily management of your business. A negotiation has to be planed and prepared. To this end, the expertise of seasoned negotiators is available to you. Negotiations should be planned for. We will give you the tools you need to prepare your team of negotiators. If you wish to deepen your knowledge, the workshop Writing a collective agreement is held the next day. You can register for both workshops for $ 1,350 plus taxes.

Learn more
Negotiating and writing a collective agreement

The collective agreement is the contract that will have the greatest impact on the way you manage your business on a daily basis. As you work out this agreement, take advantage of the expertise of accomplished negotiators. Such negotiations need planning. We will provide you with the necessary tools to prepare and write your collective agreement.

Learn more
Psychological harassment in the workplace

The legislature introduced a change to the Act respecting labour standards which imposes on employers a two-fold responsibility concerning psychological harassment. Employers must take reasonable means to prevent psychological harassment and, when such conduct is brought to their attention, to put a stop to it. The Act now prohibits the harassment that may happen between co-workers, or by suppliers or clients, as well as that which may occur when you exercise managerial rights.

Learn more
Psychological harassment: conducting effective investigations for swift solutions

Managing psychological harassment complaints is a very delicate process, often fraught with numerous obstacles. It is imperative that the designated investigating officer should have the necessary qualifications and tools to overcome such obstacles. This workshop is based on our experience over the past years, with abundant references to case-law.

Learn more
Retrospective billing of employers: 7 winning practices to review the financial status of your SST file

As an employer subject to retrospective billing, each dollar paid by the CNESST to compensate an employee can ultimately cost you up to $5.50 in contributions, and can amount to nearly $8.00 at the time of the interim adjustment. Learn how this billing methodology works, and how to use it to your advantage by implementing clear orientations and concrete actions. Understand how actions taken in the context of managing compensation case files can impact your CNESST expenses (contributions and adjustments). This training will allow you to gain a general understanding of retrospective billing, and will prove useful in developing your management strategies. It will enable you to better understand the actions that lead to credits and/or situations that entail contribution surcharges.

Learn more
SST : 8 good reasons to ask for the suspension of indemnities of the CNESST

Many employers are unaware that a valuable tool exists to encourage injured workers to comply with their obligations under the Act respecting industrial accidents and occupational diseases (LATMP): section 142. This approach allows CNESST to reduce or suspend an allowance paid to a worker as a result of an employment injury, where the worker refuses to cooperate. Know how to easily identify these situations and become more proactive in the follow-up of your files in order to reduce the duration of the compensation

Learn more
SST : Could Facebook and other social networks be helpful to you?

Many employers believe that publications made by employees on social media are in the realm of privacy. However, although the public is more aware of the problem of privacy and the protection of personal information, users of various social networks publish a significant amount of information and photos that may be of great interest to an informed employer. You could use publications made on social media as part of the management of your employment injury files or before the Tribunal in litigation. In this workshop, you will learn about the limitations of viewing one of your employees' profiles on various social networks, the settings that apply to their use, and the role they can play on the result of a dispute.

Learn more
SST: get a handle on cost allocation and reduce your contributions

SST contributions are a critical budget issue for most employers. Too many employment injuries are the result of third party involvement or of a personal condition which predisposes a worker to injury under circumstances which are not normally hazardous. There are cost transferring and cost sharing mechanisms which can alleviate the impact of such situations.

Learn more
Strategic management of employment injuries: what if you could do even better? Day 2 - Development

Despite appropriate actions taken in managing employment injury claims, some cases can get past even the most seasoned managers. Due to their medical complexity, or the recurring issues they involve and that impede the effectiveness of your actions, such cases often require a great deal of energy, with little results. Learn to control costs and to optimize management in such complex cases. This workshop will review applicable solutions in cases involving fraudulent claims, as well as obstacles to setting up a temporary assignment and to the medical assessment. In addition, we will address the importance of a consistent challenge strategy in order to minimize the duration of compensation.

Learn more
Successful conciliation before the TAT, division SST

The Act to establish the Administrative Labour Tribunal provides the parties with a choice option in the context of a hearing: conciliation. Thanks to this flexible process, the employer can enter into an agreement that is intended to be beneficial. Reduce the risks, costs and financial impacts of employment injuries, as well as preparation time for a hearing before the TAT, division SST by learning to negotiate your own conciliations and settle your disputes yourself.

Learn more
Taking advantage of section 329 of the LATMP: Learn to identify potential gains and to write a convincing application for sharing imputed costs

The cost of employment injuries occurring in your establishment and the contributions required of you by the CNESST can become a major financial concern for your company. Section 329 of the Act respecting industrial accidents and occupational diseases states that an employer may be entitled to sharing imputed costs in relation to an employment injury case if it is proven that the worker was “already handicapped when his employment injury appears”. Know how to take advantage of this section and learn how to assert your rights to limit the costs imputed to you as the employer by writing convincing cost sharing applications to the CNESST.

Learn more
The obligation to accommodate: myths and realities

Every employer has the obligation to accommodate, whether it applies to a handicap, religion or any other motive of discrimination covered under the Charter. Through this training session, our goal is to demystify this obligation, which, as you will see, is not altogether without limits.

Learn more
The SST inspector: his range of intervention and its consequences

Under the Act respecting Occupational Health and Safety, the CNESST inspector has a broad range of powers. His/her intervention in a given workplace can have serious consequences for an employer. But rest assured there are a number of recourses and defenses available to you. This workshop will allow you to determine when and how to use them effectively.

Learn more
Three good reasons to keep an eye on social media

Faced with the reality that social media are being used by 85% of Quebecers, employers are increasingly monitoring their employees’ online activities. This monitoring process can allow them to manage disability or employment injury case files, to limit damages to the company’s reputation or to avoid the waste of time caused by Internet use for personal purposes during working hours.

Learn more
When doctors get between you and your human resources

HR managers need to ensure that their organisation can count on able employees, while physicians are expected to establish a trusting relationship with their patients. Both sides have their area of expertise and their role to fulfil. Without disputing the role and qualifications of attending physicians, you have the right to ask questions.

Learn more
Work-family balance: not an easy one to achieve

More and more families are concerned with how hard it is to balance their professional duties and their family obligations, both towards their children and towards their aging parents. In this context, you may be wondering whether your employees are covered by the Charter of Human Rights and Freedoms. This training will allow you to get acquainted with the state of the law regarding this issue.

Learn more
Writing a collective agreement

It is generally up to the union to submit the drafts of a collective agreement, but sometimes this task can go to the employer. In this context, it is therefore important to be cognizant of the applicable rules when you are called upon to review certain texts or to write new provisions.

Learn more
View all
Publications

Release date: October 5, 2018
ISBN: 978-2-89730-503-1
Format: Paper , Electronic , Combo

La rédaction d'une convention collective de travail: tout ce que l'employeur doit savoir
La rédaction d'une convention collective de travail: tout ce que l'employeur doit savoir

Release date: September 22, 2015
ISBN: 978-2-89730-154-5
Format: Paper

View all

Isabelle Duclos

Lawyer

Barreau du Québec 2018

Isabelle Duclos

Isabelle Duclos, LL.B.

Lawyer

Barreau du Québec 2018

Phone number

450 973-4020 #277

Email address

iduclos@lecorre.com

Assistant

Annie Vorobief
450 973-4020 #233
a.vorobief@lecorre.com

Me Duclos works mainly with our OHS team and also in labour law and employment. Isabelle holds a Bachelor of Law from Laval University and is presently doing a Master's degree in Labour Law from the Université de Montréal (2019).

Before joining us, Isabelle worked as a law student in labour law, civil litigation and civil liability, as a researcher at the National Assembly in civil, administrative and environmental law). She then completed her internship at a municipality at the Office of the Attorney General in labour law and OHS and practiced since early December 2018, as an OHS litigator.

Academic training
  • Université Laval - LL.B. 2016
  • UQAM - B.A. in Communications, Politic and Society (International Relations )
Professional Affiliations
  • Member of Barreau du Québec
Workshops

Take a front row seat for this annual review of Occupational Health and Safety, and of the rulings by the Tribunal administratif du travail that have impacted the day to day operations of employers in 2019. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
5 tricks and tips to make the best of managing your occupational injuries cases

Being proactive in managing cases of occupational injury, does that ring a bell? Are you among those who simply respond when they receive medical certificates and decisions by the CNESST, or rather among those who know from the outset the date of the next medical assessment of the employee on medical leave and who try to influence the upcoming decision? Are you inclined to concur with the opinion of the employee’s physician or do you exercise the rights available to you under the AIAOD, as soon as possible, to bring the cost of a claim down to a minimum? Upstream action, with an overall realistic understanding of the case, instead of reacting to events as they come, can make all the difference in terms of financial outcomes.

Learn more
A practical up-to-date approach to labour standards

The relationships between an employer and his employees and executives are governed on a daily basis by a number of legislative provisions. It is essential for any HR manager to have a working knowledge of minimal labour standards, of the notices to be given in cases involving termination of employment, and of the recourses provided by the Act respecting Labour Standards.

Learn more
Access to medical information: everything an employer is entitled to know

In the context of managing your employees, you will need to obtain and interpret a great deal of medical information. Whether at the time of hiring, or in the case of absence due to a personal or professional health issue, or of an employee going back to work or simply for purposes of assessing an employee’s ability to work, you will need comprehensive and precise information in order to make informed decisions.

Learn more
Accident investigation : it's much more then forms!

The primary purpose of an investigationand analysis is to obtain and preserve reliable, relevant information and learn the exact circumstances of a workplace accident. When carried out without delay, investigation is a highly effective tool for dealing with dubious cases and implementing the relevant corrective measures.

Learn more
Alcohol, drugs and addictions: what are your rights and obligations

Problems related to alcohol, drug and medication consumption are omnipresent in all social spheres. The workplace is no exception. Yet, the management of employees' consumption of intoxicating substances affecting work performance is often neglected or inadequate, and this laxity can have serious consequences. For this reason, it is important that management move quickly and effectively when an employee’s work performance is affected by alcohol, drug or medication consumption.

Learn more
Claims for psychological injuries: from theory to practice

Claims for psychological injuries are part of the most complex category of injuries to deal with. They involve the intangible: human factors, perceptions, work dynamics. With so much subjectivity and given the absence of specific provisions in the Act respecting industrial accidents and occupational diseases, it is important to take stock of the positions adopted by the courts and to get a good grasp of applicable guidelines. This workshop is intended for participants who have a good basic knowledge of claims management.

Learn more
Dealing with unionization

All employers have a strong reaction to their first union raid. The best way to deal with unionization is to find out what might prompt it. Even an employer who is aware of the pitfalls and knows how to avoid them may one day be faced with an application for certification, despite sound practices in human resources management.

Learn more
Difficult employees: what lies around gets dusty

Most of us have been faced with situations involving employees whose interpersonal relationships with coworkers and/or managers can be problematic: angry, querulous, oppositional or just plain edgy employees with an attitude that cannot help but be corrosive to the working atmosphere. Whether this kind of behaviour arises occasionally or chronically, it is essential for managers to intervene to prevent the situation from degenerating.

Learn more
Documenting a Court hearing before the TAT, division SST

Any ruling by the Tribunal administratif du travail (TAT), division santé et sécurité du travail (previously the CLP) can have significant consequences for your company. Since the TAT, division SST, makes the final decision regarding challenges by the parties, you will not get a second chance to submit convincing evidence. Preparation is the key to success. For your benefit or that of your representative, identify and collect all necessary documents in preparation for the hearing.

Learn more
Drafting corporate policies and an employee handbook

As part of their responsibilities, human resources and labour relations professionals are sometimes called upon to establish corporate policies. They must have a clear grasp of the issues related to the development, distribution and implementation of these policies. This training workshop, which primarily focuses on non-unionized companies, is designed to provide all participants with several policy templates and to clarify the associated legal constraints. It is intended for labour relations professionals who have less than 5 years’ experience or who want to review some of the policies in place.

Learn more
From hiring to termination of employment

In Quebec, there are several laws governing the different aspects of the employer/employee relationship. From time of hiring to termination of employment, employers find themselves subjected to court-imposed rules that are often hard to reconcile with such objectives as efficiency and productivity. You will be introduced to the concepts and rules applicable at time of hiring, during employment and upon termination of employment, as illustrated by means of concrete examples.

Learn more
Gradation of sanctions: when to give a second chance?

In matters of disciplinary sanctions, the employer must abide by the principle of gradation in order to give an employee the chance to correct perceived misconduct, except in cases where the latter is serious enough as to completely sever the bond of trust required to maintain the employment relationship.

Learn more
How to draft a disciplinary measure

Words spoken fly away, words written remain. We all hear the ring of truth in this proverb that calls for prudence, reminding us that, unlike spoken words, written statements leave traces. Drafting a disciplinary measure is therefore an important exercise and any manager should make a point of mastering it.

Learn more
How to draft an agreement pursuant to a settlement

As an administrator, you are expected to negotiate agreements with your employees in order to avoid litigation or to bring closure to it, whether it is a termination of employment agreement, or the settlement of a grievance or complaint to the Tribunal administratif du travail (TAT). The document that legalizes this agreement is called a transaction, which is subject to the rules of contract law. The writing of this agreement is important!

Learn more
How to draft an expert's mandate?

One of the tools available to a manager in charge of disability cases is the medical assessment. Considering the determining impact that a medical assessment will have on how the case unfolds, it is important to use the physician’s expertise as thoroughly as possible. He is the expert after all!

Learn more
How to draft an objection to a SST claim?

Those responsible for managing SST claims are often under the impression that workers’ compensation by the CNESST has practically become automatic, and that they don’t have a voice in the matter. However, though this may be somewhat time consuming, a timely submission of the employer’s viewpoint in a written objection to the CNESST can be a success factor. How can you criticize the CNESST for having accepted a claim when relevant facts that should have led to its dismissal were not brought to its attention? You can be sure that the worker will not do this on your behalf...

Learn more
Labour Relations: What happened in 2018?

Take a front row seat for this annual review of Labour Relations, and of the rulings that have impacted the day to day operations of employers in 2018. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
Labour Relations: What happened in 2019?

Take a front row seat for this annual review of Labour Relations, and of the rulings that have impacted the day to day operations of employers in 2019. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
Loyalty is a choice: have your employees made the right one?

Every employee has a duty of loyalty towards his/her employer, whether at time of hiring, during employment, and even after termination of employment. However, as shown all too often in case law, lack of loyalty is a frequent offence: false statements at time of hiring or during employment, document forgery, theft or fraud, conflict of interest, public criticism or denunciation of the employer, violation of confidentiality, non-collaboration and non-compliance with non-competition and/or non-solicitation clauses, all these are offences related to the duty of loyalty.

Learn more
Management of discipline and dismissal

Managing discipline is no easy task. As an employer, you must deal with the human aspect, with motivation and the need to keep the business productive. You must also deal with the many possible recourses available to employees, whether unionized or not. The decision to dismiss is rarely taken lightly by an employer; however a poorly prepared case file can have serious financial consequences.

Learn more
Managing absenteeism

Absenteeism is a growing concern in any business. Replacement costs, shuffling employees to fill vacant positions, and loss of productivity are just some of the factors that force any thriving business to control absenteeism as much as possible. A casual approach leads to even more serious consequences: the loss of motivation among workers who are not delinquent absentees.

Learn more
Managing employment injuries: the basics of cost control - Day 1 - Initiation

Sound management of employment injuries means taking effective, timely actions. In the context of this workshop, new managers will gain the basic knowledge they need to assess the eligibility of employment injury claims and to challenge them. They will know how to set up a temporary assignment, and when and how to activate the medical assessment process. They will learn to make effective use of the challenge mechanisms provided by law.

Learn more
Mental health and labour relations: better understanding for better action

According to a report by Health Canada, one out of every five individuals will develop a mental health problem at some point in his or her lifetime. Naturally, this ever increasing trend is reflected in the workplace and in your organization. How widespread is this new phenomenon, and what is its impact on managing your employees?

Learn more
Neglecting occupational health and safety: who goes to jail?

The Criminal Code foresees that all managers - from CEOs to foremen - may be held criminally liable for health and safety infractions. As the first criminal lawsuits are being launched against companies and the CNESST is watching employers more closely than ever - what do you need to know, and what should you do?

Learn more
Negotiating a collective agreement

The collective agreement is the contract that will have the greatest impact on the daily management of your business. A negotiation has to be planed and prepared. To this end, the expertise of seasoned negotiators is available to you. Negotiations should be planned for. We will give you the tools you need to prepare your team of negotiators. If you wish to deepen your knowledge, the workshop Writing a collective agreement is held the next day. You can register for both workshops for $ 1,350 plus taxes.

Learn more
Negotiating and writing a collective agreement

The collective agreement is the contract that will have the greatest impact on the way you manage your business on a daily basis. As you work out this agreement, take advantage of the expertise of accomplished negotiators. Such negotiations need planning. We will provide you with the necessary tools to prepare and write your collective agreement.

Learn more
Psychological harassment in the workplace

The legislature introduced a change to the Act respecting labour standards which imposes on employers a two-fold responsibility concerning psychological harassment. Employers must take reasonable means to prevent psychological harassment and, when such conduct is brought to their attention, to put a stop to it. The Act now prohibits the harassment that may happen between co-workers, or by suppliers or clients, as well as that which may occur when you exercise managerial rights.

Learn more
Psychological harassment: conducting effective investigations for swift solutions

Managing psychological harassment complaints is a very delicate process, often fraught with numerous obstacles. It is imperative that the designated investigating officer should have the necessary qualifications and tools to overcome such obstacles. This workshop is based on our experience over the past years, with abundant references to case-law.

Learn more
Retrospective billing of employers: 7 winning practices to review the financial status of your SST file

As an employer subject to retrospective billing, each dollar paid by the CNESST to compensate an employee can ultimately cost you up to $5.50 in contributions, and can amount to nearly $8.00 at the time of the interim adjustment. Learn how this billing methodology works, and how to use it to your advantage by implementing clear orientations and concrete actions. Understand how actions taken in the context of managing compensation case files can impact your CNESST expenses (contributions and adjustments). This training will allow you to gain a general understanding of retrospective billing, and will prove useful in developing your management strategies. It will enable you to better understand the actions that lead to credits and/or situations that entail contribution surcharges.

Learn more
SST : 8 good reasons to ask for the suspension of indemnities of the CNESST

Many employers are unaware that a valuable tool exists to encourage injured workers to comply with their obligations under the Act respecting industrial accidents and occupational diseases (LATMP): section 142. This approach allows CNESST to reduce or suspend an allowance paid to a worker as a result of an employment injury, where the worker refuses to cooperate. Know how to easily identify these situations and become more proactive in the follow-up of your files in order to reduce the duration of the compensation

Learn more
SST : Could Facebook and other social networks be helpful to you?

Many employers believe that publications made by employees on social media are in the realm of privacy. However, although the public is more aware of the problem of privacy and the protection of personal information, users of various social networks publish a significant amount of information and photos that may be of great interest to an informed employer. You could use publications made on social media as part of the management of your employment injury files or before the Tribunal in litigation. In this workshop, you will learn about the limitations of viewing one of your employees' profiles on various social networks, the settings that apply to their use, and the role they can play on the result of a dispute.

Learn more
SST: get a handle on cost allocation and reduce your contributions

SST contributions are a critical budget issue for most employers. Too many employment injuries are the result of third party involvement or of a personal condition which predisposes a worker to injury under circumstances which are not normally hazardous. There are cost transferring and cost sharing mechanisms which can alleviate the impact of such situations.

Learn more
Strategic management of employment injuries: what if you could do even better? Day 2 - Development

Despite appropriate actions taken in managing employment injury claims, some cases can get past even the most seasoned managers. Due to their medical complexity, or the recurring issues they involve and that impede the effectiveness of your actions, such cases often require a great deal of energy, with little results. Learn to control costs and to optimize management in such complex cases. This workshop will review applicable solutions in cases involving fraudulent claims, as well as obstacles to setting up a temporary assignment and to the medical assessment. In addition, we will address the importance of a consistent challenge strategy in order to minimize the duration of compensation.

Learn more
Successful conciliation before the TAT, division SST

The Act to establish the Administrative Labour Tribunal provides the parties with a choice option in the context of a hearing: conciliation. Thanks to this flexible process, the employer can enter into an agreement that is intended to be beneficial. Reduce the risks, costs and financial impacts of employment injuries, as well as preparation time for a hearing before the TAT, division SST by learning to negotiate your own conciliations and settle your disputes yourself.

Learn more
Taking advantage of section 329 of the LATMP: Learn to identify potential gains and to write a convincing application for sharing imputed costs

The cost of employment injuries occurring in your establishment and the contributions required of you by the CNESST can become a major financial concern for your company. Section 329 of the Act respecting industrial accidents and occupational diseases states that an employer may be entitled to sharing imputed costs in relation to an employment injury case if it is proven that the worker was “already handicapped when his employment injury appears”. Know how to take advantage of this section and learn how to assert your rights to limit the costs imputed to you as the employer by writing convincing cost sharing applications to the CNESST.

Learn more
The obligation to accommodate: myths and realities

Every employer has the obligation to accommodate, whether it applies to a handicap, religion or any other motive of discrimination covered under the Charter. Through this training session, our goal is to demystify this obligation, which, as you will see, is not altogether without limits.

Learn more
The SST inspector: his range of intervention and its consequences

Under the Act respecting Occupational Health and Safety, the CNESST inspector has a broad range of powers. His/her intervention in a given workplace can have serious consequences for an employer. But rest assured there are a number of recourses and defenses available to you. This workshop will allow you to determine when and how to use them effectively.

Learn more
Three good reasons to keep an eye on social media

Faced with the reality that social media are being used by 85% of Quebecers, employers are increasingly monitoring their employees’ online activities. This monitoring process can allow them to manage disability or employment injury case files, to limit damages to the company’s reputation or to avoid the waste of time caused by Internet use for personal purposes during working hours.

Learn more
When doctors get between you and your human resources

HR managers need to ensure that their organisation can count on able employees, while physicians are expected to establish a trusting relationship with their patients. Both sides have their area of expertise and their role to fulfil. Without disputing the role and qualifications of attending physicians, you have the right to ask questions.

Learn more
Work-family balance: not an easy one to achieve

More and more families are concerned with how hard it is to balance their professional duties and their family obligations, both towards their children and towards their aging parents. In this context, you may be wondering whether your employees are covered by the Charter of Human Rights and Freedoms. This training will allow you to get acquainted with the state of the law regarding this issue.

Learn more
Writing a collective agreement

It is generally up to the union to submit the drafts of a collective agreement, but sometimes this task can go to the employer. In this context, it is therefore important to be cognizant of the applicable rules when you are called upon to review certain texts or to write new provisions.

Learn more
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Publications

Release date: October 5, 2018
ISBN: 978-2-89730-503-1
Format: Paper , Electronic , Combo

La rédaction d'une convention collective de travail: tout ce que l'employeur doit savoir
La rédaction d'une convention collective de travail: tout ce que l'employeur doit savoir

Release date: September 22, 2015
ISBN: 978-2-89730-154-5
Format: Paper

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Lydia Fournier

Lawyer

Barreau du Québec 2003

Lydia Fournier

Lydia Fournier, B.C.L., LL.B.

Lawyer

Barreau du Québec 2003

Phone number

450 973-4020 #234

Email address

lfournier@lecorre.com

Assistant

Josée Dubuc
450 973-4020 #279
jdubuc@lecorre.com

Ms. Fournier is a partner in the firm. She counsels and represents our clients before administrative and civil courts in matters pertaining to disciplinary measures, complaints to the CNESST, grievance arbitration, charter-related issues, psychological harassment claims and occupational health and safety matters. She previously worked for an organization where she gained extensive expertise in labour law in the field of education. She also acts as a lecturer and contributes to our various publications.

Academic training
  • McGill University - B.C.L., LL.B. - 2001
  • University of Salamanca, Spain - Degree in Spanish - 1997
Professional Affiliations
  • Member of the Barreau du Québec
  • Member of the Canadian Association of Counsel to Employers (CACE)
Involvement / Outreach

Conferences and trainings


Other publications

  • Cross Canada Labour Law Update - Recent Developments in Québec Labour Law -  2014 Convention of the Canadian Association of Counsel to Employers (CACE)
  • Obération injuste dans le cas de contribution majoritaire d'un tiers: l'affaire ministère des Transports et son influence - Développements récents en santé et sécurité du travail, Éditions Yvon Blais - Barreau du Québec, Volume 303, 2009
Workshops

Take a front row seat for this annual review of Occupational Health and Safety, and of the rulings by the Tribunal administratif du travail that have impacted the day to day operations of employers in 2019. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
5 tricks and tips to make the best of managing your occupational injuries cases

Being proactive in managing cases of occupational injury, does that ring a bell? Are you among those who simply respond when they receive medical certificates and decisions by the CNESST, or rather among those who know from the outset the date of the next medical assessment of the employee on medical leave and who try to influence the upcoming decision? Are you inclined to concur with the opinion of the employee’s physician or do you exercise the rights available to you under the AIAOD, as soon as possible, to bring the cost of a claim down to a minimum? Upstream action, with an overall realistic understanding of the case, instead of reacting to events as they come, can make all the difference in terms of financial outcomes.

Learn more
A practical up-to-date approach to labour standards

The relationships between an employer and his employees and executives are governed on a daily basis by a number of legislative provisions. It is essential for any HR manager to have a working knowledge of minimal labour standards, of the notices to be given in cases involving termination of employment, and of the recourses provided by the Act respecting Labour Standards.

Learn more
Access to medical information: everything an employer is entitled to know

In the context of managing your employees, you will need to obtain and interpret a great deal of medical information. Whether at the time of hiring, or in the case of absence due to a personal or professional health issue, or of an employee going back to work or simply for purposes of assessing an employee’s ability to work, you will need comprehensive and precise information in order to make informed decisions.

Learn more
Accident investigation : it's much more then forms!

The primary purpose of an investigationand analysis is to obtain and preserve reliable, relevant information and learn the exact circumstances of a workplace accident. When carried out without delay, investigation is a highly effective tool for dealing with dubious cases and implementing the relevant corrective measures.

Learn more
Alcohol, drugs and addictions: what are your rights and obligations

Problems related to alcohol, drug and medication consumption are omnipresent in all social spheres. The workplace is no exception. Yet, the management of employees' consumption of intoxicating substances affecting work performance is often neglected or inadequate, and this laxity can have serious consequences. For this reason, it is important that management move quickly and effectively when an employee’s work performance is affected by alcohol, drug or medication consumption.

Learn more
Claims for psychological injuries: from theory to practice

Claims for psychological injuries are part of the most complex category of injuries to deal with. They involve the intangible: human factors, perceptions, work dynamics. With so much subjectivity and given the absence of specific provisions in the Act respecting industrial accidents and occupational diseases, it is important to take stock of the positions adopted by the courts and to get a good grasp of applicable guidelines. This workshop is intended for participants who have a good basic knowledge of claims management.

Learn more
Dealing with unionization

All employers have a strong reaction to their first union raid. The best way to deal with unionization is to find out what might prompt it. Even an employer who is aware of the pitfalls and knows how to avoid them may one day be faced with an application for certification, despite sound practices in human resources management.

Learn more
Difficult employees: what lies around gets dusty

Most of us have been faced with situations involving employees whose interpersonal relationships with coworkers and/or managers can be problematic: angry, querulous, oppositional or just plain edgy employees with an attitude that cannot help but be corrosive to the working atmosphere. Whether this kind of behaviour arises occasionally or chronically, it is essential for managers to intervene to prevent the situation from degenerating.

Learn more
Documenting a Court hearing before the TAT, division SST

Any ruling by the Tribunal administratif du travail (TAT), division santé et sécurité du travail (previously the CLP) can have significant consequences for your company. Since the TAT, division SST, makes the final decision regarding challenges by the parties, you will not get a second chance to submit convincing evidence. Preparation is the key to success. For your benefit or that of your representative, identify and collect all necessary documents in preparation for the hearing.

Learn more
Drafting corporate policies and an employee handbook

As part of their responsibilities, human resources and labour relations professionals are sometimes called upon to establish corporate policies. They must have a clear grasp of the issues related to the development, distribution and implementation of these policies. This training workshop, which primarily focuses on non-unionized companies, is designed to provide all participants with several policy templates and to clarify the associated legal constraints. It is intended for labour relations professionals who have less than 5 years’ experience or who want to review some of the policies in place.

Learn more
From hiring to termination of employment

In Quebec, there are several laws governing the different aspects of the employer/employee relationship. From time of hiring to termination of employment, employers find themselves subjected to court-imposed rules that are often hard to reconcile with such objectives as efficiency and productivity. You will be introduced to the concepts and rules applicable at time of hiring, during employment and upon termination of employment, as illustrated by means of concrete examples.

Learn more
Gradation of sanctions: when to give a second chance?

In matters of disciplinary sanctions, the employer must abide by the principle of gradation in order to give an employee the chance to correct perceived misconduct, except in cases where the latter is serious enough as to completely sever the bond of trust required to maintain the employment relationship.

Learn more
How to draft a disciplinary measure

Words spoken fly away, words written remain. We all hear the ring of truth in this proverb that calls for prudence, reminding us that, unlike spoken words, written statements leave traces. Drafting a disciplinary measure is therefore an important exercise and any manager should make a point of mastering it.

Learn more
How to draft an agreement pursuant to a settlement

As an administrator, you are expected to negotiate agreements with your employees in order to avoid litigation or to bring closure to it, whether it is a termination of employment agreement, or the settlement of a grievance or complaint to the Tribunal administratif du travail (TAT). The document that legalizes this agreement is called a transaction, which is subject to the rules of contract law. The writing of this agreement is important!

Learn more
How to draft an expert's mandate?

One of the tools available to a manager in charge of disability cases is the medical assessment. Considering the determining impact that a medical assessment will have on how the case unfolds, it is important to use the physician’s expertise as thoroughly as possible. He is the expert after all!

Learn more
How to draft an objection to a SST claim?

Those responsible for managing SST claims are often under the impression that workers’ compensation by the CNESST has practically become automatic, and that they don’t have a voice in the matter. However, though this may be somewhat time consuming, a timely submission of the employer’s viewpoint in a written objection to the CNESST can be a success factor. How can you criticize the CNESST for having accepted a claim when relevant facts that should have led to its dismissal were not brought to its attention? You can be sure that the worker will not do this on your behalf...

Learn more
Labour Relations: What happened in 2018?

Take a front row seat for this annual review of Labour Relations, and of the rulings that have impacted the day to day operations of employers in 2018. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
Labour Relations: What happened in 2019?

Take a front row seat for this annual review of Labour Relations, and of the rulings that have impacted the day to day operations of employers in 2019. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
Loyalty is a choice: have your employees made the right one?

Every employee has a duty of loyalty towards his/her employer, whether at time of hiring, during employment, and even after termination of employment. However, as shown all too often in case law, lack of loyalty is a frequent offence: false statements at time of hiring or during employment, document forgery, theft or fraud, conflict of interest, public criticism or denunciation of the employer, violation of confidentiality, non-collaboration and non-compliance with non-competition and/or non-solicitation clauses, all these are offences related to the duty of loyalty.

Learn more
Management of discipline and dismissal

Managing discipline is no easy task. As an employer, you must deal with the human aspect, with motivation and the need to keep the business productive. You must also deal with the many possible recourses available to employees, whether unionized or not. The decision to dismiss is rarely taken lightly by an employer; however a poorly prepared case file can have serious financial consequences.

Learn more
Managing absenteeism

Absenteeism is a growing concern in any business. Replacement costs, shuffling employees to fill vacant positions, and loss of productivity are just some of the factors that force any thriving business to control absenteeism as much as possible. A casual approach leads to even more serious consequences: the loss of motivation among workers who are not delinquent absentees.

Learn more
Managing employment injuries: the basics of cost control - Day 1 - Initiation

Sound management of employment injuries means taking effective, timely actions. In the context of this workshop, new managers will gain the basic knowledge they need to assess the eligibility of employment injury claims and to challenge them. They will know how to set up a temporary assignment, and when and how to activate the medical assessment process. They will learn to make effective use of the challenge mechanisms provided by law.

Learn more
Mental health and labour relations: better understanding for better action

According to a report by Health Canada, one out of every five individuals will develop a mental health problem at some point in his or her lifetime. Naturally, this ever increasing trend is reflected in the workplace and in your organization. How widespread is this new phenomenon, and what is its impact on managing your employees?

Learn more
Neglecting occupational health and safety: who goes to jail?

The Criminal Code foresees that all managers - from CEOs to foremen - may be held criminally liable for health and safety infractions. As the first criminal lawsuits are being launched against companies and the CNESST is watching employers more closely than ever - what do you need to know, and what should you do?

Learn more
Negotiating a collective agreement

The collective agreement is the contract that will have the greatest impact on the daily management of your business. A negotiation has to be planed and prepared. To this end, the expertise of seasoned negotiators is available to you. Negotiations should be planned for. We will give you the tools you need to prepare your team of negotiators. If you wish to deepen your knowledge, the workshop Writing a collective agreement is held the next day. You can register for both workshops for $ 1,350 plus taxes.

Learn more
Negotiating and writing a collective agreement

The collective agreement is the contract that will have the greatest impact on the way you manage your business on a daily basis. As you work out this agreement, take advantage of the expertise of accomplished negotiators. Such negotiations need planning. We will provide you with the necessary tools to prepare and write your collective agreement.

Learn more
Psychological harassment in the workplace

The legislature introduced a change to the Act respecting labour standards which imposes on employers a two-fold responsibility concerning psychological harassment. Employers must take reasonable means to prevent psychological harassment and, when such conduct is brought to their attention, to put a stop to it. The Act now prohibits the harassment that may happen between co-workers, or by suppliers or clients, as well as that which may occur when you exercise managerial rights.

Learn more
Psychological harassment: conducting effective investigations for swift solutions

Managing psychological harassment complaints is a very delicate process, often fraught with numerous obstacles. It is imperative that the designated investigating officer should have the necessary qualifications and tools to overcome such obstacles. This workshop is based on our experience over the past years, with abundant references to case-law.

Learn more
Retrospective billing of employers: 7 winning practices to review the financial status of your SST file

As an employer subject to retrospective billing, each dollar paid by the CNESST to compensate an employee can ultimately cost you up to $5.50 in contributions, and can amount to nearly $8.00 at the time of the interim adjustment. Learn how this billing methodology works, and how to use it to your advantage by implementing clear orientations and concrete actions. Understand how actions taken in the context of managing compensation case files can impact your CNESST expenses (contributions and adjustments). This training will allow you to gain a general understanding of retrospective billing, and will prove useful in developing your management strategies. It will enable you to better understand the actions that lead to credits and/or situations that entail contribution surcharges.

Learn more
SST : 8 good reasons to ask for the suspension of indemnities of the CNESST

Many employers are unaware that a valuable tool exists to encourage injured workers to comply with their obligations under the Act respecting industrial accidents and occupational diseases (LATMP): section 142. This approach allows CNESST to reduce or suspend an allowance paid to a worker as a result of an employment injury, where the worker refuses to cooperate. Know how to easily identify these situations and become more proactive in the follow-up of your files in order to reduce the duration of the compensation

Learn more
SST : Could Facebook and other social networks be helpful to you?

Many employers believe that publications made by employees on social media are in the realm of privacy. However, although the public is more aware of the problem of privacy and the protection of personal information, users of various social networks publish a significant amount of information and photos that may be of great interest to an informed employer. You could use publications made on social media as part of the management of your employment injury files or before the Tribunal in litigation. In this workshop, you will learn about the limitations of viewing one of your employees' profiles on various social networks, the settings that apply to their use, and the role they can play on the result of a dispute.

Learn more
SST: get a handle on cost allocation and reduce your contributions

SST contributions are a critical budget issue for most employers. Too many employment injuries are the result of third party involvement or of a personal condition which predisposes a worker to injury under circumstances which are not normally hazardous. There are cost transferring and cost sharing mechanisms which can alleviate the impact of such situations.

Learn more
Strategic management of employment injuries: what if you could do even better? Day 2 - Development

Despite appropriate actions taken in managing employment injury claims, some cases can get past even the most seasoned managers. Due to their medical complexity, or the recurring issues they involve and that impede the effectiveness of your actions, such cases often require a great deal of energy, with little results. Learn to control costs and to optimize management in such complex cases. This workshop will review applicable solutions in cases involving fraudulent claims, as well as obstacles to setting up a temporary assignment and to the medical assessment. In addition, we will address the importance of a consistent challenge strategy in order to minimize the duration of compensation.

Learn more
Successful conciliation before the TAT, division SST

The Act to establish the Administrative Labour Tribunal provides the parties with a choice option in the context of a hearing: conciliation. Thanks to this flexible process, the employer can enter into an agreement that is intended to be beneficial. Reduce the risks, costs and financial impacts of employment injuries, as well as preparation time for a hearing before the TAT, division SST by learning to negotiate your own conciliations and settle your disputes yourself.

Learn more
Taking advantage of section 329 of the LATMP: Learn to identify potential gains and to write a convincing application for sharing imputed costs

The cost of employment injuries occurring in your establishment and the contributions required of you by the CNESST can become a major financial concern for your company. Section 329 of the Act respecting industrial accidents and occupational diseases states that an employer may be entitled to sharing imputed costs in relation to an employment injury case if it is proven that the worker was “already handicapped when his employment injury appears”. Know how to take advantage of this section and learn how to assert your rights to limit the costs imputed to you as the employer by writing convincing cost sharing applications to the CNESST.

Learn more
The obligation to accommodate: myths and realities

Every employer has the obligation to accommodate, whether it applies to a handicap, religion or any other motive of discrimination covered under the Charter. Through this training session, our goal is to demystify this obligation, which, as you will see, is not altogether without limits.

Learn more
The SST inspector: his range of intervention and its consequences

Under the Act respecting Occupational Health and Safety, the CNESST inspector has a broad range of powers. His/her intervention in a given workplace can have serious consequences for an employer. But rest assured there are a number of recourses and defenses available to you. This workshop will allow you to determine when and how to use them effectively.

Learn more
Three good reasons to keep an eye on social media

Faced with the reality that social media are being used by 85% of Quebecers, employers are increasingly monitoring their employees’ online activities. This monitoring process can allow them to manage disability or employment injury case files, to limit damages to the company’s reputation or to avoid the waste of time caused by Internet use for personal purposes during working hours.

Learn more
When doctors get between you and your human resources

HR managers need to ensure that their organisation can count on able employees, while physicians are expected to establish a trusting relationship with their patients. Both sides have their area of expertise and their role to fulfil. Without disputing the role and qualifications of attending physicians, you have the right to ask questions.

Learn more
Work-family balance: not an easy one to achieve

More and more families are concerned with how hard it is to balance their professional duties and their family obligations, both towards their children and towards their aging parents. In this context, you may be wondering whether your employees are covered by the Charter of Human Rights and Freedoms. This training will allow you to get acquainted with the state of the law regarding this issue.

Learn more
Writing a collective agreement

It is generally up to the union to submit the drafts of a collective agreement, but sometimes this task can go to the employer. In this context, it is therefore important to be cognizant of the applicable rules when you are called upon to review certain texts or to write new provisions.

Learn more
View all
Publications

Release date: October 5, 2018
ISBN: 978-2-89730-503-1
Format: Paper , Electronic , Combo

La rédaction d'une convention collective de travail: tout ce que l'employeur doit savoir
La rédaction d'une convention collective de travail: tout ce que l'employeur doit savoir

Release date: September 22, 2015
ISBN: 978-2-89730-154-5
Format: Paper

View all

Alain Gascon

Lawyer

Barreau du Québec 1976

Alain Gascon

Alain Gascon, LL.L.

Lawyer

Barreau du Québec 1976

Phone number

450 973-4020 #237

Email address

agascon@lecorre.com

Assistant

Annie Vorobief
450 973-4020 #233
a.vorobief@lecorre.com

Mr. Gascon is a partner in our firm. His extensive experience as a litigator and negotiator benefits employers in various industries, including: manufacturing, municipalities, retail, service firms and public and parapublic agencies. More specifically, as a litigator, Mr. Gascon has represented employers for over 40 years before grievance arbitrators, administrative judges, as well as the courts.

His varied clientele has allowed him to develop an expertise in multiple industries. 

Professional Affiliations
  • Member of the Barreau du Québec
Workshops

Take a front row seat for this annual review of Occupational Health and Safety, and of the rulings by the Tribunal administratif du travail that have impacted the day to day operations of employers in 2019. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
5 tricks and tips to make the best of managing your occupational injuries cases

Being proactive in managing cases of occupational injury, does that ring a bell? Are you among those who simply respond when they receive medical certificates and decisions by the CNESST, or rather among those who know from the outset the date of the next medical assessment of the employee on medical leave and who try to influence the upcoming decision? Are you inclined to concur with the opinion of the employee’s physician or do you exercise the rights available to you under the AIAOD, as soon as possible, to bring the cost of a claim down to a minimum? Upstream action, with an overall realistic understanding of the case, instead of reacting to events as they come, can make all the difference in terms of financial outcomes.

Learn more
A practical up-to-date approach to labour standards

The relationships between an employer and his employees and executives are governed on a daily basis by a number of legislative provisions. It is essential for any HR manager to have a working knowledge of minimal labour standards, of the notices to be given in cases involving termination of employment, and of the recourses provided by the Act respecting Labour Standards.

Learn more
Access to medical information: everything an employer is entitled to know

In the context of managing your employees, you will need to obtain and interpret a great deal of medical information. Whether at the time of hiring, or in the case of absence due to a personal or professional health issue, or of an employee going back to work or simply for purposes of assessing an employee’s ability to work, you will need comprehensive and precise information in order to make informed decisions.

Learn more
Accident investigation : it's much more then forms!

The primary purpose of an investigationand analysis is to obtain and preserve reliable, relevant information and learn the exact circumstances of a workplace accident. When carried out without delay, investigation is a highly effective tool for dealing with dubious cases and implementing the relevant corrective measures.

Learn more
Alcohol, drugs and addictions: what are your rights and obligations

Problems related to alcohol, drug and medication consumption are omnipresent in all social spheres. The workplace is no exception. Yet, the management of employees' consumption of intoxicating substances affecting work performance is often neglected or inadequate, and this laxity can have serious consequences. For this reason, it is important that management move quickly and effectively when an employee’s work performance is affected by alcohol, drug or medication consumption.

Learn more
Claims for psychological injuries: from theory to practice

Claims for psychological injuries are part of the most complex category of injuries to deal with. They involve the intangible: human factors, perceptions, work dynamics. With so much subjectivity and given the absence of specific provisions in the Act respecting industrial accidents and occupational diseases, it is important to take stock of the positions adopted by the courts and to get a good grasp of applicable guidelines. This workshop is intended for participants who have a good basic knowledge of claims management.

Learn more
Dealing with unionization

All employers have a strong reaction to their first union raid. The best way to deal with unionization is to find out what might prompt it. Even an employer who is aware of the pitfalls and knows how to avoid them may one day be faced with an application for certification, despite sound practices in human resources management.

Learn more
Difficult employees: what lies around gets dusty

Most of us have been faced with situations involving employees whose interpersonal relationships with coworkers and/or managers can be problematic: angry, querulous, oppositional or just plain edgy employees with an attitude that cannot help but be corrosive to the working atmosphere. Whether this kind of behaviour arises occasionally or chronically, it is essential for managers to intervene to prevent the situation from degenerating.

Learn more
Documenting a Court hearing before the TAT, division SST

Any ruling by the Tribunal administratif du travail (TAT), division santé et sécurité du travail (previously the CLP) can have significant consequences for your company. Since the TAT, division SST, makes the final decision regarding challenges by the parties, you will not get a second chance to submit convincing evidence. Preparation is the key to success. For your benefit or that of your representative, identify and collect all necessary documents in preparation for the hearing.

Learn more
Drafting corporate policies and an employee handbook

As part of their responsibilities, human resources and labour relations professionals are sometimes called upon to establish corporate policies. They must have a clear grasp of the issues related to the development, distribution and implementation of these policies. This training workshop, which primarily focuses on non-unionized companies, is designed to provide all participants with several policy templates and to clarify the associated legal constraints. It is intended for labour relations professionals who have less than 5 years’ experience or who want to review some of the policies in place.

Learn more
From hiring to termination of employment

In Quebec, there are several laws governing the different aspects of the employer/employee relationship. From time of hiring to termination of employment, employers find themselves subjected to court-imposed rules that are often hard to reconcile with such objectives as efficiency and productivity. You will be introduced to the concepts and rules applicable at time of hiring, during employment and upon termination of employment, as illustrated by means of concrete examples.

Learn more
Gradation of sanctions: when to give a second chance?

In matters of disciplinary sanctions, the employer must abide by the principle of gradation in order to give an employee the chance to correct perceived misconduct, except in cases where the latter is serious enough as to completely sever the bond of trust required to maintain the employment relationship.

Learn more
How to draft a disciplinary measure

Words spoken fly away, words written remain. We all hear the ring of truth in this proverb that calls for prudence, reminding us that, unlike spoken words, written statements leave traces. Drafting a disciplinary measure is therefore an important exercise and any manager should make a point of mastering it.

Learn more
How to draft an agreement pursuant to a settlement

As an administrator, you are expected to negotiate agreements with your employees in order to avoid litigation or to bring closure to it, whether it is a termination of employment agreement, or the settlement of a grievance or complaint to the Tribunal administratif du travail (TAT). The document that legalizes this agreement is called a transaction, which is subject to the rules of contract law. The writing of this agreement is important!

Learn more
How to draft an expert's mandate?

One of the tools available to a manager in charge of disability cases is the medical assessment. Considering the determining impact that a medical assessment will have on how the case unfolds, it is important to use the physician’s expertise as thoroughly as possible. He is the expert after all!

Learn more
How to draft an objection to a SST claim?

Those responsible for managing SST claims are often under the impression that workers’ compensation by the CNESST has practically become automatic, and that they don’t have a voice in the matter. However, though this may be somewhat time consuming, a timely submission of the employer’s viewpoint in a written objection to the CNESST can be a success factor. How can you criticize the CNESST for having accepted a claim when relevant facts that should have led to its dismissal were not brought to its attention? You can be sure that the worker will not do this on your behalf...

Learn more
Labour Relations: What happened in 2018?

Take a front row seat for this annual review of Labour Relations, and of the rulings that have impacted the day to day operations of employers in 2018. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
Labour Relations: What happened in 2019?

Take a front row seat for this annual review of Labour Relations, and of the rulings that have impacted the day to day operations of employers in 2019. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
Loyalty is a choice: have your employees made the right one?

Every employee has a duty of loyalty towards his/her employer, whether at time of hiring, during employment, and even after termination of employment. However, as shown all too often in case law, lack of loyalty is a frequent offence: false statements at time of hiring or during employment, document forgery, theft or fraud, conflict of interest, public criticism or denunciation of the employer, violation of confidentiality, non-collaboration and non-compliance with non-competition and/or non-solicitation clauses, all these are offences related to the duty of loyalty.

Learn more
Management of discipline and dismissal

Managing discipline is no easy task. As an employer, you must deal with the human aspect, with motivation and the need to keep the business productive. You must also deal with the many possible recourses available to employees, whether unionized or not. The decision to dismiss is rarely taken lightly by an employer; however a poorly prepared case file can have serious financial consequences.

Learn more
Managing absenteeism

Absenteeism is a growing concern in any business. Replacement costs, shuffling employees to fill vacant positions, and loss of productivity are just some of the factors that force any thriving business to control absenteeism as much as possible. A casual approach leads to even more serious consequences: the loss of motivation among workers who are not delinquent absentees.

Learn more
Managing employment injuries: the basics of cost control - Day 1 - Initiation

Sound management of employment injuries means taking effective, timely actions. In the context of this workshop, new managers will gain the basic knowledge they need to assess the eligibility of employment injury claims and to challenge them. They will know how to set up a temporary assignment, and when and how to activate the medical assessment process. They will learn to make effective use of the challenge mechanisms provided by law.

Learn more
Mental health and labour relations: better understanding for better action

According to a report by Health Canada, one out of every five individuals will develop a mental health problem at some point in his or her lifetime. Naturally, this ever increasing trend is reflected in the workplace and in your organization. How widespread is this new phenomenon, and what is its impact on managing your employees?

Learn more
Neglecting occupational health and safety: who goes to jail?

The Criminal Code foresees that all managers - from CEOs to foremen - may be held criminally liable for health and safety infractions. As the first criminal lawsuits are being launched against companies and the CNESST is watching employers more closely than ever - what do you need to know, and what should you do?

Learn more
Negotiating a collective agreement

The collective agreement is the contract that will have the greatest impact on the daily management of your business. A negotiation has to be planed and prepared. To this end, the expertise of seasoned negotiators is available to you. Negotiations should be planned for. We will give you the tools you need to prepare your team of negotiators. If you wish to deepen your knowledge, the workshop Writing a collective agreement is held the next day. You can register for both workshops for $ 1,350 plus taxes.

Learn more
Negotiating and writing a collective agreement

The collective agreement is the contract that will have the greatest impact on the way you manage your business on a daily basis. As you work out this agreement, take advantage of the expertise of accomplished negotiators. Such negotiations need planning. We will provide you with the necessary tools to prepare and write your collective agreement.

Learn more
Psychological harassment in the workplace

The legislature introduced a change to the Act respecting labour standards which imposes on employers a two-fold responsibility concerning psychological harassment. Employers must take reasonable means to prevent psychological harassment and, when such conduct is brought to their attention, to put a stop to it. The Act now prohibits the harassment that may happen between co-workers, or by suppliers or clients, as well as that which may occur when you exercise managerial rights.

Learn more
Psychological harassment: conducting effective investigations for swift solutions

Managing psychological harassment complaints is a very delicate process, often fraught with numerous obstacles. It is imperative that the designated investigating officer should have the necessary qualifications and tools to overcome such obstacles. This workshop is based on our experience over the past years, with abundant references to case-law.

Learn more
Retrospective billing of employers: 7 winning practices to review the financial status of your SST file

As an employer subject to retrospective billing, each dollar paid by the CNESST to compensate an employee can ultimately cost you up to $5.50 in contributions, and can amount to nearly $8.00 at the time of the interim adjustment. Learn how this billing methodology works, and how to use it to your advantage by implementing clear orientations and concrete actions. Understand how actions taken in the context of managing compensation case files can impact your CNESST expenses (contributions and adjustments). This training will allow you to gain a general understanding of retrospective billing, and will prove useful in developing your management strategies. It will enable you to better understand the actions that lead to credits and/or situations that entail contribution surcharges.

Learn more
SST : 8 good reasons to ask for the suspension of indemnities of the CNESST

Many employers are unaware that a valuable tool exists to encourage injured workers to comply with their obligations under the Act respecting industrial accidents and occupational diseases (LATMP): section 142. This approach allows CNESST to reduce or suspend an allowance paid to a worker as a result of an employment injury, where the worker refuses to cooperate. Know how to easily identify these situations and become more proactive in the follow-up of your files in order to reduce the duration of the compensation

Learn more
SST : Could Facebook and other social networks be helpful to you?

Many employers believe that publications made by employees on social media are in the realm of privacy. However, although the public is more aware of the problem of privacy and the protection of personal information, users of various social networks publish a significant amount of information and photos that may be of great interest to an informed employer. You could use publications made on social media as part of the management of your employment injury files or before the Tribunal in litigation. In this workshop, you will learn about the limitations of viewing one of your employees' profiles on various social networks, the settings that apply to their use, and the role they can play on the result of a dispute.

Learn more
SST: get a handle on cost allocation and reduce your contributions

SST contributions are a critical budget issue for most employers. Too many employment injuries are the result of third party involvement or of a personal condition which predisposes a worker to injury under circumstances which are not normally hazardous. There are cost transferring and cost sharing mechanisms which can alleviate the impact of such situations.

Learn more
Strategic management of employment injuries: what if you could do even better? Day 2 - Development

Despite appropriate actions taken in managing employment injury claims, some cases can get past even the most seasoned managers. Due to their medical complexity, or the recurring issues they involve and that impede the effectiveness of your actions, such cases often require a great deal of energy, with little results. Learn to control costs and to optimize management in such complex cases. This workshop will review applicable solutions in cases involving fraudulent claims, as well as obstacles to setting up a temporary assignment and to the medical assessment. In addition, we will address the importance of a consistent challenge strategy in order to minimize the duration of compensation.

Learn more
Successful conciliation before the TAT, division SST

The Act to establish the Administrative Labour Tribunal provides the parties with a choice option in the context of a hearing: conciliation. Thanks to this flexible process, the employer can enter into an agreement that is intended to be beneficial. Reduce the risks, costs and financial impacts of employment injuries, as well as preparation time for a hearing before the TAT, division SST by learning to negotiate your own conciliations and settle your disputes yourself.

Learn more
Taking advantage of section 329 of the LATMP: Learn to identify potential gains and to write a convincing application for sharing imputed costs

The cost of employment injuries occurring in your establishment and the contributions required of you by the CNESST can become a major financial concern for your company. Section 329 of the Act respecting industrial accidents and occupational diseases states that an employer may be entitled to sharing imputed costs in relation to an employment injury case if it is proven that the worker was “already handicapped when his employment injury appears”. Know how to take advantage of this section and learn how to assert your rights to limit the costs imputed to you as the employer by writing convincing cost sharing applications to the CNESST.

Learn more
The obligation to accommodate: myths and realities

Every employer has the obligation to accommodate, whether it applies to a handicap, religion or any other motive of discrimination covered under the Charter. Through this training session, our goal is to demystify this obligation, which, as you will see, is not altogether without limits.

Learn more
The SST inspector: his range of intervention and its consequences

Under the Act respecting Occupational Health and Safety, the CNESST inspector has a broad range of powers. His/her intervention in a given workplace can have serious consequences for an employer. But rest assured there are a number of recourses and defenses available to you. This workshop will allow you to determine when and how to use them effectively.

Learn more
Three good reasons to keep an eye on social media

Faced with the reality that social media are being used by 85% of Quebecers, employers are increasingly monitoring their employees’ online activities. This monitoring process can allow them to manage disability or employment injury case files, to limit damages to the company’s reputation or to avoid the waste of time caused by Internet use for personal purposes during working hours.

Learn more
When doctors get between you and your human resources

HR managers need to ensure that their organisation can count on able employees, while physicians are expected to establish a trusting relationship with their patients. Both sides have their area of expertise and their role to fulfil. Without disputing the role and qualifications of attending physicians, you have the right to ask questions.

Learn more
Work-family balance: not an easy one to achieve

More and more families are concerned with how hard it is to balance their professional duties and their family obligations, both towards their children and towards their aging parents. In this context, you may be wondering whether your employees are covered by the Charter of Human Rights and Freedoms. This training will allow you to get acquainted with the state of the law regarding this issue.

Learn more
Writing a collective agreement

It is generally up to the union to submit the drafts of a collective agreement, but sometimes this task can go to the employer. In this context, it is therefore important to be cognizant of the applicable rules when you are called upon to review certain texts or to write new provisions.

Learn more
View all
Publications

Release date: October 5, 2018
ISBN: 978-2-89730-503-1
Format: Paper , Electronic , Combo

La rédaction d'une convention collective de travail: tout ce que l'employeur doit savoir
La rédaction d'une convention collective de travail: tout ce que l'employeur doit savoir

Release date: September 22, 2015
ISBN: 978-2-89730-154-5
Format: Paper

View all

Yédam Kim

Lawyer

Barreau du Québec 2018

Yédam Kim

Yédam Kim, LL.B.

Lawyer

Barreau du Québec 2018

Phone number

(450) 973-4020 #240

Email address

ykim@lecorre.com

Mr. Kim works in labour and employment law. After completing his internship in Montreal, he practices at Le Corre since 2018. He is at the exclusive service of employers and advises them on labour relations and occupational health and safety. He also contributes to our Gestion Plus newsletter, as well as to our various books, publications and training.

Academic training

• University of Montréal – LL.B. – 2017
• McGill University – B.A. – 2014

Professional Affiliations

• Member of Barreau du Québec 

Workshops

Take a front row seat for this annual review of Occupational Health and Safety, and of the rulings by the Tribunal administratif du travail that have impacted the day to day operations of employers in 2019. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
5 tricks and tips to make the best of managing your occupational injuries cases

Being proactive in managing cases of occupational injury, does that ring a bell? Are you among those who simply respond when they receive medical certificates and decisions by the CNESST, or rather among those who know from the outset the date of the next medical assessment of the employee on medical leave and who try to influence the upcoming decision? Are you inclined to concur with the opinion of the employee’s physician or do you exercise the rights available to you under the AIAOD, as soon as possible, to bring the cost of a claim down to a minimum? Upstream action, with an overall realistic understanding of the case, instead of reacting to events as they come, can make all the difference in terms of financial outcomes.

Learn more
A practical up-to-date approach to labour standards

The relationships between an employer and his employees and executives are governed on a daily basis by a number of legislative provisions. It is essential for any HR manager to have a working knowledge of minimal labour standards, of the notices to be given in cases involving termination of employment, and of the recourses provided by the Act respecting Labour Standards.

Learn more
Access to medical information: everything an employer is entitled to know

In the context of managing your employees, you will need to obtain and interpret a great deal of medical information. Whether at the time of hiring, or in the case of absence due to a personal or professional health issue, or of an employee going back to work or simply for purposes of assessing an employee’s ability to work, you will need comprehensive and precise information in order to make informed decisions.

Learn more
Accident investigation : it's much more then forms!

The primary purpose of an investigationand analysis is to obtain and preserve reliable, relevant information and learn the exact circumstances of a workplace accident. When carried out without delay, investigation is a highly effective tool for dealing with dubious cases and implementing the relevant corrective measures.

Learn more
Alcohol, drugs and addictions: what are your rights and obligations

Problems related to alcohol, drug and medication consumption are omnipresent in all social spheres. The workplace is no exception. Yet, the management of employees' consumption of intoxicating substances affecting work performance is often neglected or inadequate, and this laxity can have serious consequences. For this reason, it is important that management move quickly and effectively when an employee’s work performance is affected by alcohol, drug or medication consumption.

Learn more
Claims for psychological injuries: from theory to practice

Claims for psychological injuries are part of the most complex category of injuries to deal with. They involve the intangible: human factors, perceptions, work dynamics. With so much subjectivity and given the absence of specific provisions in the Act respecting industrial accidents and occupational diseases, it is important to take stock of the positions adopted by the courts and to get a good grasp of applicable guidelines. This workshop is intended for participants who have a good basic knowledge of claims management.

Learn more
Dealing with unionization

All employers have a strong reaction to their first union raid. The best way to deal with unionization is to find out what might prompt it. Even an employer who is aware of the pitfalls and knows how to avoid them may one day be faced with an application for certification, despite sound practices in human resources management.

Learn more
Difficult employees: what lies around gets dusty

Most of us have been faced with situations involving employees whose interpersonal relationships with coworkers and/or managers can be problematic: angry, querulous, oppositional or just plain edgy employees with an attitude that cannot help but be corrosive to the working atmosphere. Whether this kind of behaviour arises occasionally or chronically, it is essential for managers to intervene to prevent the situation from degenerating.

Learn more
Documenting a Court hearing before the TAT, division SST

Any ruling by the Tribunal administratif du travail (TAT), division santé et sécurité du travail (previously the CLP) can have significant consequences for your company. Since the TAT, division SST, makes the final decision regarding challenges by the parties, you will not get a second chance to submit convincing evidence. Preparation is the key to success. For your benefit or that of your representative, identify and collect all necessary documents in preparation for the hearing.

Learn more
Drafting corporate policies and an employee handbook

As part of their responsibilities, human resources and labour relations professionals are sometimes called upon to establish corporate policies. They must have a clear grasp of the issues related to the development, distribution and implementation of these policies. This training workshop, which primarily focuses on non-unionized companies, is designed to provide all participants with several policy templates and to clarify the associated legal constraints. It is intended for labour relations professionals who have less than 5 years’ experience or who want to review some of the policies in place.

Learn more
From hiring to termination of employment

In Quebec, there are several laws governing the different aspects of the employer/employee relationship. From time of hiring to termination of employment, employers find themselves subjected to court-imposed rules that are often hard to reconcile with such objectives as efficiency and productivity. You will be introduced to the concepts and rules applicable at time of hiring, during employment and upon termination of employment, as illustrated by means of concrete examples.

Learn more
Gradation of sanctions: when to give a second chance?

In matters of disciplinary sanctions, the employer must abide by the principle of gradation in order to give an employee the chance to correct perceived misconduct, except in cases where the latter is serious enough as to completely sever the bond of trust required to maintain the employment relationship.

Learn more
How to draft a disciplinary measure

Words spoken fly away, words written remain. We all hear the ring of truth in this proverb that calls for prudence, reminding us that, unlike spoken words, written statements leave traces. Drafting a disciplinary measure is therefore an important exercise and any manager should make a point of mastering it.

Learn more
How to draft an agreement pursuant to a settlement

As an administrator, you are expected to negotiate agreements with your employees in order to avoid litigation or to bring closure to it, whether it is a termination of employment agreement, or the settlement of a grievance or complaint to the Tribunal administratif du travail (TAT). The document that legalizes this agreement is called a transaction, which is subject to the rules of contract law. The writing of this agreement is important!

Learn more
How to draft an expert's mandate?

One of the tools available to a manager in charge of disability cases is the medical assessment. Considering the determining impact that a medical assessment will have on how the case unfolds, it is important to use the physician’s expertise as thoroughly as possible. He is the expert after all!

Learn more
How to draft an objection to a SST claim?

Those responsible for managing SST claims are often under the impression that workers’ compensation by the CNESST has practically become automatic, and that they don’t have a voice in the matter. However, though this may be somewhat time consuming, a timely submission of the employer’s viewpoint in a written objection to the CNESST can be a success factor. How can you criticize the CNESST for having accepted a claim when relevant facts that should have led to its dismissal were not brought to its attention? You can be sure that the worker will not do this on your behalf...

Learn more
Labour Relations: What happened in 2018?

Take a front row seat for this annual review of Labour Relations, and of the rulings that have impacted the day to day operations of employers in 2018. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
Labour Relations: What happened in 2019?

Take a front row seat for this annual review of Labour Relations, and of the rulings that have impacted the day to day operations of employers in 2019. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
Loyalty is a choice: have your employees made the right one?

Every employee has a duty of loyalty towards his/her employer, whether at time of hiring, during employment, and even after termination of employment. However, as shown all too often in case law, lack of loyalty is a frequent offence: false statements at time of hiring or during employment, document forgery, theft or fraud, conflict of interest, public criticism or denunciation of the employer, violation of confidentiality, non-collaboration and non-compliance with non-competition and/or non-solicitation clauses, all these are offences related to the duty of loyalty.

Learn more
Management of discipline and dismissal

Managing discipline is no easy task. As an employer, you must deal with the human aspect, with motivation and the need to keep the business productive. You must also deal with the many possible recourses available to employees, whether unionized or not. The decision to dismiss is rarely taken lightly by an employer; however a poorly prepared case file can have serious financial consequences.

Learn more
Managing absenteeism

Absenteeism is a growing concern in any business. Replacement costs, shuffling employees to fill vacant positions, and loss of productivity are just some of the factors that force any thriving business to control absenteeism as much as possible. A casual approach leads to even more serious consequences: the loss of motivation among workers who are not delinquent absentees.

Learn more
Managing employment injuries: the basics of cost control - Day 1 - Initiation

Sound management of employment injuries means taking effective, timely actions. In the context of this workshop, new managers will gain the basic knowledge they need to assess the eligibility of employment injury claims and to challenge them. They will know how to set up a temporary assignment, and when and how to activate the medical assessment process. They will learn to make effective use of the challenge mechanisms provided by law.

Learn more
Mental health and labour relations: better understanding for better action

According to a report by Health Canada, one out of every five individuals will develop a mental health problem at some point in his or her lifetime. Naturally, this ever increasing trend is reflected in the workplace and in your organization. How widespread is this new phenomenon, and what is its impact on managing your employees?

Learn more
Neglecting occupational health and safety: who goes to jail?

The Criminal Code foresees that all managers - from CEOs to foremen - may be held criminally liable for health and safety infractions. As the first criminal lawsuits are being launched against companies and the CNESST is watching employers more closely than ever - what do you need to know, and what should you do?

Learn more
Negotiating a collective agreement

The collective agreement is the contract that will have the greatest impact on the daily management of your business. A negotiation has to be planed and prepared. To this end, the expertise of seasoned negotiators is available to you. Negotiations should be planned for. We will give you the tools you need to prepare your team of negotiators. If you wish to deepen your knowledge, the workshop Writing a collective agreement is held the next day. You can register for both workshops for $ 1,350 plus taxes.

Learn more
Negotiating and writing a collective agreement

The collective agreement is the contract that will have the greatest impact on the way you manage your business on a daily basis. As you work out this agreement, take advantage of the expertise of accomplished negotiators. Such negotiations need planning. We will provide you with the necessary tools to prepare and write your collective agreement.

Learn more
Psychological harassment in the workplace

The legislature introduced a change to the Act respecting labour standards which imposes on employers a two-fold responsibility concerning psychological harassment. Employers must take reasonable means to prevent psychological harassment and, when such conduct is brought to their attention, to put a stop to it. The Act now prohibits the harassment that may happen between co-workers, or by suppliers or clients, as well as that which may occur when you exercise managerial rights.

Learn more
Psychological harassment: conducting effective investigations for swift solutions

Managing psychological harassment complaints is a very delicate process, often fraught with numerous obstacles. It is imperative that the designated investigating officer should have the necessary qualifications and tools to overcome such obstacles. This workshop is based on our experience over the past years, with abundant references to case-law.

Learn more
Retrospective billing of employers: 7 winning practices to review the financial status of your SST file

As an employer subject to retrospective billing, each dollar paid by the CNESST to compensate an employee can ultimately cost you up to $5.50 in contributions, and can amount to nearly $8.00 at the time of the interim adjustment. Learn how this billing methodology works, and how to use it to your advantage by implementing clear orientations and concrete actions. Understand how actions taken in the context of managing compensation case files can impact your CNESST expenses (contributions and adjustments). This training will allow you to gain a general understanding of retrospective billing, and will prove useful in developing your management strategies. It will enable you to better understand the actions that lead to credits and/or situations that entail contribution surcharges.

Learn more
SST : 8 good reasons to ask for the suspension of indemnities of the CNESST

Many employers are unaware that a valuable tool exists to encourage injured workers to comply with their obligations under the Act respecting industrial accidents and occupational diseases (LATMP): section 142. This approach allows CNESST to reduce or suspend an allowance paid to a worker as a result of an employment injury, where the worker refuses to cooperate. Know how to easily identify these situations and become more proactive in the follow-up of your files in order to reduce the duration of the compensation

Learn more
SST : Could Facebook and other social networks be helpful to you?

Many employers believe that publications made by employees on social media are in the realm of privacy. However, although the public is more aware of the problem of privacy and the protection of personal information, users of various social networks publish a significant amount of information and photos that may be of great interest to an informed employer. You could use publications made on social media as part of the management of your employment injury files or before the Tribunal in litigation. In this workshop, you will learn about the limitations of viewing one of your employees' profiles on various social networks, the settings that apply to their use, and the role they can play on the result of a dispute.

Learn more
SST: get a handle on cost allocation and reduce your contributions

SST contributions are a critical budget issue for most employers. Too many employment injuries are the result of third party involvement or of a personal condition which predisposes a worker to injury under circumstances which are not normally hazardous. There are cost transferring and cost sharing mechanisms which can alleviate the impact of such situations.

Learn more
Strategic management of employment injuries: what if you could do even better? Day 2 - Development

Despite appropriate actions taken in managing employment injury claims, some cases can get past even the most seasoned managers. Due to their medical complexity, or the recurring issues they involve and that impede the effectiveness of your actions, such cases often require a great deal of energy, with little results. Learn to control costs and to optimize management in such complex cases. This workshop will review applicable solutions in cases involving fraudulent claims, as well as obstacles to setting up a temporary assignment and to the medical assessment. In addition, we will address the importance of a consistent challenge strategy in order to minimize the duration of compensation.

Learn more
Successful conciliation before the TAT, division SST

The Act to establish the Administrative Labour Tribunal provides the parties with a choice option in the context of a hearing: conciliation. Thanks to this flexible process, the employer can enter into an agreement that is intended to be beneficial. Reduce the risks, costs and financial impacts of employment injuries, as well as preparation time for a hearing before the TAT, division SST by learning to negotiate your own conciliations and settle your disputes yourself.

Learn more
Taking advantage of section 329 of the LATMP: Learn to identify potential gains and to write a convincing application for sharing imputed costs

The cost of employment injuries occurring in your establishment and the contributions required of you by the CNESST can become a major financial concern for your company. Section 329 of the Act respecting industrial accidents and occupational diseases states that an employer may be entitled to sharing imputed costs in relation to an employment injury case if it is proven that the worker was “already handicapped when his employment injury appears”. Know how to take advantage of this section and learn how to assert your rights to limit the costs imputed to you as the employer by writing convincing cost sharing applications to the CNESST.

Learn more
The obligation to accommodate: myths and realities

Every employer has the obligation to accommodate, whether it applies to a handicap, religion or any other motive of discrimination covered under the Charter. Through this training session, our goal is to demystify this obligation, which, as you will see, is not altogether without limits.

Learn more
The SST inspector: his range of intervention and its consequences

Under the Act respecting Occupational Health and Safety, the CNESST inspector has a broad range of powers. His/her intervention in a given workplace can have serious consequences for an employer. But rest assured there are a number of recourses and defenses available to you. This workshop will allow you to determine when and how to use them effectively.

Learn more
Three good reasons to keep an eye on social media

Faced with the reality that social media are being used by 85% of Quebecers, employers are increasingly monitoring their employees’ online activities. This monitoring process can allow them to manage disability or employment injury case files, to limit damages to the company’s reputation or to avoid the waste of time caused by Internet use for personal purposes during working hours.

Learn more
When doctors get between you and your human resources

HR managers need to ensure that their organisation can count on able employees, while physicians are expected to establish a trusting relationship with their patients. Both sides have their area of expertise and their role to fulfil. Without disputing the role and qualifications of attending physicians, you have the right to ask questions.

Learn more
Work-family balance: not an easy one to achieve

More and more families are concerned with how hard it is to balance their professional duties and their family obligations, both towards their children and towards their aging parents. In this context, you may be wondering whether your employees are covered by the Charter of Human Rights and Freedoms. This training will allow you to get acquainted with the state of the law regarding this issue.

Learn more
Writing a collective agreement

It is generally up to the union to submit the drafts of a collective agreement, but sometimes this task can go to the employer. In this context, it is therefore important to be cognizant of the applicable rules when you are called upon to review certain texts or to write new provisions.

Learn more
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Publications

Release date: October 5, 2018
ISBN: 978-2-89730-503-1
Format: Paper , Electronic , Combo

La rédaction d'une convention collective de travail: tout ce que l'employeur doit savoir
La rédaction d'une convention collective de travail: tout ce que l'employeur doit savoir

Release date: September 22, 2015
ISBN: 978-2-89730-154-5
Format: Paper

View all

Reine Lafond

Lawyer

Barreau du Québec 1993

Reine Lafond

Reine Lafond, LL.B., CIRC

Lawyer

Barreau du Québec 1993

Phone number

450 973-4020 #254

Email address

rlafond@lecorre.com

Assistant

Stéphanie Cyr
450 973-4020 #264
scyr@lecorre.com

Reine Lafond is a partner in the firm. As head of our occupational health and safety department, she works exclusively in this field. Her cutting-edge expertise was honed from her early career in the CSST’s legal department (now CNESST). Ms. Lafond provides our clients with strategic support and advice, and she represents them before the courts and administrative tribunals, including the Tribunal administratif du travail (TAT). She defends our clients' interests in matters related to employment injury compensation, financing of the CNESST's compensation regime (scheme) and prevention-inspection programs. An accomplished lecturer and instructor, she sits on various committees involved in health and safety, just as she is the author of several publications in this specialized field.

Academic training
  • Université de Montréal -  LL.B. - 1992
Professional Affiliations
  • Member of the Barreau du Québec
  • Member of the Canadian Association of Counsel to Employers (CACE)
  • Member of the Ordre des conseillers en ressources humaines agréés
Involvement / Outreach

Specialized Committees

  • Member of the Comité productivité et SST of the Fédération des chambres de commerce du Québec - since 2016
  • Member of the employers' association of the Comité technique sur la réparation (3.73) of the Board of directors of the CSST (now the CNESST) - since 2015
  • President of the organizing committee of the annual seminar of the Formation continue of the Barreau du Québec on Développements récents en droit de la santé et sécurité du travail - since 2016 (co-presidency in 2015 and member of the committee since 2004)
  • Member of the advisory committees ad hoc of Conseil du patronat du Québec- since 2004
  • Recommended by Lexpert in its 2018 and 2019 Canadian directory

 

Community involvement

  • President of  the Board of directors of the Fondation scolaire de Laval - since May 2017
  • Member of the Board of directors of the Fondation scolaire de Laval - 2013 - 2017

 

Other publications

  • Quand la conciliation à la C.L.P. mène au litige : revue jurisprudentielle portant sur l’existence d’un règlement hors cour, co-author with Stéphanie Laurin, Développements récents en droit de la santé et sécurité au travail 2015, Service de la formation continue du Barreau du Québec, Volume 394, Éditions Yvon Blais, 2015, page 71
  • Indemnisation des lésions professionnelles : un accès de plus en plus facile!, Perspective en droit du travail et de l’emploi, Bulletin de la section nationale du droit du travail et de l’emploi, Association du Barreau Canadien, February 2013
  • Transfert de coûts : l’étau se resserre pour les enjeux financiers de moindre importance, Gestion Plus – Santé et sécurité en vrac, Éditions Yvon Blais, November 2012
  • L’assignation temporaire : une mesure incontournable dont tout le monde profite, Effectif magazine published by the Ordre des conseillers en ressources humaines agréés, September-October 2012, page 28
  • La notion d’événement imprévu et soudain sous la loupe, Effectif magazine published by the Ordre des conseillers en ressources humaines agréés, April-May 2010, page 36
  • La filature 10 ans après Bridgestone/Firestone : admissibilité devant la CLP, utilité et conséquences, Développements récents en droit de la santé et sécurité au travail 2010, Service de la formation continue du Barreau du Québec, Volume 318, Éditions Yvon Blais, 2010, page 189
  • Le droit au retour au travail : examen pratique de ses paramètres d’exercice, co-author with Stéphanie Laurin, Développements récents en droit de la santé et sécurité au travail 2003, Service de la formation permanente du Barreau du Québec, Volume 183, Éditions Yvon Blais, 2003, page 61
  • L’indemnisation des lésions psychologiques liées au travail : dernières tendances..., Développements récents en droit de la santé et sécurité au travail 1997, Service de la formation permanente du Barreau du Québec, Volume 86, Éditions Yvon Blais, 1997, page 245

 

Conferences and trainings

  • Le travailleur négligent et la LATMP: examen pratique de la jurisprudence en matière d’admissibilité et d’imputation des coûts, Comité Inter-Entreprises du Montréal Métropolitain (CIEMM), February 13, 2015
  • L’inspecteur de la CSST, son cadre d’intervention et les conséquences, Corporation des services d’ambulance du Québec (CSAQ), November 19 and 20, 2014
  • L’indemnisation des lésions psychologiques des techniciens ambulanciers paramédics par la CSST, Corporation des services d’ambulance du Québec (CSAQ), November 19 and 20, 2014
  • Plaider la négligence du travailleur? Pourquoi pas, sauf que…, Centre patronal de santé et sécurité du travail du Québec (CPSST), June 6 and 13, 2014
  • Réclamation pour lésion psychologique : comment s’opposer à l’indemnisation par la CSST?  Webinar broadcast by Éditions Yvon Blais inc., November 22, 2013
  • Analyse pratique de cas d’intérêt, Conseil du patronat du Québec (CPQ) - Conference intended to members from employer associations sitting on the Commission des lésions professionnelles, April 25, 2014
  • Splendeurs et misères de l’assignation temporaire, Association des professionnels en santé au travail (APST) : Travailler en santé : mission possible!, May 3, 2012
  • Étude de cas complexes, Conseil du patronat du Québec (CPQ) - Conference intended to members from employer associations sitting on the Commission des lésions professionnelles, 20 avril 2012
  • Gestion des lésions psychologiques : de la théorie à la pratique, Regroupement de réseaux en santé des personnes au travail (RRSPT), June 3, 2010
  • Maitrisez l’imputation pour réduire vos cotisations, Fédération des commissions scolaires du Québec (FCSQ), May 18 and 19, 2010
  • La filature 10 ans après Bridgestone/Firestone : admissibilité devant la CLP, utilité et conséquences, Développements récents en droit de la santé et sécurité du travail de la Formation continue du Barreau du Québec, April 16, 2010
  • Consommation, abus et dépendances : leur impact sur l’indemnisation par la CSST, Association des professionnels en santé au travail (APST): Les dépendances en milieu de travail, nouvelles réalités et perspectives, April 14, 2010
  • CSST: maîtrisez l’imputation pour réduire vos cotisations, Ordre des conseillers en ressources humaines agréés (ORHRI), February 19, 2010
  • Tout ce que l’employeur doit savoir en cas de pandémie, Ordre des conseillers en ressources humaines agréés (ORHRI), May 11, 2006
  • Santé et sécurité du travail et mesures disciplinaires, Fédération des Commissions scolaires du Québec (FCSQ), May 3 and 4, 2006
  • Harcèlement et droit de gérance : où est la frontière?, Regroupement des professionnels en ressources humaines de Laval, April 28, 2004
  • Le droit au retour au travail : examen pratique de ses paramètres d’exercice, Développements récents en droit de la santé et sécurité du travail de la Formation permanente du Barreau du Québec, February 7, 2003
  • Le droit au retour au travail : examen pratique de ses paramètres d’exercice, Conseil du patronat du Québec (CPQ) - Conference intended to members from employer associations sitting on the Commission des lésions professionnelles, December 6 and 13, 2002

 

Previous involvements

  • Teacher at École du Barreau du Québec – 2004-2013
  • Member of the Disciplinary committee of the Barreau du Québec – 2007-2013
  • Member of the Board of directors of the Comité Inter-Entreprises du Montréal Métropolitain (CIEMM) - 2003-2009
Workshops

Take a front row seat for this annual review of Occupational Health and Safety, and of the rulings by the Tribunal administratif du travail that have impacted the day to day operations of employers in 2019. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
5 tricks and tips to make the best of managing your occupational injuries cases

Being proactive in managing cases of occupational injury, does that ring a bell? Are you among those who simply respond when they receive medical certificates and decisions by the CNESST, or rather among those who know from the outset the date of the next medical assessment of the employee on medical leave and who try to influence the upcoming decision? Are you inclined to concur with the opinion of the employee’s physician or do you exercise the rights available to you under the AIAOD, as soon as possible, to bring the cost of a claim down to a minimum? Upstream action, with an overall realistic understanding of the case, instead of reacting to events as they come, can make all the difference in terms of financial outcomes.

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A practical up-to-date approach to labour standards

The relationships between an employer and his employees and executives are governed on a daily basis by a number of legislative provisions. It is essential for any HR manager to have a working knowledge of minimal labour standards, of the notices to be given in cases involving termination of employment, and of the recourses provided by the Act respecting Labour Standards.

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Access to medical information: everything an employer is entitled to know

In the context of managing your employees, you will need to obtain and interpret a great deal of medical information. Whether at the time of hiring, or in the case of absence due to a personal or professional health issue, or of an employee going back to work or simply for purposes of assessing an employee’s ability to work, you will need comprehensive and precise information in order to make informed decisions.

Learn more
Accident investigation : it's much more then forms!

The primary purpose of an investigationand analysis is to obtain and preserve reliable, relevant information and learn the exact circumstances of a workplace accident. When carried out without delay, investigation is a highly effective tool for dealing with dubious cases and implementing the relevant corrective measures.

Learn more
Alcohol, drugs and addictions: what are your rights and obligations

Problems related to alcohol, drug and medication consumption are omnipresent in all social spheres. The workplace is no exception. Yet, the management of employees' consumption of intoxicating substances affecting work performance is often neglected or inadequate, and this laxity can have serious consequences. For this reason, it is important that management move quickly and effectively when an employee’s work performance is affected by alcohol, drug or medication consumption.

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Claims for psychological injuries: from theory to practice

Claims for psychological injuries are part of the most complex category of injuries to deal with. They involve the intangible: human factors, perceptions, work dynamics. With so much subjectivity and given the absence of specific provisions in the Act respecting industrial accidents and occupational diseases, it is important to take stock of the positions adopted by the courts and to get a good grasp of applicable guidelines. This workshop is intended for participants who have a good basic knowledge of claims management.

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Dealing with unionization

All employers have a strong reaction to their first union raid. The best way to deal with unionization is to find out what might prompt it. Even an employer who is aware of the pitfalls and knows how to avoid them may one day be faced with an application for certification, despite sound practices in human resources management.

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Difficult employees: what lies around gets dusty

Most of us have been faced with situations involving employees whose interpersonal relationships with coworkers and/or managers can be problematic: angry, querulous, oppositional or just plain edgy employees with an attitude that cannot help but be corrosive to the working atmosphere. Whether this kind of behaviour arises occasionally or chronically, it is essential for managers to intervene to prevent the situation from degenerating.

Learn more
Documenting a Court hearing before the TAT, division SST

Any ruling by the Tribunal administratif du travail (TAT), division santé et sécurité du travail (previously the CLP) can have significant consequences for your company. Since the TAT, division SST, makes the final decision regarding challenges by the parties, you will not get a second chance to submit convincing evidence. Preparation is the key to success. For your benefit or that of your representative, identify and collect all necessary documents in preparation for the hearing.

Learn more
Drafting corporate policies and an employee handbook

As part of their responsibilities, human resources and labour relations professionals are sometimes called upon to establish corporate policies. They must have a clear grasp of the issues related to the development, distribution and implementation of these policies. This training workshop, which primarily focuses on non-unionized companies, is designed to provide all participants with several policy templates and to clarify the associated legal constraints. It is intended for labour relations professionals who have less than 5 years’ experience or who want to review some of the policies in place.

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From hiring to termination of employment

In Quebec, there are several laws governing the different aspects of the employer/employee relationship. From time of hiring to termination of employment, employers find themselves subjected to court-imposed rules that are often hard to reconcile with such objectives as efficiency and productivity. You will be introduced to the concepts and rules applicable at time of hiring, during employment and upon termination of employment, as illustrated by means of concrete examples.

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Gradation of sanctions: when to give a second chance?

In matters of disciplinary sanctions, the employer must abide by the principle of gradation in order to give an employee the chance to correct perceived misconduct, except in cases where the latter is serious enough as to completely sever the bond of trust required to maintain the employment relationship.

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How to draft a disciplinary measure

Words spoken fly away, words written remain. We all hear the ring of truth in this proverb that calls for prudence, reminding us that, unlike spoken words, written statements leave traces. Drafting a disciplinary measure is therefore an important exercise and any manager should make a point of mastering it.

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How to draft an agreement pursuant to a settlement

As an administrator, you are expected to negotiate agreements with your employees in order to avoid litigation or to bring closure to it, whether it is a termination of employment agreement, or the settlement of a grievance or complaint to the Tribunal administratif du travail (TAT). The document that legalizes this agreement is called a transaction, which is subject to the rules of contract law. The writing of this agreement is important!

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How to draft an expert's mandate?

One of the tools available to a manager in charge of disability cases is the medical assessment. Considering the determining impact that a medical assessment will have on how the case unfolds, it is important to use the physician’s expertise as thoroughly as possible. He is the expert after all!

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How to draft an objection to a SST claim?

Those responsible for managing SST claims are often under the impression that workers’ compensation by the CNESST has practically become automatic, and that they don’t have a voice in the matter. However, though this may be somewhat time consuming, a timely submission of the employer’s viewpoint in a written objection to the CNESST can be a success factor. How can you criticize the CNESST for having accepted a claim when relevant facts that should have led to its dismissal were not brought to its attention? You can be sure that the worker will not do this on your behalf...

Learn more
Labour Relations: What happened in 2018?

Take a front row seat for this annual review of Labour Relations, and of the rulings that have impacted the day to day operations of employers in 2018. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
Labour Relations: What happened in 2019?

Take a front row seat for this annual review of Labour Relations, and of the rulings that have impacted the day to day operations of employers in 2019. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
Loyalty is a choice: have your employees made the right one?

Every employee has a duty of loyalty towards his/her employer, whether at time of hiring, during employment, and even after termination of employment. However, as shown all too often in case law, lack of loyalty is a frequent offence: false statements at time of hiring or during employment, document forgery, theft or fraud, conflict of interest, public criticism or denunciation of the employer, violation of confidentiality, non-collaboration and non-compliance with non-competition and/or non-solicitation clauses, all these are offences related to the duty of loyalty.

Learn more
Management of discipline and dismissal

Managing discipline is no easy task. As an employer, you must deal with the human aspect, with motivation and the need to keep the business productive. You must also deal with the many possible recourses available to employees, whether unionized or not. The decision to dismiss is rarely taken lightly by an employer; however a poorly prepared case file can have serious financial consequences.

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Managing absenteeism

Absenteeism is a growing concern in any business. Replacement costs, shuffling employees to fill vacant positions, and loss of productivity are just some of the factors that force any thriving business to control absenteeism as much as possible. A casual approach leads to even more serious consequences: the loss of motivation among workers who are not delinquent absentees.

Learn more
Managing employment injuries: the basics of cost control - Day 1 - Initiation

Sound management of employment injuries means taking effective, timely actions. In the context of this workshop, new managers will gain the basic knowledge they need to assess the eligibility of employment injury claims and to challenge them. They will know how to set up a temporary assignment, and when and how to activate the medical assessment process. They will learn to make effective use of the challenge mechanisms provided by law.

Learn more
Mental health and labour relations: better understanding for better action

According to a report by Health Canada, one out of every five individuals will develop a mental health problem at some point in his or her lifetime. Naturally, this ever increasing trend is reflected in the workplace and in your organization. How widespread is this new phenomenon, and what is its impact on managing your employees?

Learn more
Neglecting occupational health and safety: who goes to jail?

The Criminal Code foresees that all managers - from CEOs to foremen - may be held criminally liable for health and safety infractions. As the first criminal lawsuits are being launched against companies and the CNESST is watching employers more closely than ever - what do you need to know, and what should you do?

Learn more
Negotiating a collective agreement

The collective agreement is the contract that will have the greatest impact on the daily management of your business. A negotiation has to be planed and prepared. To this end, the expertise of seasoned negotiators is available to you. Negotiations should be planned for. We will give you the tools you need to prepare your team of negotiators. If you wish to deepen your knowledge, the workshop Writing a collective agreement is held the next day. You can register for both workshops for $ 1,350 plus taxes.

Learn more
Negotiating and writing a collective agreement

The collective agreement is the contract that will have the greatest impact on the way you manage your business on a daily basis. As you work out this agreement, take advantage of the expertise of accomplished negotiators. Such negotiations need planning. We will provide you with the necessary tools to prepare and write your collective agreement.

Learn more
Psychological harassment in the workplace

The legislature introduced a change to the Act respecting labour standards which imposes on employers a two-fold responsibility concerning psychological harassment. Employers must take reasonable means to prevent psychological harassment and, when such conduct is brought to their attention, to put a stop to it. The Act now prohibits the harassment that may happen between co-workers, or by suppliers or clients, as well as that which may occur when you exercise managerial rights.

Learn more
Psychological harassment: conducting effective investigations for swift solutions

Managing psychological harassment complaints is a very delicate process, often fraught with numerous obstacles. It is imperative that the designated investigating officer should have the necessary qualifications and tools to overcome such obstacles. This workshop is based on our experience over the past years, with abundant references to case-law.

Learn more
Retrospective billing of employers: 7 winning practices to review the financial status of your SST file

As an employer subject to retrospective billing, each dollar paid by the CNESST to compensate an employee can ultimately cost you up to $5.50 in contributions, and can amount to nearly $8.00 at the time of the interim adjustment. Learn how this billing methodology works, and how to use it to your advantage by implementing clear orientations and concrete actions. Understand how actions taken in the context of managing compensation case files can impact your CNESST expenses (contributions and adjustments). This training will allow you to gain a general understanding of retrospective billing, and will prove useful in developing your management strategies. It will enable you to better understand the actions that lead to credits and/or situations that entail contribution surcharges.

Learn more
SST : 8 good reasons to ask for the suspension of indemnities of the CNESST

Many employers are unaware that a valuable tool exists to encourage injured workers to comply with their obligations under the Act respecting industrial accidents and occupational diseases (LATMP): section 142. This approach allows CNESST to reduce or suspend an allowance paid to a worker as a result of an employment injury, where the worker refuses to cooperate. Know how to easily identify these situations and become more proactive in the follow-up of your files in order to reduce the duration of the compensation

Learn more
SST : Could Facebook and other social networks be helpful to you?

Many employers believe that publications made by employees on social media are in the realm of privacy. However, although the public is more aware of the problem of privacy and the protection of personal information, users of various social networks publish a significant amount of information and photos that may be of great interest to an informed employer. You could use publications made on social media as part of the management of your employment injury files or before the Tribunal in litigation. In this workshop, you will learn about the limitations of viewing one of your employees' profiles on various social networks, the settings that apply to their use, and the role they can play on the result of a dispute.

Learn more
SST: get a handle on cost allocation and reduce your contributions

SST contributions are a critical budget issue for most employers. Too many employment injuries are the result of third party involvement or of a personal condition which predisposes a worker to injury under circumstances which are not normally hazardous. There are cost transferring and cost sharing mechanisms which can alleviate the impact of such situations.

Learn more
Strategic management of employment injuries: what if you could do even better? Day 2 - Development

Despite appropriate actions taken in managing employment injury claims, some cases can get past even the most seasoned managers. Due to their medical complexity, or the recurring issues they involve and that impede the effectiveness of your actions, such cases often require a great deal of energy, with little results. Learn to control costs and to optimize management in such complex cases. This workshop will review applicable solutions in cases involving fraudulent claims, as well as obstacles to setting up a temporary assignment and to the medical assessment. In addition, we will address the importance of a consistent challenge strategy in order to minimize the duration of compensation.

Learn more
Successful conciliation before the TAT, division SST

The Act to establish the Administrative Labour Tribunal provides the parties with a choice option in the context of a hearing: conciliation. Thanks to this flexible process, the employer can enter into an agreement that is intended to be beneficial. Reduce the risks, costs and financial impacts of employment injuries, as well as preparation time for a hearing before the TAT, division SST by learning to negotiate your own conciliations and settle your disputes yourself.

Learn more
Taking advantage of section 329 of the LATMP: Learn to identify potential gains and to write a convincing application for sharing imputed costs

The cost of employment injuries occurring in your establishment and the contributions required of you by the CNESST can become a major financial concern for your company. Section 329 of the Act respecting industrial accidents and occupational diseases states that an employer may be entitled to sharing imputed costs in relation to an employment injury case if it is proven that the worker was “already handicapped when his employment injury appears”. Know how to take advantage of this section and learn how to assert your rights to limit the costs imputed to you as the employer by writing convincing cost sharing applications to the CNESST.

Learn more
The obligation to accommodate: myths and realities

Every employer has the obligation to accommodate, whether it applies to a handicap, religion or any other motive of discrimination covered under the Charter. Through this training session, our goal is to demystify this obligation, which, as you will see, is not altogether without limits.

Learn more
The SST inspector: his range of intervention and its consequences

Under the Act respecting Occupational Health and Safety, the CNESST inspector has a broad range of powers. His/her intervention in a given workplace can have serious consequences for an employer. But rest assured there are a number of recourses and defenses available to you. This workshop will allow you to determine when and how to use them effectively.

Learn more
Three good reasons to keep an eye on social media

Faced with the reality that social media are being used by 85% of Quebecers, employers are increasingly monitoring their employees’ online activities. This monitoring process can allow them to manage disability or employment injury case files, to limit damages to the company’s reputation or to avoid the waste of time caused by Internet use for personal purposes during working hours.

Learn more
When doctors get between you and your human resources

HR managers need to ensure that their organisation can count on able employees, while physicians are expected to establish a trusting relationship with their patients. Both sides have their area of expertise and their role to fulfil. Without disputing the role and qualifications of attending physicians, you have the right to ask questions.

Learn more
Work-family balance: not an easy one to achieve

More and more families are concerned with how hard it is to balance their professional duties and their family obligations, both towards their children and towards their aging parents. In this context, you may be wondering whether your employees are covered by the Charter of Human Rights and Freedoms. This training will allow you to get acquainted with the state of the law regarding this issue.

Learn more
Writing a collective agreement

It is generally up to the union to submit the drafts of a collective agreement, but sometimes this task can go to the employer. In this context, it is therefore important to be cognizant of the applicable rules when you are called upon to review certain texts or to write new provisions.

Learn more
View all
Publications

Release date: October 5, 2018
ISBN: 978-2-89730-503-1
Format: Paper , Electronic , Combo

La rédaction d'une convention collective de travail: tout ce que l'employeur doit savoir
La rédaction d'une convention collective de travail: tout ce que l'employeur doit savoir

Release date: September 22, 2015
ISBN: 978-2-89730-154-5
Format: Paper

View all

Marc-André Laroche

Lawyer

Barreau du Québec 1984

Marc-André Laroche

Marc-André Laroche, LL.B., D.E.Sp., CIRC

Lawyer

Barreau du Québec 1984

Phone number

450 973-4020 #231

Email address

malaroche@lecorre.com

Assistant

Carole Leclerc
450 973-4020 #243
cleclerc@lecorre.com

Marc-André Laroche is a partner in the firm. Since the beginning of his career, Mr. Laroche’s practice has focused exclusively on labour and employment law issues. As such, he counsels and represents companies of all sizes in various economic sectors, both before administrative tribunals and courts of law. He is also an author, lecturer and legal instructor on several hot topics in labour and employment law.

Academic training
  • Université de Montréal - LL.B. – 1983
  • Université de Montréal - D.E.Sp. Labour law - 1987
Professional Affiliations
  • Member of the Barreau du Québec
  • Member of the Canadian Bar Association – National Labour and Employment Law Section
  • Member of the Canadian Association of Counsel to Employers (CACE)
  • Member of the Ordre des conseillers en ressources humaines et en relations industrielles agréés du Québec
Involvement / Outreach

Conferences and trainings 

  • Gestion moderne de la discipline et du congédiement, Commission des services juridiques, November 4, 2015
  • Contrat de travail ou contrat d'entreprise? Comment déterminer la véritable nature d'une relation contractuelle et ses conséquences, Fédération des établissements d'enseignement privés (FEEP), April 23, 2015
  • Gestion moderne de la discipline et du congédiement, Chambre de commerce de l'industrie de Thetford Mines, April 16, 2014
  • Rédaction d'un contrat de travail, Association québécoise des pharmaciens propriétaires (AQPP), November 29, 2013
  • De l'embauche à la fin d'emploi, Rassemblement des garderies privées du Québec, November 16, 2013
  • Gestion moderne de la discipline et du congédiement, Mutuelle de formation des entreprises d'insertion du Québec, March 21, 2013
  • Initiation au droit,  Association des trésorières et trésoriers des instituts religieux (ATTIR), April 5, 2011


Previous involvements

  • Secretary - Conseil du Barreau de Laval - 1994 – 1997
  • Counsel - Conseil du Barreau de Laval - 1993 – 1994
Workshops

Take a front row seat for this annual review of Occupational Health and Safety, and of the rulings by the Tribunal administratif du travail that have impacted the day to day operations of employers in 2019. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
5 tricks and tips to make the best of managing your occupational injuries cases

Being proactive in managing cases of occupational injury, does that ring a bell? Are you among those who simply respond when they receive medical certificates and decisions by the CNESST, or rather among those who know from the outset the date of the next medical assessment of the employee on medical leave and who try to influence the upcoming decision? Are you inclined to concur with the opinion of the employee’s physician or do you exercise the rights available to you under the AIAOD, as soon as possible, to bring the cost of a claim down to a minimum? Upstream action, with an overall realistic understanding of the case, instead of reacting to events as they come, can make all the difference in terms of financial outcomes.

Learn more
A practical up-to-date approach to labour standards

The relationships between an employer and his employees and executives are governed on a daily basis by a number of legislative provisions. It is essential for any HR manager to have a working knowledge of minimal labour standards, of the notices to be given in cases involving termination of employment, and of the recourses provided by the Act respecting Labour Standards.

Learn more
Access to medical information: everything an employer is entitled to know

In the context of managing your employees, you will need to obtain and interpret a great deal of medical information. Whether at the time of hiring, or in the case of absence due to a personal or professional health issue, or of an employee going back to work or simply for purposes of assessing an employee’s ability to work, you will need comprehensive and precise information in order to make informed decisions.

Learn more
Accident investigation : it's much more then forms!

The primary purpose of an investigationand analysis is to obtain and preserve reliable, relevant information and learn the exact circumstances of a workplace accident. When carried out without delay, investigation is a highly effective tool for dealing with dubious cases and implementing the relevant corrective measures.

Learn more
Alcohol, drugs and addictions: what are your rights and obligations

Problems related to alcohol, drug and medication consumption are omnipresent in all social spheres. The workplace is no exception. Yet, the management of employees' consumption of intoxicating substances affecting work performance is often neglected or inadequate, and this laxity can have serious consequences. For this reason, it is important that management move quickly and effectively when an employee’s work performance is affected by alcohol, drug or medication consumption.

Learn more
Claims for psychological injuries: from theory to practice

Claims for psychological injuries are part of the most complex category of injuries to deal with. They involve the intangible: human factors, perceptions, work dynamics. With so much subjectivity and given the absence of specific provisions in the Act respecting industrial accidents and occupational diseases, it is important to take stock of the positions adopted by the courts and to get a good grasp of applicable guidelines. This workshop is intended for participants who have a good basic knowledge of claims management.

Learn more
Dealing with unionization

All employers have a strong reaction to their first union raid. The best way to deal with unionization is to find out what might prompt it. Even an employer who is aware of the pitfalls and knows how to avoid them may one day be faced with an application for certification, despite sound practices in human resources management.

Learn more
Difficult employees: what lies around gets dusty

Most of us have been faced with situations involving employees whose interpersonal relationships with coworkers and/or managers can be problematic: angry, querulous, oppositional or just plain edgy employees with an attitude that cannot help but be corrosive to the working atmosphere. Whether this kind of behaviour arises occasionally or chronically, it is essential for managers to intervene to prevent the situation from degenerating.

Learn more
Documenting a Court hearing before the TAT, division SST

Any ruling by the Tribunal administratif du travail (TAT), division santé et sécurité du travail (previously the CLP) can have significant consequences for your company. Since the TAT, division SST, makes the final decision regarding challenges by the parties, you will not get a second chance to submit convincing evidence. Preparation is the key to success. For your benefit or that of your representative, identify and collect all necessary documents in preparation for the hearing.

Learn more
Drafting corporate policies and an employee handbook

As part of their responsibilities, human resources and labour relations professionals are sometimes called upon to establish corporate policies. They must have a clear grasp of the issues related to the development, distribution and implementation of these policies. This training workshop, which primarily focuses on non-unionized companies, is designed to provide all participants with several policy templates and to clarify the associated legal constraints. It is intended for labour relations professionals who have less than 5 years’ experience or who want to review some of the policies in place.

Learn more
From hiring to termination of employment

In Quebec, there are several laws governing the different aspects of the employer/employee relationship. From time of hiring to termination of employment, employers find themselves subjected to court-imposed rules that are often hard to reconcile with such objectives as efficiency and productivity. You will be introduced to the concepts and rules applicable at time of hiring, during employment and upon termination of employment, as illustrated by means of concrete examples.

Learn more
Gradation of sanctions: when to give a second chance?

In matters of disciplinary sanctions, the employer must abide by the principle of gradation in order to give an employee the chance to correct perceived misconduct, except in cases where the latter is serious enough as to completely sever the bond of trust required to maintain the employment relationship.

Learn more
How to draft a disciplinary measure

Words spoken fly away, words written remain. We all hear the ring of truth in this proverb that calls for prudence, reminding us that, unlike spoken words, written statements leave traces. Drafting a disciplinary measure is therefore an important exercise and any manager should make a point of mastering it.

Learn more
How to draft an agreement pursuant to a settlement

As an administrator, you are expected to negotiate agreements with your employees in order to avoid litigation or to bring closure to it, whether it is a termination of employment agreement, or the settlement of a grievance or complaint to the Tribunal administratif du travail (TAT). The document that legalizes this agreement is called a transaction, which is subject to the rules of contract law. The writing of this agreement is important!

Learn more
How to draft an expert's mandate?

One of the tools available to a manager in charge of disability cases is the medical assessment. Considering the determining impact that a medical assessment will have on how the case unfolds, it is important to use the physician’s expertise as thoroughly as possible. He is the expert after all!

Learn more
How to draft an objection to a SST claim?

Those responsible for managing SST claims are often under the impression that workers’ compensation by the CNESST has practically become automatic, and that they don’t have a voice in the matter. However, though this may be somewhat time consuming, a timely submission of the employer’s viewpoint in a written objection to the CNESST can be a success factor. How can you criticize the CNESST for having accepted a claim when relevant facts that should have led to its dismissal were not brought to its attention? You can be sure that the worker will not do this on your behalf...

Learn more
Labour Relations: What happened in 2018?

Take a front row seat for this annual review of Labour Relations, and of the rulings that have impacted the day to day operations of employers in 2018. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
Labour Relations: What happened in 2019?

Take a front row seat for this annual review of Labour Relations, and of the rulings that have impacted the day to day operations of employers in 2019. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
Loyalty is a choice: have your employees made the right one?

Every employee has a duty of loyalty towards his/her employer, whether at time of hiring, during employment, and even after termination of employment. However, as shown all too often in case law, lack of loyalty is a frequent offence: false statements at time of hiring or during employment, document forgery, theft or fraud, conflict of interest, public criticism or denunciation of the employer, violation of confidentiality, non-collaboration and non-compliance with non-competition and/or non-solicitation clauses, all these are offences related to the duty of loyalty.

Learn more
Management of discipline and dismissal

Managing discipline is no easy task. As an employer, you must deal with the human aspect, with motivation and the need to keep the business productive. You must also deal with the many possible recourses available to employees, whether unionized or not. The decision to dismiss is rarely taken lightly by an employer; however a poorly prepared case file can have serious financial consequences.

Learn more
Managing absenteeism

Absenteeism is a growing concern in any business. Replacement costs, shuffling employees to fill vacant positions, and loss of productivity are just some of the factors that force any thriving business to control absenteeism as much as possible. A casual approach leads to even more serious consequences: the loss of motivation among workers who are not delinquent absentees.

Learn more
Managing employment injuries: the basics of cost control - Day 1 - Initiation

Sound management of employment injuries means taking effective, timely actions. In the context of this workshop, new managers will gain the basic knowledge they need to assess the eligibility of employment injury claims and to challenge them. They will know how to set up a temporary assignment, and when and how to activate the medical assessment process. They will learn to make effective use of the challenge mechanisms provided by law.

Learn more
Mental health and labour relations: better understanding for better action

According to a report by Health Canada, one out of every five individuals will develop a mental health problem at some point in his or her lifetime. Naturally, this ever increasing trend is reflected in the workplace and in your organization. How widespread is this new phenomenon, and what is its impact on managing your employees?

Learn more
Neglecting occupational health and safety: who goes to jail?

The Criminal Code foresees that all managers - from CEOs to foremen - may be held criminally liable for health and safety infractions. As the first criminal lawsuits are being launched against companies and the CNESST is watching employers more closely than ever - what do you need to know, and what should you do?

Learn more
Negotiating a collective agreement

The collective agreement is the contract that will have the greatest impact on the daily management of your business. A negotiation has to be planed and prepared. To this end, the expertise of seasoned negotiators is available to you. Negotiations should be planned for. We will give you the tools you need to prepare your team of negotiators. If you wish to deepen your knowledge, the workshop Writing a collective agreement is held the next day. You can register for both workshops for $ 1,350 plus taxes.

Learn more
Negotiating and writing a collective agreement

The collective agreement is the contract that will have the greatest impact on the way you manage your business on a daily basis. As you work out this agreement, take advantage of the expertise of accomplished negotiators. Such negotiations need planning. We will provide you with the necessary tools to prepare and write your collective agreement.

Learn more
Psychological harassment in the workplace

The legislature introduced a change to the Act respecting labour standards which imposes on employers a two-fold responsibility concerning psychological harassment. Employers must take reasonable means to prevent psychological harassment and, when such conduct is brought to their attention, to put a stop to it. The Act now prohibits the harassment that may happen between co-workers, or by suppliers or clients, as well as that which may occur when you exercise managerial rights.

Learn more
Psychological harassment: conducting effective investigations for swift solutions

Managing psychological harassment complaints is a very delicate process, often fraught with numerous obstacles. It is imperative that the designated investigating officer should have the necessary qualifications and tools to overcome such obstacles. This workshop is based on our experience over the past years, with abundant references to case-law.

Learn more
Retrospective billing of employers: 7 winning practices to review the financial status of your SST file

As an employer subject to retrospective billing, each dollar paid by the CNESST to compensate an employee can ultimately cost you up to $5.50 in contributions, and can amount to nearly $8.00 at the time of the interim adjustment. Learn how this billing methodology works, and how to use it to your advantage by implementing clear orientations and concrete actions. Understand how actions taken in the context of managing compensation case files can impact your CNESST expenses (contributions and adjustments). This training will allow you to gain a general understanding of retrospective billing, and will prove useful in developing your management strategies. It will enable you to better understand the actions that lead to credits and/or situations that entail contribution surcharges.

Learn more
SST : 8 good reasons to ask for the suspension of indemnities of the CNESST

Many employers are unaware that a valuable tool exists to encourage injured workers to comply with their obligations under the Act respecting industrial accidents and occupational diseases (LATMP): section 142. This approach allows CNESST to reduce or suspend an allowance paid to a worker as a result of an employment injury, where the worker refuses to cooperate. Know how to easily identify these situations and become more proactive in the follow-up of your files in order to reduce the duration of the compensation

Learn more
SST : Could Facebook and other social networks be helpful to you?

Many employers believe that publications made by employees on social media are in the realm of privacy. However, although the public is more aware of the problem of privacy and the protection of personal information, users of various social networks publish a significant amount of information and photos that may be of great interest to an informed employer. You could use publications made on social media as part of the management of your employment injury files or before the Tribunal in litigation. In this workshop, you will learn about the limitations of viewing one of your employees' profiles on various social networks, the settings that apply to their use, and the role they can play on the result of a dispute.

Learn more
SST: get a handle on cost allocation and reduce your contributions

SST contributions are a critical budget issue for most employers. Too many employment injuries are the result of third party involvement or of a personal condition which predisposes a worker to injury under circumstances which are not normally hazardous. There are cost transferring and cost sharing mechanisms which can alleviate the impact of such situations.

Learn more
Strategic management of employment injuries: what if you could do even better? Day 2 - Development

Despite appropriate actions taken in managing employment injury claims, some cases can get past even the most seasoned managers. Due to their medical complexity, or the recurring issues they involve and that impede the effectiveness of your actions, such cases often require a great deal of energy, with little results. Learn to control costs and to optimize management in such complex cases. This workshop will review applicable solutions in cases involving fraudulent claims, as well as obstacles to setting up a temporary assignment and to the medical assessment. In addition, we will address the importance of a consistent challenge strategy in order to minimize the duration of compensation.

Learn more
Successful conciliation before the TAT, division SST

The Act to establish the Administrative Labour Tribunal provides the parties with a choice option in the context of a hearing: conciliation. Thanks to this flexible process, the employer can enter into an agreement that is intended to be beneficial. Reduce the risks, costs and financial impacts of employment injuries, as well as preparation time for a hearing before the TAT, division SST by learning to negotiate your own conciliations and settle your disputes yourself.

Learn more
Taking advantage of section 329 of the LATMP: Learn to identify potential gains and to write a convincing application for sharing imputed costs

The cost of employment injuries occurring in your establishment and the contributions required of you by the CNESST can become a major financial concern for your company. Section 329 of the Act respecting industrial accidents and occupational diseases states that an employer may be entitled to sharing imputed costs in relation to an employment injury case if it is proven that the worker was “already handicapped when his employment injury appears”. Know how to take advantage of this section and learn how to assert your rights to limit the costs imputed to you as the employer by writing convincing cost sharing applications to the CNESST.

Learn more
The obligation to accommodate: myths and realities

Every employer has the obligation to accommodate, whether it applies to a handicap, religion or any other motive of discrimination covered under the Charter. Through this training session, our goal is to demystify this obligation, which, as you will see, is not altogether without limits.

Learn more
The SST inspector: his range of intervention and its consequences

Under the Act respecting Occupational Health and Safety, the CNESST inspector has a broad range of powers. His/her intervention in a given workplace can have serious consequences for an employer. But rest assured there are a number of recourses and defenses available to you. This workshop will allow you to determine when and how to use them effectively.

Learn more
Three good reasons to keep an eye on social media

Faced with the reality that social media are being used by 85% of Quebecers, employers are increasingly monitoring their employees’ online activities. This monitoring process can allow them to manage disability or employment injury case files, to limit damages to the company’s reputation or to avoid the waste of time caused by Internet use for personal purposes during working hours.

Learn more
When doctors get between you and your human resources

HR managers need to ensure that their organisation can count on able employees, while physicians are expected to establish a trusting relationship with their patients. Both sides have their area of expertise and their role to fulfil. Without disputing the role and qualifications of attending physicians, you have the right to ask questions.

Learn more
Work-family balance: not an easy one to achieve

More and more families are concerned with how hard it is to balance their professional duties and their family obligations, both towards their children and towards their aging parents. In this context, you may be wondering whether your employees are covered by the Charter of Human Rights and Freedoms. This training will allow you to get acquainted with the state of the law regarding this issue.

Learn more
Writing a collective agreement

It is generally up to the union to submit the drafts of a collective agreement, but sometimes this task can go to the employer. In this context, it is therefore important to be cognizant of the applicable rules when you are called upon to review certain texts or to write new provisions.

Learn more
View all
Publications

Release date: October 5, 2018
ISBN: 978-2-89730-503-1
Format: Paper , Electronic , Combo

La rédaction d'une convention collective de travail: tout ce que l'employeur doit savoir
La rédaction d'une convention collective de travail: tout ce que l'employeur doit savoir

Release date: September 22, 2015
ISBN: 978-2-89730-154-5
Format: Paper

View all

Stéphanie Laurin

Lawyer

Barreau du Québec 2001

Stéphanie Laurin

Stéphanie Laurin, LL.B.

Lawyer

Barreau du Québec 2001

Phone number

450 973-4020 #226

Email address

slaurin@lecorre.com

Assistant

Josée Dubuc
450 973-4020 #279
jdubuc@lecorre.com

Stéphanie Laurin is a senior lawyer specialized in occupational health and safety. She counsels and represents our clients before both courts of law and administrative tribunals. Thanks to her comprehensive knowledge of the compensation plan under the Act respecting industrial accidents and occupational diseases, Ms. Laurin provides employers with innovative solutions to meet their goals. She also contributes to our Gestion Plus newsletter and our various books, publications, conferences and workshops.

Academic training
  • Université de Montréal - LL.B. - 2000
Professional Affiliations
  • Member of the Barreau du Québec
  • Member of the Canadian Association of Counsel to Employers (CACE) 
Involvement / Outreach

Specialized committee

  • Member of the Comité consultatif du Barreau on health and safety

 

Other publications

  • Quand la conciliation à la CLP mène au litige: revue jurisprudentielle portant sur l'existence d'un règlement hors cour, co-author with Reine Lafond , Développements récents en droit de la santé et sécurité du travail 2015, Service de la formation permanente du Barreau du Québec, volume 394, Éditions Yvon Blais, 2015, page 71
  • Le droit au retour au travail : examen pratique de ses paramètres d’exercice, co-author with Reine Lafond, Développements récents en droit de la santé et sécurité au travail 2003, Service de la formation permanente du Barreau du Québec volume 183, Éditions Yvon Blais, 2003, page 61


Conferences and trainings

  • Une filature d'employé selon les règles de l'art, annulal seminar of the Association des avocats et avocates de province, Magog, September 23, 2016
  • Quand la conciliation à la CLP mène au litige: revue jurisprudentielle portant sur l'existence d'un règlement hors cour, conference of the Service de la formation permanente du Barreau du Québec, Quebec January 30, 2015 and Montreal, February 6, 2015
Workshops

Take a front row seat for this annual review of Occupational Health and Safety, and of the rulings by the Tribunal administratif du travail that have impacted the day to day operations of employers in 2019. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
5 tricks and tips to make the best of managing your occupational injuries cases

Being proactive in managing cases of occupational injury, does that ring a bell? Are you among those who simply respond when they receive medical certificates and decisions by the CNESST, or rather among those who know from the outset the date of the next medical assessment of the employee on medical leave and who try to influence the upcoming decision? Are you inclined to concur with the opinion of the employee’s physician or do you exercise the rights available to you under the AIAOD, as soon as possible, to bring the cost of a claim down to a minimum? Upstream action, with an overall realistic understanding of the case, instead of reacting to events as they come, can make all the difference in terms of financial outcomes.

Learn more
A practical up-to-date approach to labour standards

The relationships between an employer and his employees and executives are governed on a daily basis by a number of legislative provisions. It is essential for any HR manager to have a working knowledge of minimal labour standards, of the notices to be given in cases involving termination of employment, and of the recourses provided by the Act respecting Labour Standards.

Learn more
Access to medical information: everything an employer is entitled to know

In the context of managing your employees, you will need to obtain and interpret a great deal of medical information. Whether at the time of hiring, or in the case of absence due to a personal or professional health issue, or of an employee going back to work or simply for purposes of assessing an employee’s ability to work, you will need comprehensive and precise information in order to make informed decisions.

Learn more
Accident investigation : it's much more then forms!

The primary purpose of an investigationand analysis is to obtain and preserve reliable, relevant information and learn the exact circumstances of a workplace accident. When carried out without delay, investigation is a highly effective tool for dealing with dubious cases and implementing the relevant corrective measures.

Learn more
Alcohol, drugs and addictions: what are your rights and obligations

Problems related to alcohol, drug and medication consumption are omnipresent in all social spheres. The workplace is no exception. Yet, the management of employees' consumption of intoxicating substances affecting work performance is often neglected or inadequate, and this laxity can have serious consequences. For this reason, it is important that management move quickly and effectively when an employee’s work performance is affected by alcohol, drug or medication consumption.

Learn more
Claims for psychological injuries: from theory to practice

Claims for psychological injuries are part of the most complex category of injuries to deal with. They involve the intangible: human factors, perceptions, work dynamics. With so much subjectivity and given the absence of specific provisions in the Act respecting industrial accidents and occupational diseases, it is important to take stock of the positions adopted by the courts and to get a good grasp of applicable guidelines. This workshop is intended for participants who have a good basic knowledge of claims management.

Learn more
Dealing with unionization

All employers have a strong reaction to their first union raid. The best way to deal with unionization is to find out what might prompt it. Even an employer who is aware of the pitfalls and knows how to avoid them may one day be faced with an application for certification, despite sound practices in human resources management.

Learn more
Difficult employees: what lies around gets dusty

Most of us have been faced with situations involving employees whose interpersonal relationships with coworkers and/or managers can be problematic: angry, querulous, oppositional or just plain edgy employees with an attitude that cannot help but be corrosive to the working atmosphere. Whether this kind of behaviour arises occasionally or chronically, it is essential for managers to intervene to prevent the situation from degenerating.

Learn more
Documenting a Court hearing before the TAT, division SST

Any ruling by the Tribunal administratif du travail (TAT), division santé et sécurité du travail (previously the CLP) can have significant consequences for your company. Since the TAT, division SST, makes the final decision regarding challenges by the parties, you will not get a second chance to submit convincing evidence. Preparation is the key to success. For your benefit or that of your representative, identify and collect all necessary documents in preparation for the hearing.

Learn more
Drafting corporate policies and an employee handbook

As part of their responsibilities, human resources and labour relations professionals are sometimes called upon to establish corporate policies. They must have a clear grasp of the issues related to the development, distribution and implementation of these policies. This training workshop, which primarily focuses on non-unionized companies, is designed to provide all participants with several policy templates and to clarify the associated legal constraints. It is intended for labour relations professionals who have less than 5 years’ experience or who want to review some of the policies in place.

Learn more
From hiring to termination of employment

In Quebec, there are several laws governing the different aspects of the employer/employee relationship. From time of hiring to termination of employment, employers find themselves subjected to court-imposed rules that are often hard to reconcile with such objectives as efficiency and productivity. You will be introduced to the concepts and rules applicable at time of hiring, during employment and upon termination of employment, as illustrated by means of concrete examples.

Learn more
Gradation of sanctions: when to give a second chance?

In matters of disciplinary sanctions, the employer must abide by the principle of gradation in order to give an employee the chance to correct perceived misconduct, except in cases where the latter is serious enough as to completely sever the bond of trust required to maintain the employment relationship.

Learn more
How to draft a disciplinary measure

Words spoken fly away, words written remain. We all hear the ring of truth in this proverb that calls for prudence, reminding us that, unlike spoken words, written statements leave traces. Drafting a disciplinary measure is therefore an important exercise and any manager should make a point of mastering it.

Learn more
How to draft an agreement pursuant to a settlement

As an administrator, you are expected to negotiate agreements with your employees in order to avoid litigation or to bring closure to it, whether it is a termination of employment agreement, or the settlement of a grievance or complaint to the Tribunal administratif du travail (TAT). The document that legalizes this agreement is called a transaction, which is subject to the rules of contract law. The writing of this agreement is important!

Learn more
How to draft an expert's mandate?

One of the tools available to a manager in charge of disability cases is the medical assessment. Considering the determining impact that a medical assessment will have on how the case unfolds, it is important to use the physician’s expertise as thoroughly as possible. He is the expert after all!

Learn more
How to draft an objection to a SST claim?

Those responsible for managing SST claims are often under the impression that workers’ compensation by the CNESST has practically become automatic, and that they don’t have a voice in the matter. However, though this may be somewhat time consuming, a timely submission of the employer’s viewpoint in a written objection to the CNESST can be a success factor. How can you criticize the CNESST for having accepted a claim when relevant facts that should have led to its dismissal were not brought to its attention? You can be sure that the worker will not do this on your behalf...

Learn more
Labour Relations: What happened in 2018?

Take a front row seat for this annual review of Labour Relations, and of the rulings that have impacted the day to day operations of employers in 2018. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
Labour Relations: What happened in 2019?

Take a front row seat for this annual review of Labour Relations, and of the rulings that have impacted the day to day operations of employers in 2019. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
Loyalty is a choice: have your employees made the right one?

Every employee has a duty of loyalty towards his/her employer, whether at time of hiring, during employment, and even after termination of employment. However, as shown all too often in case law, lack of loyalty is a frequent offence: false statements at time of hiring or during employment, document forgery, theft or fraud, conflict of interest, public criticism or denunciation of the employer, violation of confidentiality, non-collaboration and non-compliance with non-competition and/or non-solicitation clauses, all these are offences related to the duty of loyalty.

Learn more
Management of discipline and dismissal

Managing discipline is no easy task. As an employer, you must deal with the human aspect, with motivation and the need to keep the business productive. You must also deal with the many possible recourses available to employees, whether unionized or not. The decision to dismiss is rarely taken lightly by an employer; however a poorly prepared case file can have serious financial consequences.

Learn more
Managing absenteeism

Absenteeism is a growing concern in any business. Replacement costs, shuffling employees to fill vacant positions, and loss of productivity are just some of the factors that force any thriving business to control absenteeism as much as possible. A casual approach leads to even more serious consequences: the loss of motivation among workers who are not delinquent absentees.

Learn more
Managing employment injuries: the basics of cost control - Day 1 - Initiation

Sound management of employment injuries means taking effective, timely actions. In the context of this workshop, new managers will gain the basic knowledge they need to assess the eligibility of employment injury claims and to challenge them. They will know how to set up a temporary assignment, and when and how to activate the medical assessment process. They will learn to make effective use of the challenge mechanisms provided by law.

Learn more
Mental health and labour relations: better understanding for better action

According to a report by Health Canada, one out of every five individuals will develop a mental health problem at some point in his or her lifetime. Naturally, this ever increasing trend is reflected in the workplace and in your organization. How widespread is this new phenomenon, and what is its impact on managing your employees?

Learn more
Neglecting occupational health and safety: who goes to jail?

The Criminal Code foresees that all managers - from CEOs to foremen - may be held criminally liable for health and safety infractions. As the first criminal lawsuits are being launched against companies and the CNESST is watching employers more closely than ever - what do you need to know, and what should you do?

Learn more
Negotiating a collective agreement

The collective agreement is the contract that will have the greatest impact on the daily management of your business. A negotiation has to be planed and prepared. To this end, the expertise of seasoned negotiators is available to you. Negotiations should be planned for. We will give you the tools you need to prepare your team of negotiators. If you wish to deepen your knowledge, the workshop Writing a collective agreement is held the next day. You can register for both workshops for $ 1,350 plus taxes.

Learn more
Negotiating and writing a collective agreement

The collective agreement is the contract that will have the greatest impact on the way you manage your business on a daily basis. As you work out this agreement, take advantage of the expertise of accomplished negotiators. Such negotiations need planning. We will provide you with the necessary tools to prepare and write your collective agreement.

Learn more
Psychological harassment in the workplace

The legislature introduced a change to the Act respecting labour standards which imposes on employers a two-fold responsibility concerning psychological harassment. Employers must take reasonable means to prevent psychological harassment and, when such conduct is brought to their attention, to put a stop to it. The Act now prohibits the harassment that may happen between co-workers, or by suppliers or clients, as well as that which may occur when you exercise managerial rights.

Learn more
Psychological harassment: conducting effective investigations for swift solutions

Managing psychological harassment complaints is a very delicate process, often fraught with numerous obstacles. It is imperative that the designated investigating officer should have the necessary qualifications and tools to overcome such obstacles. This workshop is based on our experience over the past years, with abundant references to case-law.

Learn more
Retrospective billing of employers: 7 winning practices to review the financial status of your SST file

As an employer subject to retrospective billing, each dollar paid by the CNESST to compensate an employee can ultimately cost you up to $5.50 in contributions, and can amount to nearly $8.00 at the time of the interim adjustment. Learn how this billing methodology works, and how to use it to your advantage by implementing clear orientations and concrete actions. Understand how actions taken in the context of managing compensation case files can impact your CNESST expenses (contributions and adjustments). This training will allow you to gain a general understanding of retrospective billing, and will prove useful in developing your management strategies. It will enable you to better understand the actions that lead to credits and/or situations that entail contribution surcharges.

Learn more
SST : 8 good reasons to ask for the suspension of indemnities of the CNESST

Many employers are unaware that a valuable tool exists to encourage injured workers to comply with their obligations under the Act respecting industrial accidents and occupational diseases (LATMP): section 142. This approach allows CNESST to reduce or suspend an allowance paid to a worker as a result of an employment injury, where the worker refuses to cooperate. Know how to easily identify these situations and become more proactive in the follow-up of your files in order to reduce the duration of the compensation

Learn more
SST : Could Facebook and other social networks be helpful to you?

Many employers believe that publications made by employees on social media are in the realm of privacy. However, although the public is more aware of the problem of privacy and the protection of personal information, users of various social networks publish a significant amount of information and photos that may be of great interest to an informed employer. You could use publications made on social media as part of the management of your employment injury files or before the Tribunal in litigation. In this workshop, you will learn about the limitations of viewing one of your employees' profiles on various social networks, the settings that apply to their use, and the role they can play on the result of a dispute.

Learn more
SST: get a handle on cost allocation and reduce your contributions

SST contributions are a critical budget issue for most employers. Too many employment injuries are the result of third party involvement or of a personal condition which predisposes a worker to injury under circumstances which are not normally hazardous. There are cost transferring and cost sharing mechanisms which can alleviate the impact of such situations.

Learn more
Strategic management of employment injuries: what if you could do even better? Day 2 - Development

Despite appropriate actions taken in managing employment injury claims, some cases can get past even the most seasoned managers. Due to their medical complexity, or the recurring issues they involve and that impede the effectiveness of your actions, such cases often require a great deal of energy, with little results. Learn to control costs and to optimize management in such complex cases. This workshop will review applicable solutions in cases involving fraudulent claims, as well as obstacles to setting up a temporary assignment and to the medical assessment. In addition, we will address the importance of a consistent challenge strategy in order to minimize the duration of compensation.

Learn more
Successful conciliation before the TAT, division SST

The Act to establish the Administrative Labour Tribunal provides the parties with a choice option in the context of a hearing: conciliation. Thanks to this flexible process, the employer can enter into an agreement that is intended to be beneficial. Reduce the risks, costs and financial impacts of employment injuries, as well as preparation time for a hearing before the TAT, division SST by learning to negotiate your own conciliations and settle your disputes yourself.

Learn more
Taking advantage of section 329 of the LATMP: Learn to identify potential gains and to write a convincing application for sharing imputed costs

The cost of employment injuries occurring in your establishment and the contributions required of you by the CNESST can become a major financial concern for your company. Section 329 of the Act respecting industrial accidents and occupational diseases states that an employer may be entitled to sharing imputed costs in relation to an employment injury case if it is proven that the worker was “already handicapped when his employment injury appears”. Know how to take advantage of this section and learn how to assert your rights to limit the costs imputed to you as the employer by writing convincing cost sharing applications to the CNESST.

Learn more
The obligation to accommodate: myths and realities

Every employer has the obligation to accommodate, whether it applies to a handicap, religion or any other motive of discrimination covered under the Charter. Through this training session, our goal is to demystify this obligation, which, as you will see, is not altogether without limits.

Learn more
The SST inspector: his range of intervention and its consequences

Under the Act respecting Occupational Health and Safety, the CNESST inspector has a broad range of powers. His/her intervention in a given workplace can have serious consequences for an employer. But rest assured there are a number of recourses and defenses available to you. This workshop will allow you to determine when and how to use them effectively.

Learn more
Three good reasons to keep an eye on social media

Faced with the reality that social media are being used by 85% of Quebecers, employers are increasingly monitoring their employees’ online activities. This monitoring process can allow them to manage disability or employment injury case files, to limit damages to the company’s reputation or to avoid the waste of time caused by Internet use for personal purposes during working hours.

Learn more
When doctors get between you and your human resources

HR managers need to ensure that their organisation can count on able employees, while physicians are expected to establish a trusting relationship with their patients. Both sides have their area of expertise and their role to fulfil. Without disputing the role and qualifications of attending physicians, you have the right to ask questions.

Learn more
Work-family balance: not an easy one to achieve

More and more families are concerned with how hard it is to balance their professional duties and their family obligations, both towards their children and towards their aging parents. In this context, you may be wondering whether your employees are covered by the Charter of Human Rights and Freedoms. This training will allow you to get acquainted with the state of the law regarding this issue.

Learn more
Writing a collective agreement

It is generally up to the union to submit the drafts of a collective agreement, but sometimes this task can go to the employer. In this context, it is therefore important to be cognizant of the applicable rules when you are called upon to review certain texts or to write new provisions.

Learn more
View all
Publications

Release date: October 5, 2018
ISBN: 978-2-89730-503-1
Format: Paper , Electronic , Combo

La rédaction d'une convention collective de travail: tout ce que l'employeur doit savoir
La rédaction d'une convention collective de travail: tout ce que l'employeur doit savoir

Release date: September 22, 2015
ISBN: 978-2-89730-154-5
Format: Paper

View all

Isabelle Lauzon

Lawyer

Barreau du Québec 1991

Isabelle Lauzon

Isabelle Lauzon, LL.L.

Lawyer

Barreau du Québec 1991

Phone number

450-973-4020 #267

Email address

ilauzon@lecorre.com

Assistant

Carole Leclerc
450 973-4020 #243
cleclerc@lecorre.com

Isabelle Lauzon advises employers in the day-to-day management of their labour relations either in terms of disciplinary measures, disability, lay-off, dismissal, drafting of contract or policy, pay equity, interpretation and application of the collective agreement. She is an author, legal instructor, lecturer, and the publishing director of our Gestion Plus newsletter. She is also in charge of our research department and participates in the strategic direction of our mandates.

Academic training
  • University of Ottawa - LL.L. - 1990 
  • Université de Montréal - Studies for a Master degree in law (LLM) - 1993-1994
  • Université de Montréal, Bachelor of Science in biology  (BSc) - 1986

 

Academic distinctions and scholarships

  • Excellence scholarship offered by the Barreau du Québec - 1990
  • Scholarship offered by the Barreau du Québec to the person with the highest cumulative average aiming for its admission - 1990
  • Recipient of the Gold Medal of the University of Ottawa summa cum laude - 1990
  • Excellence scholarship from the University of Ottawa - 1989
  • Scholarship offered by the University of Ottawa to the most distinguished person academically within the Faculty of Law - 1989
Professional Affiliations
  • Member of the Barreau du Québec
  • Member of the Canadian Association of Counsel to Employers (CACE)
Workshops

Take a front row seat for this annual review of Occupational Health and Safety, and of the rulings by the Tribunal administratif du travail that have impacted the day to day operations of employers in 2019. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
5 tricks and tips to make the best of managing your occupational injuries cases

Being proactive in managing cases of occupational injury, does that ring a bell? Are you among those who simply respond when they receive medical certificates and decisions by the CNESST, or rather among those who know from the outset the date of the next medical assessment of the employee on medical leave and who try to influence the upcoming decision? Are you inclined to concur with the opinion of the employee’s physician or do you exercise the rights available to you under the AIAOD, as soon as possible, to bring the cost of a claim down to a minimum? Upstream action, with an overall realistic understanding of the case, instead of reacting to events as they come, can make all the difference in terms of financial outcomes.

Learn more
A practical up-to-date approach to labour standards

The relationships between an employer and his employees and executives are governed on a daily basis by a number of legislative provisions. It is essential for any HR manager to have a working knowledge of minimal labour standards, of the notices to be given in cases involving termination of employment, and of the recourses provided by the Act respecting Labour Standards.

Learn more
Access to medical information: everything an employer is entitled to know

In the context of managing your employees, you will need to obtain and interpret a great deal of medical information. Whether at the time of hiring, or in the case of absence due to a personal or professional health issue, or of an employee going back to work or simply for purposes of assessing an employee’s ability to work, you will need comprehensive and precise information in order to make informed decisions.

Learn more
Accident investigation : it's much more then forms!

The primary purpose of an investigationand analysis is to obtain and preserve reliable, relevant information and learn the exact circumstances of a workplace accident. When carried out without delay, investigation is a highly effective tool for dealing with dubious cases and implementing the relevant corrective measures.

Learn more
Alcohol, drugs and addictions: what are your rights and obligations

Problems related to alcohol, drug and medication consumption are omnipresent in all social spheres. The workplace is no exception. Yet, the management of employees' consumption of intoxicating substances affecting work performance is often neglected or inadequate, and this laxity can have serious consequences. For this reason, it is important that management move quickly and effectively when an employee’s work performance is affected by alcohol, drug or medication consumption.

Learn more
Claims for psychological injuries: from theory to practice

Claims for psychological injuries are part of the most complex category of injuries to deal with. They involve the intangible: human factors, perceptions, work dynamics. With so much subjectivity and given the absence of specific provisions in the Act respecting industrial accidents and occupational diseases, it is important to take stock of the positions adopted by the courts and to get a good grasp of applicable guidelines. This workshop is intended for participants who have a good basic knowledge of claims management.

Learn more
Dealing with unionization

All employers have a strong reaction to their first union raid. The best way to deal with unionization is to find out what might prompt it. Even an employer who is aware of the pitfalls and knows how to avoid them may one day be faced with an application for certification, despite sound practices in human resources management.

Learn more
Difficult employees: what lies around gets dusty

Most of us have been faced with situations involving employees whose interpersonal relationships with coworkers and/or managers can be problematic: angry, querulous, oppositional or just plain edgy employees with an attitude that cannot help but be corrosive to the working atmosphere. Whether this kind of behaviour arises occasionally or chronically, it is essential for managers to intervene to prevent the situation from degenerating.

Learn more
Documenting a Court hearing before the TAT, division SST

Any ruling by the Tribunal administratif du travail (TAT), division santé et sécurité du travail (previously the CLP) can have significant consequences for your company. Since the TAT, division SST, makes the final decision regarding challenges by the parties, you will not get a second chance to submit convincing evidence. Preparation is the key to success. For your benefit or that of your representative, identify and collect all necessary documents in preparation for the hearing.

Learn more
Drafting corporate policies and an employee handbook

As part of their responsibilities, human resources and labour relations professionals are sometimes called upon to establish corporate policies. They must have a clear grasp of the issues related to the development, distribution and implementation of these policies. This training workshop, which primarily focuses on non-unionized companies, is designed to provide all participants with several policy templates and to clarify the associated legal constraints. It is intended for labour relations professionals who have less than 5 years’ experience or who want to review some of the policies in place.

Learn more
From hiring to termination of employment

In Quebec, there are several laws governing the different aspects of the employer/employee relationship. From time of hiring to termination of employment, employers find themselves subjected to court-imposed rules that are often hard to reconcile with such objectives as efficiency and productivity. You will be introduced to the concepts and rules applicable at time of hiring, during employment and upon termination of employment, as illustrated by means of concrete examples.

Learn more
Gradation of sanctions: when to give a second chance?

In matters of disciplinary sanctions, the employer must abide by the principle of gradation in order to give an employee the chance to correct perceived misconduct, except in cases where the latter is serious enough as to completely sever the bond of trust required to maintain the employment relationship.

Learn more
How to draft a disciplinary measure

Words spoken fly away, words written remain. We all hear the ring of truth in this proverb that calls for prudence, reminding us that, unlike spoken words, written statements leave traces. Drafting a disciplinary measure is therefore an important exercise and any manager should make a point of mastering it.

Learn more
How to draft an agreement pursuant to a settlement

As an administrator, you are expected to negotiate agreements with your employees in order to avoid litigation or to bring closure to it, whether it is a termination of employment agreement, or the settlement of a grievance or complaint to the Tribunal administratif du travail (TAT). The document that legalizes this agreement is called a transaction, which is subject to the rules of contract law. The writing of this agreement is important!

Learn more
How to draft an expert's mandate?

One of the tools available to a manager in charge of disability cases is the medical assessment. Considering the determining impact that a medical assessment will have on how the case unfolds, it is important to use the physician’s expertise as thoroughly as possible. He is the expert after all!

Learn more
How to draft an objection to a SST claim?

Those responsible for managing SST claims are often under the impression that workers’ compensation by the CNESST has practically become automatic, and that they don’t have a voice in the matter. However, though this may be somewhat time consuming, a timely submission of the employer’s viewpoint in a written objection to the CNESST can be a success factor. How can you criticize the CNESST for having accepted a claim when relevant facts that should have led to its dismissal were not brought to its attention? You can be sure that the worker will not do this on your behalf...

Learn more
Labour Relations: What happened in 2018?

Take a front row seat for this annual review of Labour Relations, and of the rulings that have impacted the day to day operations of employers in 2018. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
Labour Relations: What happened in 2019?

Take a front row seat for this annual review of Labour Relations, and of the rulings that have impacted the day to day operations of employers in 2019. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
Loyalty is a choice: have your employees made the right one?

Every employee has a duty of loyalty towards his/her employer, whether at time of hiring, during employment, and even after termination of employment. However, as shown all too often in case law, lack of loyalty is a frequent offence: false statements at time of hiring or during employment, document forgery, theft or fraud, conflict of interest, public criticism or denunciation of the employer, violation of confidentiality, non-collaboration and non-compliance with non-competition and/or non-solicitation clauses, all these are offences related to the duty of loyalty.

Learn more
Management of discipline and dismissal

Managing discipline is no easy task. As an employer, you must deal with the human aspect, with motivation and the need to keep the business productive. You must also deal with the many possible recourses available to employees, whether unionized or not. The decision to dismiss is rarely taken lightly by an employer; however a poorly prepared case file can have serious financial consequences.

Learn more
Managing absenteeism

Absenteeism is a growing concern in any business. Replacement costs, shuffling employees to fill vacant positions, and loss of productivity are just some of the factors that force any thriving business to control absenteeism as much as possible. A casual approach leads to even more serious consequences: the loss of motivation among workers who are not delinquent absentees.

Learn more
Managing employment injuries: the basics of cost control - Day 1 - Initiation

Sound management of employment injuries means taking effective, timely actions. In the context of this workshop, new managers will gain the basic knowledge they need to assess the eligibility of employment injury claims and to challenge them. They will know how to set up a temporary assignment, and when and how to activate the medical assessment process. They will learn to make effective use of the challenge mechanisms provided by law.

Learn more
Mental health and labour relations: better understanding for better action

According to a report by Health Canada, one out of every five individuals will develop a mental health problem at some point in his or her lifetime. Naturally, this ever increasing trend is reflected in the workplace and in your organization. How widespread is this new phenomenon, and what is its impact on managing your employees?

Learn more
Neglecting occupational health and safety: who goes to jail?

The Criminal Code foresees that all managers - from CEOs to foremen - may be held criminally liable for health and safety infractions. As the first criminal lawsuits are being launched against companies and the CNESST is watching employers more closely than ever - what do you need to know, and what should you do?

Learn more
Negotiating a collective agreement

The collective agreement is the contract that will have the greatest impact on the daily management of your business. A negotiation has to be planed and prepared. To this end, the expertise of seasoned negotiators is available to you. Negotiations should be planned for. We will give you the tools you need to prepare your team of negotiators. If you wish to deepen your knowledge, the workshop Writing a collective agreement is held the next day. You can register for both workshops for $ 1,350 plus taxes.

Learn more
Negotiating and writing a collective agreement

The collective agreement is the contract that will have the greatest impact on the way you manage your business on a daily basis. As you work out this agreement, take advantage of the expertise of accomplished negotiators. Such negotiations need planning. We will provide you with the necessary tools to prepare and write your collective agreement.

Learn more
Psychological harassment in the workplace

The legislature introduced a change to the Act respecting labour standards which imposes on employers a two-fold responsibility concerning psychological harassment. Employers must take reasonable means to prevent psychological harassment and, when such conduct is brought to their attention, to put a stop to it. The Act now prohibits the harassment that may happen between co-workers, or by suppliers or clients, as well as that which may occur when you exercise managerial rights.

Learn more
Psychological harassment: conducting effective investigations for swift solutions

Managing psychological harassment complaints is a very delicate process, often fraught with numerous obstacles. It is imperative that the designated investigating officer should have the necessary qualifications and tools to overcome such obstacles. This workshop is based on our experience over the past years, with abundant references to case-law.

Learn more
Retrospective billing of employers: 7 winning practices to review the financial status of your SST file

As an employer subject to retrospective billing, each dollar paid by the CNESST to compensate an employee can ultimately cost you up to $5.50 in contributions, and can amount to nearly $8.00 at the time of the interim adjustment. Learn how this billing methodology works, and how to use it to your advantage by implementing clear orientations and concrete actions. Understand how actions taken in the context of managing compensation case files can impact your CNESST expenses (contributions and adjustments). This training will allow you to gain a general understanding of retrospective billing, and will prove useful in developing your management strategies. It will enable you to better understand the actions that lead to credits and/or situations that entail contribution surcharges.

Learn more
SST : 8 good reasons to ask for the suspension of indemnities of the CNESST

Many employers are unaware that a valuable tool exists to encourage injured workers to comply with their obligations under the Act respecting industrial accidents and occupational diseases (LATMP): section 142. This approach allows CNESST to reduce or suspend an allowance paid to a worker as a result of an employment injury, where the worker refuses to cooperate. Know how to easily identify these situations and become more proactive in the follow-up of your files in order to reduce the duration of the compensation

Learn more
SST : Could Facebook and other social networks be helpful to you?

Many employers believe that publications made by employees on social media are in the realm of privacy. However, although the public is more aware of the problem of privacy and the protection of personal information, users of various social networks publish a significant amount of information and photos that may be of great interest to an informed employer. You could use publications made on social media as part of the management of your employment injury files or before the Tribunal in litigation. In this workshop, you will learn about the limitations of viewing one of your employees' profiles on various social networks, the settings that apply to their use, and the role they can play on the result of a dispute.

Learn more
SST: get a handle on cost allocation and reduce your contributions

SST contributions are a critical budget issue for most employers. Too many employment injuries are the result of third party involvement or of a personal condition which predisposes a worker to injury under circumstances which are not normally hazardous. There are cost transferring and cost sharing mechanisms which can alleviate the impact of such situations.

Learn more
Strategic management of employment injuries: what if you could do even better? Day 2 - Development

Despite appropriate actions taken in managing employment injury claims, some cases can get past even the most seasoned managers. Due to their medical complexity, or the recurring issues they involve and that impede the effectiveness of your actions, such cases often require a great deal of energy, with little results. Learn to control costs and to optimize management in such complex cases. This workshop will review applicable solutions in cases involving fraudulent claims, as well as obstacles to setting up a temporary assignment and to the medical assessment. In addition, we will address the importance of a consistent challenge strategy in order to minimize the duration of compensation.

Learn more
Successful conciliation before the TAT, division SST

The Act to establish the Administrative Labour Tribunal provides the parties with a choice option in the context of a hearing: conciliation. Thanks to this flexible process, the employer can enter into an agreement that is intended to be beneficial. Reduce the risks, costs and financial impacts of employment injuries, as well as preparation time for a hearing before the TAT, division SST by learning to negotiate your own conciliations and settle your disputes yourself.

Learn more
Taking advantage of section 329 of the LATMP: Learn to identify potential gains and to write a convincing application for sharing imputed costs

The cost of employment injuries occurring in your establishment and the contributions required of you by the CNESST can become a major financial concern for your company. Section 329 of the Act respecting industrial accidents and occupational diseases states that an employer may be entitled to sharing imputed costs in relation to an employment injury case if it is proven that the worker was “already handicapped when his employment injury appears”. Know how to take advantage of this section and learn how to assert your rights to limit the costs imputed to you as the employer by writing convincing cost sharing applications to the CNESST.

Learn more
The obligation to accommodate: myths and realities

Every employer has the obligation to accommodate, whether it applies to a handicap, religion or any other motive of discrimination covered under the Charter. Through this training session, our goal is to demystify this obligation, which, as you will see, is not altogether without limits.

Learn more
The SST inspector: his range of intervention and its consequences

Under the Act respecting Occupational Health and Safety, the CNESST inspector has a broad range of powers. His/her intervention in a given workplace can have serious consequences for an employer. But rest assured there are a number of recourses and defenses available to you. This workshop will allow you to determine when and how to use them effectively.

Learn more
Three good reasons to keep an eye on social media

Faced with the reality that social media are being used by 85% of Quebecers, employers are increasingly monitoring their employees’ online activities. This monitoring process can allow them to manage disability or employment injury case files, to limit damages to the company’s reputation or to avoid the waste of time caused by Internet use for personal purposes during working hours.

Learn more
When doctors get between you and your human resources

HR managers need to ensure that their organisation can count on able employees, while physicians are expected to establish a trusting relationship with their patients. Both sides have their area of expertise and their role to fulfil. Without disputing the role and qualifications of attending physicians, you have the right to ask questions.

Learn more
Work-family balance: not an easy one to achieve

More and more families are concerned with how hard it is to balance their professional duties and their family obligations, both towards their children and towards their aging parents. In this context, you may be wondering whether your employees are covered by the Charter of Human Rights and Freedoms. This training will allow you to get acquainted with the state of the law regarding this issue.

Learn more
Writing a collective agreement

It is generally up to the union to submit the drafts of a collective agreement, but sometimes this task can go to the employer. In this context, it is therefore important to be cognizant of the applicable rules when you are called upon to review certain texts or to write new provisions.

Learn more
View all
Publications

Release date: October 5, 2018
ISBN: 978-2-89730-503-1
Format: Paper , Electronic , Combo

La rédaction d'une convention collective de travail: tout ce que l'employeur doit savoir
La rédaction d'une convention collective de travail: tout ce que l'employeur doit savoir

Release date: September 22, 2015
ISBN: 978-2-89730-154-5
Format: Paper

View all

Claude Le Corre

Lawyer

Barreau du Québec 1970

Claude Le Corre

Claude Le Corre, B.C.L., CIRC

Lawyer

Barreau du Québec 1970

Phone number

450 973-4020 #223

Email address

clecorre@lecorre.com

Assistant

Carole Leclerc
450 973-4020 #243
cleclerc@lecorre.com

Claude Le Corre, the firm’s founding partner, counsels and represents employers in labour relations issues, drawing on his experience in traditional negotiation techniques and on his Harvard University training in modern techniques (IBB) (Harvard Negotiation Project). Mr. Le Corre is often called upon to negotiate collective agreements. He is the author of several treatises and advises employers’ organizations on legislative amendments. He was one of the spokesmen of the Conseil du patronat du Québec in various parliamentary committees relating to the rules governing collective agreements.

Academic training
  • Harvard University - Harvard Negotiation Project - Training in modern techniques - 1999
  • McGill University - B.C.L. - 1969
Professional Affiliations
  • Member of the Barreau du Québec
  • Member of the Canadian Bar Association - National Labour and Employment Law Section
  • Member of the Canadian Association of Counsel to Employers (CACE)
  • Member of the Ordre des conseillers en ressources humaines et en relations industrielles agréés du Québec
  • Member of the Conseil du patronat du Québec
Involvement / Outreach
  • Member of the Board of Governors of Portage
Workshops

Take a front row seat for this annual review of Occupational Health and Safety, and of the rulings by the Tribunal administratif du travail that have impacted the day to day operations of employers in 2019. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
5 tricks and tips to make the best of managing your occupational injuries cases

Being proactive in managing cases of occupational injury, does that ring a bell? Are you among those who simply respond when they receive medical certificates and decisions by the CNESST, or rather among those who know from the outset the date of the next medical assessment of the employee on medical leave and who try to influence the upcoming decision? Are you inclined to concur with the opinion of the employee’s physician or do you exercise the rights available to you under the AIAOD, as soon as possible, to bring the cost of a claim down to a minimum? Upstream action, with an overall realistic understanding of the case, instead of reacting to events as they come, can make all the difference in terms of financial outcomes.

Learn more
A practical up-to-date approach to labour standards

The relationships between an employer and his employees and executives are governed on a daily basis by a number of legislative provisions. It is essential for any HR manager to have a working knowledge of minimal labour standards, of the notices to be given in cases involving termination of employment, and of the recourses provided by the Act respecting Labour Standards.

Learn more
Access to medical information: everything an employer is entitled to know

In the context of managing your employees, you will need to obtain and interpret a great deal of medical information. Whether at the time of hiring, or in the case of absence due to a personal or professional health issue, or of an employee going back to work or simply for purposes of assessing an employee’s ability to work, you will need comprehensive and precise information in order to make informed decisions.

Learn more
Accident investigation : it's much more then forms!

The primary purpose of an investigationand analysis is to obtain and preserve reliable, relevant information and learn the exact circumstances of a workplace accident. When carried out without delay, investigation is a highly effective tool for dealing with dubious cases and implementing the relevant corrective measures.

Learn more
Alcohol, drugs and addictions: what are your rights and obligations

Problems related to alcohol, drug and medication consumption are omnipresent in all social spheres. The workplace is no exception. Yet, the management of employees' consumption of intoxicating substances affecting work performance is often neglected or inadequate, and this laxity can have serious consequences. For this reason, it is important that management move quickly and effectively when an employee’s work performance is affected by alcohol, drug or medication consumption.

Learn more
Claims for psychological injuries: from theory to practice

Claims for psychological injuries are part of the most complex category of injuries to deal with. They involve the intangible: human factors, perceptions, work dynamics. With so much subjectivity and given the absence of specific provisions in the Act respecting industrial accidents and occupational diseases, it is important to take stock of the positions adopted by the courts and to get a good grasp of applicable guidelines. This workshop is intended for participants who have a good basic knowledge of claims management.

Learn more
Dealing with unionization

All employers have a strong reaction to their first union raid. The best way to deal with unionization is to find out what might prompt it. Even an employer who is aware of the pitfalls and knows how to avoid them may one day be faced with an application for certification, despite sound practices in human resources management.

Learn more
Difficult employees: what lies around gets dusty

Most of us have been faced with situations involving employees whose interpersonal relationships with coworkers and/or managers can be problematic: angry, querulous, oppositional or just plain edgy employees with an attitude that cannot help but be corrosive to the working atmosphere. Whether this kind of behaviour arises occasionally or chronically, it is essential for managers to intervene to prevent the situation from degenerating.

Learn more
Documenting a Court hearing before the TAT, division SST

Any ruling by the Tribunal administratif du travail (TAT), division santé et sécurité du travail (previously the CLP) can have significant consequences for your company. Since the TAT, division SST, makes the final decision regarding challenges by the parties, you will not get a second chance to submit convincing evidence. Preparation is the key to success. For your benefit or that of your representative, identify and collect all necessary documents in preparation for the hearing.

Learn more
Drafting corporate policies and an employee handbook

As part of their responsibilities, human resources and labour relations professionals are sometimes called upon to establish corporate policies. They must have a clear grasp of the issues related to the development, distribution and implementation of these policies. This training workshop, which primarily focuses on non-unionized companies, is designed to provide all participants with several policy templates and to clarify the associated legal constraints. It is intended for labour relations professionals who have less than 5 years’ experience or who want to review some of the policies in place.

Learn more
From hiring to termination of employment

In Quebec, there are several laws governing the different aspects of the employer/employee relationship. From time of hiring to termination of employment, employers find themselves subjected to court-imposed rules that are often hard to reconcile with such objectives as efficiency and productivity. You will be introduced to the concepts and rules applicable at time of hiring, during employment and upon termination of employment, as illustrated by means of concrete examples.

Learn more
Gradation of sanctions: when to give a second chance?

In matters of disciplinary sanctions, the employer must abide by the principle of gradation in order to give an employee the chance to correct perceived misconduct, except in cases where the latter is serious enough as to completely sever the bond of trust required to maintain the employment relationship.

Learn more
How to draft a disciplinary measure

Words spoken fly away, words written remain. We all hear the ring of truth in this proverb that calls for prudence, reminding us that, unlike spoken words, written statements leave traces. Drafting a disciplinary measure is therefore an important exercise and any manager should make a point of mastering it.

Learn more
How to draft an agreement pursuant to a settlement

As an administrator, you are expected to negotiate agreements with your employees in order to avoid litigation or to bring closure to it, whether it is a termination of employment agreement, or the settlement of a grievance or complaint to the Tribunal administratif du travail (TAT). The document that legalizes this agreement is called a transaction, which is subject to the rules of contract law. The writing of this agreement is important!

Learn more
How to draft an expert's mandate?

One of the tools available to a manager in charge of disability cases is the medical assessment. Considering the determining impact that a medical assessment will have on how the case unfolds, it is important to use the physician’s expertise as thoroughly as possible. He is the expert after all!

Learn more
How to draft an objection to a SST claim?

Those responsible for managing SST claims are often under the impression that workers’ compensation by the CNESST has practically become automatic, and that they don’t have a voice in the matter. However, though this may be somewhat time consuming, a timely submission of the employer’s viewpoint in a written objection to the CNESST can be a success factor. How can you criticize the CNESST for having accepted a claim when relevant facts that should have led to its dismissal were not brought to its attention? You can be sure that the worker will not do this on your behalf...

Learn more
Labour Relations: What happened in 2018?

Take a front row seat for this annual review of Labour Relations, and of the rulings that have impacted the day to day operations of employers in 2018. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
Labour Relations: What happened in 2019?

Take a front row seat for this annual review of Labour Relations, and of the rulings that have impacted the day to day operations of employers in 2019. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
Loyalty is a choice: have your employees made the right one?

Every employee has a duty of loyalty towards his/her employer, whether at time of hiring, during employment, and even after termination of employment. However, as shown all too often in case law, lack of loyalty is a frequent offence: false statements at time of hiring or during employment, document forgery, theft or fraud, conflict of interest, public criticism or denunciation of the employer, violation of confidentiality, non-collaboration and non-compliance with non-competition and/or non-solicitation clauses, all these are offences related to the duty of loyalty.

Learn more
Management of discipline and dismissal

Managing discipline is no easy task. As an employer, you must deal with the human aspect, with motivation and the need to keep the business productive. You must also deal with the many possible recourses available to employees, whether unionized or not. The decision to dismiss is rarely taken lightly by an employer; however a poorly prepared case file can have serious financial consequences.

Learn more
Managing absenteeism

Absenteeism is a growing concern in any business. Replacement costs, shuffling employees to fill vacant positions, and loss of productivity are just some of the factors that force any thriving business to control absenteeism as much as possible. A casual approach leads to even more serious consequences: the loss of motivation among workers who are not delinquent absentees.

Learn more
Managing employment injuries: the basics of cost control - Day 1 - Initiation

Sound management of employment injuries means taking effective, timely actions. In the context of this workshop, new managers will gain the basic knowledge they need to assess the eligibility of employment injury claims and to challenge them. They will know how to set up a temporary assignment, and when and how to activate the medical assessment process. They will learn to make effective use of the challenge mechanisms provided by law.

Learn more
Mental health and labour relations: better understanding for better action

According to a report by Health Canada, one out of every five individuals will develop a mental health problem at some point in his or her lifetime. Naturally, this ever increasing trend is reflected in the workplace and in your organization. How widespread is this new phenomenon, and what is its impact on managing your employees?

Learn more
Neglecting occupational health and safety: who goes to jail?

The Criminal Code foresees that all managers - from CEOs to foremen - may be held criminally liable for health and safety infractions. As the first criminal lawsuits are being launched against companies and the CNESST is watching employers more closely than ever - what do you need to know, and what should you do?

Learn more
Negotiating a collective agreement

The collective agreement is the contract that will have the greatest impact on the daily management of your business. A negotiation has to be planed and prepared. To this end, the expertise of seasoned negotiators is available to you. Negotiations should be planned for. We will give you the tools you need to prepare your team of negotiators. If you wish to deepen your knowledge, the workshop Writing a collective agreement is held the next day. You can register for both workshops for $ 1,350 plus taxes.

Learn more
Negotiating and writing a collective agreement

The collective agreement is the contract that will have the greatest impact on the way you manage your business on a daily basis. As you work out this agreement, take advantage of the expertise of accomplished negotiators. Such negotiations need planning. We will provide you with the necessary tools to prepare and write your collective agreement.

Learn more
Psychological harassment in the workplace

The legislature introduced a change to the Act respecting labour standards which imposes on employers a two-fold responsibility concerning psychological harassment. Employers must take reasonable means to prevent psychological harassment and, when such conduct is brought to their attention, to put a stop to it. The Act now prohibits the harassment that may happen between co-workers, or by suppliers or clients, as well as that which may occur when you exercise managerial rights.

Learn more
Psychological harassment: conducting effective investigations for swift solutions

Managing psychological harassment complaints is a very delicate process, often fraught with numerous obstacles. It is imperative that the designated investigating officer should have the necessary qualifications and tools to overcome such obstacles. This workshop is based on our experience over the past years, with abundant references to case-law.

Learn more
Retrospective billing of employers: 7 winning practices to review the financial status of your SST file

As an employer subject to retrospective billing, each dollar paid by the CNESST to compensate an employee can ultimately cost you up to $5.50 in contributions, and can amount to nearly $8.00 at the time of the interim adjustment. Learn how this billing methodology works, and how to use it to your advantage by implementing clear orientations and concrete actions. Understand how actions taken in the context of managing compensation case files can impact your CNESST expenses (contributions and adjustments). This training will allow you to gain a general understanding of retrospective billing, and will prove useful in developing your management strategies. It will enable you to better understand the actions that lead to credits and/or situations that entail contribution surcharges.

Learn more
SST : 8 good reasons to ask for the suspension of indemnities of the CNESST

Many employers are unaware that a valuable tool exists to encourage injured workers to comply with their obligations under the Act respecting industrial accidents and occupational diseases (LATMP): section 142. This approach allows CNESST to reduce or suspend an allowance paid to a worker as a result of an employment injury, where the worker refuses to cooperate. Know how to easily identify these situations and become more proactive in the follow-up of your files in order to reduce the duration of the compensation

Learn more
SST : Could Facebook and other social networks be helpful to you?

Many employers believe that publications made by employees on social media are in the realm of privacy. However, although the public is more aware of the problem of privacy and the protection of personal information, users of various social networks publish a significant amount of information and photos that may be of great interest to an informed employer. You could use publications made on social media as part of the management of your employment injury files or before the Tribunal in litigation. In this workshop, you will learn about the limitations of viewing one of your employees' profiles on various social networks, the settings that apply to their use, and the role they can play on the result of a dispute.

Learn more
SST: get a handle on cost allocation and reduce your contributions

SST contributions are a critical budget issue for most employers. Too many employment injuries are the result of third party involvement or of a personal condition which predisposes a worker to injury under circumstances which are not normally hazardous. There are cost transferring and cost sharing mechanisms which can alleviate the impact of such situations.

Learn more
Strategic management of employment injuries: what if you could do even better? Day 2 - Development

Despite appropriate actions taken in managing employment injury claims, some cases can get past even the most seasoned managers. Due to their medical complexity, or the recurring issues they involve and that impede the effectiveness of your actions, such cases often require a great deal of energy, with little results. Learn to control costs and to optimize management in such complex cases. This workshop will review applicable solutions in cases involving fraudulent claims, as well as obstacles to setting up a temporary assignment and to the medical assessment. In addition, we will address the importance of a consistent challenge strategy in order to minimize the duration of compensation.

Learn more
Successful conciliation before the TAT, division SST

The Act to establish the Administrative Labour Tribunal provides the parties with a choice option in the context of a hearing: conciliation. Thanks to this flexible process, the employer can enter into an agreement that is intended to be beneficial. Reduce the risks, costs and financial impacts of employment injuries, as well as preparation time for a hearing before the TAT, division SST by learning to negotiate your own conciliations and settle your disputes yourself.

Learn more
Taking advantage of section 329 of the LATMP: Learn to identify potential gains and to write a convincing application for sharing imputed costs

The cost of employment injuries occurring in your establishment and the contributions required of you by the CNESST can become a major financial concern for your company. Section 329 of the Act respecting industrial accidents and occupational diseases states that an employer may be entitled to sharing imputed costs in relation to an employment injury case if it is proven that the worker was “already handicapped when his employment injury appears”. Know how to take advantage of this section and learn how to assert your rights to limit the costs imputed to you as the employer by writing convincing cost sharing applications to the CNESST.

Learn more
The obligation to accommodate: myths and realities

Every employer has the obligation to accommodate, whether it applies to a handicap, religion or any other motive of discrimination covered under the Charter. Through this training session, our goal is to demystify this obligation, which, as you will see, is not altogether without limits.

Learn more
The SST inspector: his range of intervention and its consequences

Under the Act respecting Occupational Health and Safety, the CNESST inspector has a broad range of powers. His/her intervention in a given workplace can have serious consequences for an employer. But rest assured there are a number of recourses and defenses available to you. This workshop will allow you to determine when and how to use them effectively.

Learn more
Three good reasons to keep an eye on social media

Faced with the reality that social media are being used by 85% of Quebecers, employers are increasingly monitoring their employees’ online activities. This monitoring process can allow them to manage disability or employment injury case files, to limit damages to the company’s reputation or to avoid the waste of time caused by Internet use for personal purposes during working hours.

Learn more
When doctors get between you and your human resources

HR managers need to ensure that their organisation can count on able employees, while physicians are expected to establish a trusting relationship with their patients. Both sides have their area of expertise and their role to fulfil. Without disputing the role and qualifications of attending physicians, you have the right to ask questions.

Learn more
Work-family balance: not an easy one to achieve

More and more families are concerned with how hard it is to balance their professional duties and their family obligations, both towards their children and towards their aging parents. In this context, you may be wondering whether your employees are covered by the Charter of Human Rights and Freedoms. This training will allow you to get acquainted with the state of the law regarding this issue.

Learn more
Writing a collective agreement

It is generally up to the union to submit the drafts of a collective agreement, but sometimes this task can go to the employer. In this context, it is therefore important to be cognizant of the applicable rules when you are called upon to review certain texts or to write new provisions.

Learn more
View all
Publications

Release date: October 5, 2018
ISBN: 978-2-89730-503-1
Format: Paper , Electronic , Combo

La rédaction d'une convention collective de travail: tout ce que l'employeur doit savoir
La rédaction d'une convention collective de travail: tout ce que l'employeur doit savoir

Release date: September 22, 2015
ISBN: 978-2-89730-154-5
Format: Paper

View all

Mylène Lussier

Health and Safety Advisor and Paralegal
Mylène Lussier

Mylène Lussier, LL.B., CIRC

Health and Safety Advisor and Paralegal

Phone number

450 973-4020 #252

Email address

mlussier@lecorre.com

Before developing her wide-ranging expertise in occupational health and safety matters, namely due to her hands-on experience in managing absenteeism cases in the public and private sectors, Mylène Lussier started her career as a paralegal in the CSST’s (now the CNESST) legal services department. She joined our firm in 2004 and specializes in giving strategic advice and managing professional injury claims. Ms. Lussier is an author, lecturer and instructor, who helps prepare our clients’ cases for hearing and conciliation. With more than twenty years of experience in researching occupational health and safety, she is the reference for legal trends in the subject. She has a marked interest for psychological injury claims, which represent a substantial part of the cases she must manage. She is an author, lecturer and instructor and contributes to our publications.

Academic training
  • Université du Québec à Montréal - L.L.B. - 2005
  • Université du Québec à Montréal - Certificate in employment and social law - 1999
Professional Affiliations
  • Member of the Ordre des conseillers en ressources humaines agréés
Involvement / Outreach

Conferences and trainings


Other publications

  • La filature 10 ans après Bridgestone/Firestone: admissibilité devant la C.L.P., utilité et conséquencesDéveloppements récents en droit de la santé et de la sécurité du travail, Éditions Yvon Blais, 2010
  • Obération injuste dans les cas de contribution majoritaire d’un tiers : l’affaire ministère des Transports et son influence, Développements récents en santé et sécurité du travail, Éditions Yvon Blais, 2009
Workshops

Take a front row seat for this annual review of Occupational Health and Safety, and of the rulings by the Tribunal administratif du travail that have impacted the day to day operations of employers in 2019. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
5 tricks and tips to make the best of managing your occupational injuries cases

Being proactive in managing cases of occupational injury, does that ring a bell? Are you among those who simply respond when they receive medical certificates and decisions by the CNESST, or rather among those who know from the outset the date of the next medical assessment of the employee on medical leave and who try to influence the upcoming decision? Are you inclined to concur with the opinion of the employee’s physician or do you exercise the rights available to you under the AIAOD, as soon as possible, to bring the cost of a claim down to a minimum? Upstream action, with an overall realistic understanding of the case, instead of reacting to events as they come, can make all the difference in terms of financial outcomes.

Learn more
A practical up-to-date approach to labour standards

The relationships between an employer and his employees and executives are governed on a daily basis by a number of legislative provisions. It is essential for any HR manager to have a working knowledge of minimal labour standards, of the notices to be given in cases involving termination of employment, and of the recourses provided by the Act respecting Labour Standards.

Learn more
Access to medical information: everything an employer is entitled to know

In the context of managing your employees, you will need to obtain and interpret a great deal of medical information. Whether at the time of hiring, or in the case of absence due to a personal or professional health issue, or of an employee going back to work or simply for purposes of assessing an employee’s ability to work, you will need comprehensive and precise information in order to make informed decisions.

Learn more
Accident investigation : it's much more then forms!

The primary purpose of an investigationand analysis is to obtain and preserve reliable, relevant information and learn the exact circumstances of a workplace accident. When carried out without delay, investigation is a highly effective tool for dealing with dubious cases and implementing the relevant corrective measures.

Learn more
Alcohol, drugs and addictions: what are your rights and obligations

Problems related to alcohol, drug and medication consumption are omnipresent in all social spheres. The workplace is no exception. Yet, the management of employees' consumption of intoxicating substances affecting work performance is often neglected or inadequate, and this laxity can have serious consequences. For this reason, it is important that management move quickly and effectively when an employee’s work performance is affected by alcohol, drug or medication consumption.

Learn more
Claims for psychological injuries: from theory to practice

Claims for psychological injuries are part of the most complex category of injuries to deal with. They involve the intangible: human factors, perceptions, work dynamics. With so much subjectivity and given the absence of specific provisions in the Act respecting industrial accidents and occupational diseases, it is important to take stock of the positions adopted by the courts and to get a good grasp of applicable guidelines. This workshop is intended for participants who have a good basic knowledge of claims management.

Learn more
Dealing with unionization

All employers have a strong reaction to their first union raid. The best way to deal with unionization is to find out what might prompt it. Even an employer who is aware of the pitfalls and knows how to avoid them may one day be faced with an application for certification, despite sound practices in human resources management.

Learn more
Difficult employees: what lies around gets dusty

Most of us have been faced with situations involving employees whose interpersonal relationships with coworkers and/or managers can be problematic: angry, querulous, oppositional or just plain edgy employees with an attitude that cannot help but be corrosive to the working atmosphere. Whether this kind of behaviour arises occasionally or chronically, it is essential for managers to intervene to prevent the situation from degenerating.

Learn more
Documenting a Court hearing before the TAT, division SST

Any ruling by the Tribunal administratif du travail (TAT), division santé et sécurité du travail (previously the CLP) can have significant consequences for your company. Since the TAT, division SST, makes the final decision regarding challenges by the parties, you will not get a second chance to submit convincing evidence. Preparation is the key to success. For your benefit or that of your representative, identify and collect all necessary documents in preparation for the hearing.

Learn more
Drafting corporate policies and an employee handbook

As part of their responsibilities, human resources and labour relations professionals are sometimes called upon to establish corporate policies. They must have a clear grasp of the issues related to the development, distribution and implementation of these policies. This training workshop, which primarily focuses on non-unionized companies, is designed to provide all participants with several policy templates and to clarify the associated legal constraints. It is intended for labour relations professionals who have less than 5 years’ experience or who want to review some of the policies in place.

Learn more
From hiring to termination of employment

In Quebec, there are several laws governing the different aspects of the employer/employee relationship. From time of hiring to termination of employment, employers find themselves subjected to court-imposed rules that are often hard to reconcile with such objectives as efficiency and productivity. You will be introduced to the concepts and rules applicable at time of hiring, during employment and upon termination of employment, as illustrated by means of concrete examples.

Learn more
Gradation of sanctions: when to give a second chance?

In matters of disciplinary sanctions, the employer must abide by the principle of gradation in order to give an employee the chance to correct perceived misconduct, except in cases where the latter is serious enough as to completely sever the bond of trust required to maintain the employment relationship.

Learn more
How to draft a disciplinary measure

Words spoken fly away, words written remain. We all hear the ring of truth in this proverb that calls for prudence, reminding us that, unlike spoken words, written statements leave traces. Drafting a disciplinary measure is therefore an important exercise and any manager should make a point of mastering it.

Learn more
How to draft an agreement pursuant to a settlement

As an administrator, you are expected to negotiate agreements with your employees in order to avoid litigation or to bring closure to it, whether it is a termination of employment agreement, or the settlement of a grievance or complaint to the Tribunal administratif du travail (TAT). The document that legalizes this agreement is called a transaction, which is subject to the rules of contract law. The writing of this agreement is important!

Learn more
How to draft an expert's mandate?

One of the tools available to a manager in charge of disability cases is the medical assessment. Considering the determining impact that a medical assessment will have on how the case unfolds, it is important to use the physician’s expertise as thoroughly as possible. He is the expert after all!

Learn more
How to draft an objection to a SST claim?

Those responsible for managing SST claims are often under the impression that workers’ compensation by the CNESST has practically become automatic, and that they don’t have a voice in the matter. However, though this may be somewhat time consuming, a timely submission of the employer’s viewpoint in a written objection to the CNESST can be a success factor. How can you criticize the CNESST for having accepted a claim when relevant facts that should have led to its dismissal were not brought to its attention? You can be sure that the worker will not do this on your behalf...

Learn more
Labour Relations: What happened in 2018?

Take a front row seat for this annual review of Labour Relations, and of the rulings that have impacted the day to day operations of employers in 2018. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
Labour Relations: What happened in 2019?

Take a front row seat for this annual review of Labour Relations, and of the rulings that have impacted the day to day operations of employers in 2019. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
Loyalty is a choice: have your employees made the right one?

Every employee has a duty of loyalty towards his/her employer, whether at time of hiring, during employment, and even after termination of employment. However, as shown all too often in case law, lack of loyalty is a frequent offence: false statements at time of hiring or during employment, document forgery, theft or fraud, conflict of interest, public criticism or denunciation of the employer, violation of confidentiality, non-collaboration and non-compliance with non-competition and/or non-solicitation clauses, all these are offences related to the duty of loyalty.

Learn more
Management of discipline and dismissal

Managing discipline is no easy task. As an employer, you must deal with the human aspect, with motivation and the need to keep the business productive. You must also deal with the many possible recourses available to employees, whether unionized or not. The decision to dismiss is rarely taken lightly by an employer; however a poorly prepared case file can have serious financial consequences.

Learn more
Managing absenteeism

Absenteeism is a growing concern in any business. Replacement costs, shuffling employees to fill vacant positions, and loss of productivity are just some of the factors that force any thriving business to control absenteeism as much as possible. A casual approach leads to even more serious consequences: the loss of motivation among workers who are not delinquent absentees.

Learn more
Managing employment injuries: the basics of cost control - Day 1 - Initiation

Sound management of employment injuries means taking effective, timely actions. In the context of this workshop, new managers will gain the basic knowledge they need to assess the eligibility of employment injury claims and to challenge them. They will know how to set up a temporary assignment, and when and how to activate the medical assessment process. They will learn to make effective use of the challenge mechanisms provided by law.

Learn more
Mental health and labour relations: better understanding for better action

According to a report by Health Canada, one out of every five individuals will develop a mental health problem at some point in his or her lifetime. Naturally, this ever increasing trend is reflected in the workplace and in your organization. How widespread is this new phenomenon, and what is its impact on managing your employees?

Learn more
Neglecting occupational health and safety: who goes to jail?

The Criminal Code foresees that all managers - from CEOs to foremen - may be held criminally liable for health and safety infractions. As the first criminal lawsuits are being launched against companies and the CNESST is watching employers more closely than ever - what do you need to know, and what should you do?

Learn more
Negotiating a collective agreement

The collective agreement is the contract that will have the greatest impact on the daily management of your business. A negotiation has to be planed and prepared. To this end, the expertise of seasoned negotiators is available to you. Negotiations should be planned for. We will give you the tools you need to prepare your team of negotiators. If you wish to deepen your knowledge, the workshop Writing a collective agreement is held the next day. You can register for both workshops for $ 1,350 plus taxes.

Learn more
Negotiating and writing a collective agreement

The collective agreement is the contract that will have the greatest impact on the way you manage your business on a daily basis. As you work out this agreement, take advantage of the expertise of accomplished negotiators. Such negotiations need planning. We will provide you with the necessary tools to prepare and write your collective agreement.

Learn more
Psychological harassment in the workplace

The legislature introduced a change to the Act respecting labour standards which imposes on employers a two-fold responsibility concerning psychological harassment. Employers must take reasonable means to prevent psychological harassment and, when such conduct is brought to their attention, to put a stop to it. The Act now prohibits the harassment that may happen between co-workers, or by suppliers or clients, as well as that which may occur when you exercise managerial rights.

Learn more
Psychological harassment: conducting effective investigations for swift solutions

Managing psychological harassment complaints is a very delicate process, often fraught with numerous obstacles. It is imperative that the designated investigating officer should have the necessary qualifications and tools to overcome such obstacles. This workshop is based on our experience over the past years, with abundant references to case-law.

Learn more
Retrospective billing of employers: 7 winning practices to review the financial status of your SST file

As an employer subject to retrospective billing, each dollar paid by the CNESST to compensate an employee can ultimately cost you up to $5.50 in contributions, and can amount to nearly $8.00 at the time of the interim adjustment. Learn how this billing methodology works, and how to use it to your advantage by implementing clear orientations and concrete actions. Understand how actions taken in the context of managing compensation case files can impact your CNESST expenses (contributions and adjustments). This training will allow you to gain a general understanding of retrospective billing, and will prove useful in developing your management strategies. It will enable you to better understand the actions that lead to credits and/or situations that entail contribution surcharges.

Learn more
SST : 8 good reasons to ask for the suspension of indemnities of the CNESST

Many employers are unaware that a valuable tool exists to encourage injured workers to comply with their obligations under the Act respecting industrial accidents and occupational diseases (LATMP): section 142. This approach allows CNESST to reduce or suspend an allowance paid to a worker as a result of an employment injury, where the worker refuses to cooperate. Know how to easily identify these situations and become more proactive in the follow-up of your files in order to reduce the duration of the compensation

Learn more
SST : Could Facebook and other social networks be helpful to you?

Many employers believe that publications made by employees on social media are in the realm of privacy. However, although the public is more aware of the problem of privacy and the protection of personal information, users of various social networks publish a significant amount of information and photos that may be of great interest to an informed employer. You could use publications made on social media as part of the management of your employment injury files or before the Tribunal in litigation. In this workshop, you will learn about the limitations of viewing one of your employees' profiles on various social networks, the settings that apply to their use, and the role they can play on the result of a dispute.

Learn more
SST: get a handle on cost allocation and reduce your contributions

SST contributions are a critical budget issue for most employers. Too many employment injuries are the result of third party involvement or of a personal condition which predisposes a worker to injury under circumstances which are not normally hazardous. There are cost transferring and cost sharing mechanisms which can alleviate the impact of such situations.

Learn more
Strategic management of employment injuries: what if you could do even better? Day 2 - Development

Despite appropriate actions taken in managing employment injury claims, some cases can get past even the most seasoned managers. Due to their medical complexity, or the recurring issues they involve and that impede the effectiveness of your actions, such cases often require a great deal of energy, with little results. Learn to control costs and to optimize management in such complex cases. This workshop will review applicable solutions in cases involving fraudulent claims, as well as obstacles to setting up a temporary assignment and to the medical assessment. In addition, we will address the importance of a consistent challenge strategy in order to minimize the duration of compensation.

Learn more
Successful conciliation before the TAT, division SST

The Act to establish the Administrative Labour Tribunal provides the parties with a choice option in the context of a hearing: conciliation. Thanks to this flexible process, the employer can enter into an agreement that is intended to be beneficial. Reduce the risks, costs and financial impacts of employment injuries, as well as preparation time for a hearing before the TAT, division SST by learning to negotiate your own conciliations and settle your disputes yourself.

Learn more
Taking advantage of section 329 of the LATMP: Learn to identify potential gains and to write a convincing application for sharing imputed costs

The cost of employment injuries occurring in your establishment and the contributions required of you by the CNESST can become a major financial concern for your company. Section 329 of the Act respecting industrial accidents and occupational diseases states that an employer may be entitled to sharing imputed costs in relation to an employment injury case if it is proven that the worker was “already handicapped when his employment injury appears”. Know how to take advantage of this section and learn how to assert your rights to limit the costs imputed to you as the employer by writing convincing cost sharing applications to the CNESST.

Learn more
The obligation to accommodate: myths and realities

Every employer has the obligation to accommodate, whether it applies to a handicap, religion or any other motive of discrimination covered under the Charter. Through this training session, our goal is to demystify this obligation, which, as you will see, is not altogether without limits.

Learn more
The SST inspector: his range of intervention and its consequences

Under the Act respecting Occupational Health and Safety, the CNESST inspector has a broad range of powers. His/her intervention in a given workplace can have serious consequences for an employer. But rest assured there are a number of recourses and defenses available to you. This workshop will allow you to determine when and how to use them effectively.

Learn more
Three good reasons to keep an eye on social media

Faced with the reality that social media are being used by 85% of Quebecers, employers are increasingly monitoring their employees’ online activities. This monitoring process can allow them to manage disability or employment injury case files, to limit damages to the company’s reputation or to avoid the waste of time caused by Internet use for personal purposes during working hours.

Learn more
When doctors get between you and your human resources

HR managers need to ensure that their organisation can count on able employees, while physicians are expected to establish a trusting relationship with their patients. Both sides have their area of expertise and their role to fulfil. Without disputing the role and qualifications of attending physicians, you have the right to ask questions.

Learn more
Work-family balance: not an easy one to achieve

More and more families are concerned with how hard it is to balance their professional duties and their family obligations, both towards their children and towards their aging parents. In this context, you may be wondering whether your employees are covered by the Charter of Human Rights and Freedoms. This training will allow you to get acquainted with the state of the law regarding this issue.

Learn more
Writing a collective agreement

It is generally up to the union to submit the drafts of a collective agreement, but sometimes this task can go to the employer. In this context, it is therefore important to be cognizant of the applicable rules when you are called upon to review certain texts or to write new provisions.

Learn more
View all
Publications

Release date: October 5, 2018
ISBN: 978-2-89730-503-1
Format: Paper , Electronic , Combo

La rédaction d'une convention collective de travail: tout ce que l'employeur doit savoir
La rédaction d'une convention collective de travail: tout ce que l'employeur doit savoir

Release date: September 22, 2015
ISBN: 978-2-89730-154-5
Format: Paper

View all

Geneviève Mercier

Lawyer

Barreau du Québec 2004

Geneviève Mercier

Geneviève Mercier, LL.B., CIRC

Lawyer

Barreau du Québec 2004

Phone number

450 973-4020 #263

Email address

gmercier@lecorre.com

Assistant

Josée Dubuc
450 973-4020 #279
jdubuc@lecorre.com

Geneviève Mercier specializes in occupational health and safety law. She offers employers a practical approach, with strategic advice tailored to their needs. She accompanies our clients during every step of the process in CNESST cases and she regularly represents them before courts of law and administrative tribunals including the Tribunal administratif du travail (TAT). Her experience as a research lawyer at the Association des professionnels de la construction et de l’habitation du Québec (APCHQ) allowed Ms. Mercier to develop extensive knowledge in dealing with cost apportionment between employers. An author and lecturer, she contributes to our Gestion Plus bulletin as well as our various books, publications and workshops.

Academic training
  • Université de Montréal - LL.B. - 2003
Professional Affiliations
  • Member of the Barreau du Québec
  • Member of the Canadian Association of Counsel to Employers (CACE)
  • Member of the Ordre des conseillers en ressources humaines agréés
Involvement / Outreach

Specialized committees

  • Member of the Comité de liaison « Barreau du Québec / Tribunal administratif du travail » - since 2009
  • Member of the Comité Inter-Entreprises du Montréal Métropolitain - 2009 – 2013


Conferences and trainings

  • La CLP et l'abus de substances intoxiquantes: la jurisprudence, Webinar broadcast by the Ordre des conseillers en relations industrielles agréés, November 24, 2011


Other publications

  • Consommation, abus et dépendances: leur influence sur l'indemnisation par la CSST et l'imputation des coûts, co-author with Linda Bernier, Développements récents en droit de la santé et sécurité du travail - Service de la formation permanente du Barreau du Québec, Volume 33, Éditions Yvon Blais, 2011
  • Quelles conclusions tirées des premiers cas entendus par les tribunaux suite à l'entrée en vigueur de la loi C-21? Comité Inter-Entreprises du Montréal Métropolitain, March 26, 2010
Workshops

Take a front row seat for this annual review of Occupational Health and Safety, and of the rulings by the Tribunal administratif du travail that have impacted the day to day operations of employers in 2019. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
5 tricks and tips to make the best of managing your occupational injuries cases

Being proactive in managing cases of occupational injury, does that ring a bell? Are you among those who simply respond when they receive medical certificates and decisions by the CNESST, or rather among those who know from the outset the date of the next medical assessment of the employee on medical leave and who try to influence the upcoming decision? Are you inclined to concur with the opinion of the employee’s physician or do you exercise the rights available to you under the AIAOD, as soon as possible, to bring the cost of a claim down to a minimum? Upstream action, with an overall realistic understanding of the case, instead of reacting to events as they come, can make all the difference in terms of financial outcomes.

Learn more
A practical up-to-date approach to labour standards

The relationships between an employer and his employees and executives are governed on a daily basis by a number of legislative provisions. It is essential for any HR manager to have a working knowledge of minimal labour standards, of the notices to be given in cases involving termination of employment, and of the recourses provided by the Act respecting Labour Standards.

Learn more
Access to medical information: everything an employer is entitled to know

In the context of managing your employees, you will need to obtain and interpret a great deal of medical information. Whether at the time of hiring, or in the case of absence due to a personal or professional health issue, or of an employee going back to work or simply for purposes of assessing an employee’s ability to work, you will need comprehensive and precise information in order to make informed decisions.

Learn more
Accident investigation : it's much more then forms!

The primary purpose of an investigationand analysis is to obtain and preserve reliable, relevant information and learn the exact circumstances of a workplace accident. When carried out without delay, investigation is a highly effective tool for dealing with dubious cases and implementing the relevant corrective measures.

Learn more
Alcohol, drugs and addictions: what are your rights and obligations

Problems related to alcohol, drug and medication consumption are omnipresent in all social spheres. The workplace is no exception. Yet, the management of employees' consumption of intoxicating substances affecting work performance is often neglected or inadequate, and this laxity can have serious consequences. For this reason, it is important that management move quickly and effectively when an employee’s work performance is affected by alcohol, drug or medication consumption.

Learn more
Claims for psychological injuries: from theory to practice

Claims for psychological injuries are part of the most complex category of injuries to deal with. They involve the intangible: human factors, perceptions, work dynamics. With so much subjectivity and given the absence of specific provisions in the Act respecting industrial accidents and occupational diseases, it is important to take stock of the positions adopted by the courts and to get a good grasp of applicable guidelines. This workshop is intended for participants who have a good basic knowledge of claims management.

Learn more
Dealing with unionization

All employers have a strong reaction to their first union raid. The best way to deal with unionization is to find out what might prompt it. Even an employer who is aware of the pitfalls and knows how to avoid them may one day be faced with an application for certification, despite sound practices in human resources management.

Learn more
Difficult employees: what lies around gets dusty

Most of us have been faced with situations involving employees whose interpersonal relationships with coworkers and/or managers can be problematic: angry, querulous, oppositional or just plain edgy employees with an attitude that cannot help but be corrosive to the working atmosphere. Whether this kind of behaviour arises occasionally or chronically, it is essential for managers to intervene to prevent the situation from degenerating.

Learn more
Documenting a Court hearing before the TAT, division SST

Any ruling by the Tribunal administratif du travail (TAT), division santé et sécurité du travail (previously the CLP) can have significant consequences for your company. Since the TAT, division SST, makes the final decision regarding challenges by the parties, you will not get a second chance to submit convincing evidence. Preparation is the key to success. For your benefit or that of your representative, identify and collect all necessary documents in preparation for the hearing.

Learn more
Drafting corporate policies and an employee handbook

As part of their responsibilities, human resources and labour relations professionals are sometimes called upon to establish corporate policies. They must have a clear grasp of the issues related to the development, distribution and implementation of these policies. This training workshop, which primarily focuses on non-unionized companies, is designed to provide all participants with several policy templates and to clarify the associated legal constraints. It is intended for labour relations professionals who have less than 5 years’ experience or who want to review some of the policies in place.

Learn more
From hiring to termination of employment

In Quebec, there are several laws governing the different aspects of the employer/employee relationship. From time of hiring to termination of employment, employers find themselves subjected to court-imposed rules that are often hard to reconcile with such objectives as efficiency and productivity. You will be introduced to the concepts and rules applicable at time of hiring, during employment and upon termination of employment, as illustrated by means of concrete examples.

Learn more
Gradation of sanctions: when to give a second chance?

In matters of disciplinary sanctions, the employer must abide by the principle of gradation in order to give an employee the chance to correct perceived misconduct, except in cases where the latter is serious enough as to completely sever the bond of trust required to maintain the employment relationship.

Learn more
How to draft a disciplinary measure

Words spoken fly away, words written remain. We all hear the ring of truth in this proverb that calls for prudence, reminding us that, unlike spoken words, written statements leave traces. Drafting a disciplinary measure is therefore an important exercise and any manager should make a point of mastering it.

Learn more
How to draft an agreement pursuant to a settlement

As an administrator, you are expected to negotiate agreements with your employees in order to avoid litigation or to bring closure to it, whether it is a termination of employment agreement, or the settlement of a grievance or complaint to the Tribunal administratif du travail (TAT). The document that legalizes this agreement is called a transaction, which is subject to the rules of contract law. The writing of this agreement is important!

Learn more
How to draft an expert's mandate?

One of the tools available to a manager in charge of disability cases is the medical assessment. Considering the determining impact that a medical assessment will have on how the case unfolds, it is important to use the physician’s expertise as thoroughly as possible. He is the expert after all!

Learn more
How to draft an objection to a SST claim?

Those responsible for managing SST claims are often under the impression that workers’ compensation by the CNESST has practically become automatic, and that they don’t have a voice in the matter. However, though this may be somewhat time consuming, a timely submission of the employer’s viewpoint in a written objection to the CNESST can be a success factor. How can you criticize the CNESST for having accepted a claim when relevant facts that should have led to its dismissal were not brought to its attention? You can be sure that the worker will not do this on your behalf...

Learn more
Labour Relations: What happened in 2018?

Take a front row seat for this annual review of Labour Relations, and of the rulings that have impacted the day to day operations of employers in 2018. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
Labour Relations: What happened in 2019?

Take a front row seat for this annual review of Labour Relations, and of the rulings that have impacted the day to day operations of employers in 2019. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
Loyalty is a choice: have your employees made the right one?

Every employee has a duty of loyalty towards his/her employer, whether at time of hiring, during employment, and even after termination of employment. However, as shown all too often in case law, lack of loyalty is a frequent offence: false statements at time of hiring or during employment, document forgery, theft or fraud, conflict of interest, public criticism or denunciation of the employer, violation of confidentiality, non-collaboration and non-compliance with non-competition and/or non-solicitation clauses, all these are offences related to the duty of loyalty.

Learn more
Management of discipline and dismissal

Managing discipline is no easy task. As an employer, you must deal with the human aspect, with motivation and the need to keep the business productive. You must also deal with the many possible recourses available to employees, whether unionized or not. The decision to dismiss is rarely taken lightly by an employer; however a poorly prepared case file can have serious financial consequences.

Learn more
Managing absenteeism

Absenteeism is a growing concern in any business. Replacement costs, shuffling employees to fill vacant positions, and loss of productivity are just some of the factors that force any thriving business to control absenteeism as much as possible. A casual approach leads to even more serious consequences: the loss of motivation among workers who are not delinquent absentees.

Learn more
Managing employment injuries: the basics of cost control - Day 1 - Initiation

Sound management of employment injuries means taking effective, timely actions. In the context of this workshop, new managers will gain the basic knowledge they need to assess the eligibility of employment injury claims and to challenge them. They will know how to set up a temporary assignment, and when and how to activate the medical assessment process. They will learn to make effective use of the challenge mechanisms provided by law.

Learn more
Mental health and labour relations: better understanding for better action

According to a report by Health Canada, one out of every five individuals will develop a mental health problem at some point in his or her lifetime. Naturally, this ever increasing trend is reflected in the workplace and in your organization. How widespread is this new phenomenon, and what is its impact on managing your employees?

Learn more
Neglecting occupational health and safety: who goes to jail?

The Criminal Code foresees that all managers - from CEOs to foremen - may be held criminally liable for health and safety infractions. As the first criminal lawsuits are being launched against companies and the CNESST is watching employers more closely than ever - what do you need to know, and what should you do?

Learn more
Negotiating a collective agreement

The collective agreement is the contract that will have the greatest impact on the daily management of your business. A negotiation has to be planed and prepared. To this end, the expertise of seasoned negotiators is available to you. Negotiations should be planned for. We will give you the tools you need to prepare your team of negotiators. If you wish to deepen your knowledge, the workshop Writing a collective agreement is held the next day. You can register for both workshops for $ 1,350 plus taxes.

Learn more
Negotiating and writing a collective agreement

The collective agreement is the contract that will have the greatest impact on the way you manage your business on a daily basis. As you work out this agreement, take advantage of the expertise of accomplished negotiators. Such negotiations need planning. We will provide you with the necessary tools to prepare and write your collective agreement.

Learn more
Psychological harassment in the workplace

The legislature introduced a change to the Act respecting labour standards which imposes on employers a two-fold responsibility concerning psychological harassment. Employers must take reasonable means to prevent psychological harassment and, when such conduct is brought to their attention, to put a stop to it. The Act now prohibits the harassment that may happen between co-workers, or by suppliers or clients, as well as that which may occur when you exercise managerial rights.

Learn more
Psychological harassment: conducting effective investigations for swift solutions

Managing psychological harassment complaints is a very delicate process, often fraught with numerous obstacles. It is imperative that the designated investigating officer should have the necessary qualifications and tools to overcome such obstacles. This workshop is based on our experience over the past years, with abundant references to case-law.

Learn more
Retrospective billing of employers: 7 winning practices to review the financial status of your SST file

As an employer subject to retrospective billing, each dollar paid by the CNESST to compensate an employee can ultimately cost you up to $5.50 in contributions, and can amount to nearly $8.00 at the time of the interim adjustment. Learn how this billing methodology works, and how to use it to your advantage by implementing clear orientations and concrete actions. Understand how actions taken in the context of managing compensation case files can impact your CNESST expenses (contributions and adjustments). This training will allow you to gain a general understanding of retrospective billing, and will prove useful in developing your management strategies. It will enable you to better understand the actions that lead to credits and/or situations that entail contribution surcharges.

Learn more
SST : 8 good reasons to ask for the suspension of indemnities of the CNESST

Many employers are unaware that a valuable tool exists to encourage injured workers to comply with their obligations under the Act respecting industrial accidents and occupational diseases (LATMP): section 142. This approach allows CNESST to reduce or suspend an allowance paid to a worker as a result of an employment injury, where the worker refuses to cooperate. Know how to easily identify these situations and become more proactive in the follow-up of your files in order to reduce the duration of the compensation

Learn more
SST : Could Facebook and other social networks be helpful to you?

Many employers believe that publications made by employees on social media are in the realm of privacy. However, although the public is more aware of the problem of privacy and the protection of personal information, users of various social networks publish a significant amount of information and photos that may be of great interest to an informed employer. You could use publications made on social media as part of the management of your employment injury files or before the Tribunal in litigation. In this workshop, you will learn about the limitations of viewing one of your employees' profiles on various social networks, the settings that apply to their use, and the role they can play on the result of a dispute.

Learn more
SST: get a handle on cost allocation and reduce your contributions

SST contributions are a critical budget issue for most employers. Too many employment injuries are the result of third party involvement or of a personal condition which predisposes a worker to injury under circumstances which are not normally hazardous. There are cost transferring and cost sharing mechanisms which can alleviate the impact of such situations.

Learn more
Strategic management of employment injuries: what if you could do even better? Day 2 - Development

Despite appropriate actions taken in managing employment injury claims, some cases can get past even the most seasoned managers. Due to their medical complexity, or the recurring issues they involve and that impede the effectiveness of your actions, such cases often require a great deal of energy, with little results. Learn to control costs and to optimize management in such complex cases. This workshop will review applicable solutions in cases involving fraudulent claims, as well as obstacles to setting up a temporary assignment and to the medical assessment. In addition, we will address the importance of a consistent challenge strategy in order to minimize the duration of compensation.

Learn more
Successful conciliation before the TAT, division SST

The Act to establish the Administrative Labour Tribunal provides the parties with a choice option in the context of a hearing: conciliation. Thanks to this flexible process, the employer can enter into an agreement that is intended to be beneficial. Reduce the risks, costs and financial impacts of employment injuries, as well as preparation time for a hearing before the TAT, division SST by learning to negotiate your own conciliations and settle your disputes yourself.

Learn more
Taking advantage of section 329 of the LATMP: Learn to identify potential gains and to write a convincing application for sharing imputed costs

The cost of employment injuries occurring in your establishment and the contributions required of you by the CNESST can become a major financial concern for your company. Section 329 of the Act respecting industrial accidents and occupational diseases states that an employer may be entitled to sharing imputed costs in relation to an employment injury case if it is proven that the worker was “already handicapped when his employment injury appears”. Know how to take advantage of this section and learn how to assert your rights to limit the costs imputed to you as the employer by writing convincing cost sharing applications to the CNESST.

Learn more
The obligation to accommodate: myths and realities

Every employer has the obligation to accommodate, whether it applies to a handicap, religion or any other motive of discrimination covered under the Charter. Through this training session, our goal is to demystify this obligation, which, as you will see, is not altogether without limits.

Learn more
The SST inspector: his range of intervention and its consequences

Under the Act respecting Occupational Health and Safety, the CNESST inspector has a broad range of powers. His/her intervention in a given workplace can have serious consequences for an employer. But rest assured there are a number of recourses and defenses available to you. This workshop will allow you to determine when and how to use them effectively.

Learn more
Three good reasons to keep an eye on social media

Faced with the reality that social media are being used by 85% of Quebecers, employers are increasingly monitoring their employees’ online activities. This monitoring process can allow them to manage disability or employment injury case files, to limit damages to the company’s reputation or to avoid the waste of time caused by Internet use for personal purposes during working hours.

Learn more
When doctors get between you and your human resources

HR managers need to ensure that their organisation can count on able employees, while physicians are expected to establish a trusting relationship with their patients. Both sides have their area of expertise and their role to fulfil. Without disputing the role and qualifications of attending physicians, you have the right to ask questions.

Learn more
Work-family balance: not an easy one to achieve

More and more families are concerned with how hard it is to balance their professional duties and their family obligations, both towards their children and towards their aging parents. In this context, you may be wondering whether your employees are covered by the Charter of Human Rights and Freedoms. This training will allow you to get acquainted with the state of the law regarding this issue.

Learn more
Writing a collective agreement

It is generally up to the union to submit the drafts of a collective agreement, but sometimes this task can go to the employer. In this context, it is therefore important to be cognizant of the applicable rules when you are called upon to review certain texts or to write new provisions.

Learn more
View all
Publications

Release date: October 5, 2018
ISBN: 978-2-89730-503-1
Format: Paper , Electronic , Combo

La rédaction d'une convention collective de travail: tout ce que l'employeur doit savoir
La rédaction d'une convention collective de travail: tout ce que l'employeur doit savoir

Release date: September 22, 2015
ISBN: 978-2-89730-154-5
Format: Paper

View all

Camille Morin

Lawyer

Barreau du Québec 2019

Camille Morin

Camille Morin, LL.B.

Lawyer

Barreau du Québec 2019

Phone number

(450) 973-4020 #276

Email address

cmorin@lecorre.com

Ms. Morin acts as an occupational health and safety lawyer and works closely with our occupational health and safety team. Camille holds a Bachelor's degree in civil law from the Université de Sherbrooke. She is a member of the Barreau du Québec.

Academic training

University of Sherbrooke – LL.B. – 2018

Professional Affiliations
  • Member of the Barreau du Québec
Workshops

Take a front row seat for this annual review of Occupational Health and Safety, and of the rulings by the Tribunal administratif du travail that have impacted the day to day operations of employers in 2019. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
5 tricks and tips to make the best of managing your occupational injuries cases

Being proactive in managing cases of occupational injury, does that ring a bell? Are you among those who simply respond when they receive medical certificates and decisions by the CNESST, or rather among those who know from the outset the date of the next medical assessment of the employee on medical leave and who try to influence the upcoming decision? Are you inclined to concur with the opinion of the employee’s physician or do you exercise the rights available to you under the AIAOD, as soon as possible, to bring the cost of a claim down to a minimum? Upstream action, with an overall realistic understanding of the case, instead of reacting to events as they come, can make all the difference in terms of financial outcomes.

Learn more
A practical up-to-date approach to labour standards

The relationships between an employer and his employees and executives are governed on a daily basis by a number of legislative provisions. It is essential for any HR manager to have a working knowledge of minimal labour standards, of the notices to be given in cases involving termination of employment, and of the recourses provided by the Act respecting Labour Standards.

Learn more
Access to medical information: everything an employer is entitled to know

In the context of managing your employees, you will need to obtain and interpret a great deal of medical information. Whether at the time of hiring, or in the case of absence due to a personal or professional health issue, or of an employee going back to work or simply for purposes of assessing an employee’s ability to work, you will need comprehensive and precise information in order to make informed decisions.

Learn more
Accident investigation : it's much more then forms!

The primary purpose of an investigationand analysis is to obtain and preserve reliable, relevant information and learn the exact circumstances of a workplace accident. When carried out without delay, investigation is a highly effective tool for dealing with dubious cases and implementing the relevant corrective measures.

Learn more
Alcohol, drugs and addictions: what are your rights and obligations

Problems related to alcohol, drug and medication consumption are omnipresent in all social spheres. The workplace is no exception. Yet, the management of employees' consumption of intoxicating substances affecting work performance is often neglected or inadequate, and this laxity can have serious consequences. For this reason, it is important that management move quickly and effectively when an employee’s work performance is affected by alcohol, drug or medication consumption.

Learn more
Claims for psychological injuries: from theory to practice

Claims for psychological injuries are part of the most complex category of injuries to deal with. They involve the intangible: human factors, perceptions, work dynamics. With so much subjectivity and given the absence of specific provisions in the Act respecting industrial accidents and occupational diseases, it is important to take stock of the positions adopted by the courts and to get a good grasp of applicable guidelines. This workshop is intended for participants who have a good basic knowledge of claims management.

Learn more
Dealing with unionization

All employers have a strong reaction to their first union raid. The best way to deal with unionization is to find out what might prompt it. Even an employer who is aware of the pitfalls and knows how to avoid them may one day be faced with an application for certification, despite sound practices in human resources management.

Learn more
Difficult employees: what lies around gets dusty

Most of us have been faced with situations involving employees whose interpersonal relationships with coworkers and/or managers can be problematic: angry, querulous, oppositional or just plain edgy employees with an attitude that cannot help but be corrosive to the working atmosphere. Whether this kind of behaviour arises occasionally or chronically, it is essential for managers to intervene to prevent the situation from degenerating.

Learn more
Documenting a Court hearing before the TAT, division SST

Any ruling by the Tribunal administratif du travail (TAT), division santé et sécurité du travail (previously the CLP) can have significant consequences for your company. Since the TAT, division SST, makes the final decision regarding challenges by the parties, you will not get a second chance to submit convincing evidence. Preparation is the key to success. For your benefit or that of your representative, identify and collect all necessary documents in preparation for the hearing.

Learn more
Drafting corporate policies and an employee handbook

As part of their responsibilities, human resources and labour relations professionals are sometimes called upon to establish corporate policies. They must have a clear grasp of the issues related to the development, distribution and implementation of these policies. This training workshop, which primarily focuses on non-unionized companies, is designed to provide all participants with several policy templates and to clarify the associated legal constraints. It is intended for labour relations professionals who have less than 5 years’ experience or who want to review some of the policies in place.

Learn more
From hiring to termination of employment

In Quebec, there are several laws governing the different aspects of the employer/employee relationship. From time of hiring to termination of employment, employers find themselves subjected to court-imposed rules that are often hard to reconcile with such objectives as efficiency and productivity. You will be introduced to the concepts and rules applicable at time of hiring, during employment and upon termination of employment, as illustrated by means of concrete examples.

Learn more
Gradation of sanctions: when to give a second chance?

In matters of disciplinary sanctions, the employer must abide by the principle of gradation in order to give an employee the chance to correct perceived misconduct, except in cases where the latter is serious enough as to completely sever the bond of trust required to maintain the employment relationship.

Learn more
How to draft a disciplinary measure

Words spoken fly away, words written remain. We all hear the ring of truth in this proverb that calls for prudence, reminding us that, unlike spoken words, written statements leave traces. Drafting a disciplinary measure is therefore an important exercise and any manager should make a point of mastering it.

Learn more
How to draft an agreement pursuant to a settlement

As an administrator, you are expected to negotiate agreements with your employees in order to avoid litigation or to bring closure to it, whether it is a termination of employment agreement, or the settlement of a grievance or complaint to the Tribunal administratif du travail (TAT). The document that legalizes this agreement is called a transaction, which is subject to the rules of contract law. The writing of this agreement is important!

Learn more
How to draft an expert's mandate?

One of the tools available to a manager in charge of disability cases is the medical assessment. Considering the determining impact that a medical assessment will have on how the case unfolds, it is important to use the physician’s expertise as thoroughly as possible. He is the expert after all!

Learn more
How to draft an objection to a SST claim?

Those responsible for managing SST claims are often under the impression that workers’ compensation by the CNESST has practically become automatic, and that they don’t have a voice in the matter. However, though this may be somewhat time consuming, a timely submission of the employer’s viewpoint in a written objection to the CNESST can be a success factor. How can you criticize the CNESST for having accepted a claim when relevant facts that should have led to its dismissal were not brought to its attention? You can be sure that the worker will not do this on your behalf...

Learn more
Labour Relations: What happened in 2018?

Take a front row seat for this annual review of Labour Relations, and of the rulings that have impacted the day to day operations of employers in 2018. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
Labour Relations: What happened in 2019?

Take a front row seat for this annual review of Labour Relations, and of the rulings that have impacted the day to day operations of employers in 2019. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
Loyalty is a choice: have your employees made the right one?

Every employee has a duty of loyalty towards his/her employer, whether at time of hiring, during employment, and even after termination of employment. However, as shown all too often in case law, lack of loyalty is a frequent offence: false statements at time of hiring or during employment, document forgery, theft or fraud, conflict of interest, public criticism or denunciation of the employer, violation of confidentiality, non-collaboration and non-compliance with non-competition and/or non-solicitation clauses, all these are offences related to the duty of loyalty.

Learn more
Management of discipline and dismissal

Managing discipline is no easy task. As an employer, you must deal with the human aspect, with motivation and the need to keep the business productive. You must also deal with the many possible recourses available to employees, whether unionized or not. The decision to dismiss is rarely taken lightly by an employer; however a poorly prepared case file can have serious financial consequences.

Learn more
Managing absenteeism

Absenteeism is a growing concern in any business. Replacement costs, shuffling employees to fill vacant positions, and loss of productivity are just some of the factors that force any thriving business to control absenteeism as much as possible. A casual approach leads to even more serious consequences: the loss of motivation among workers who are not delinquent absentees.

Learn more
Managing employment injuries: the basics of cost control - Day 1 - Initiation

Sound management of employment injuries means taking effective, timely actions. In the context of this workshop, new managers will gain the basic knowledge they need to assess the eligibility of employment injury claims and to challenge them. They will know how to set up a temporary assignment, and when and how to activate the medical assessment process. They will learn to make effective use of the challenge mechanisms provided by law.

Learn more
Mental health and labour relations: better understanding for better action

According to a report by Health Canada, one out of every five individuals will develop a mental health problem at some point in his or her lifetime. Naturally, this ever increasing trend is reflected in the workplace and in your organization. How widespread is this new phenomenon, and what is its impact on managing your employees?

Learn more
Neglecting occupational health and safety: who goes to jail?

The Criminal Code foresees that all managers - from CEOs to foremen - may be held criminally liable for health and safety infractions. As the first criminal lawsuits are being launched against companies and the CNESST is watching employers more closely than ever - what do you need to know, and what should you do?

Learn more
Negotiating a collective agreement

The collective agreement is the contract that will have the greatest impact on the daily management of your business. A negotiation has to be planed and prepared. To this end, the expertise of seasoned negotiators is available to you. Negotiations should be planned for. We will give you the tools you need to prepare your team of negotiators. If you wish to deepen your knowledge, the workshop Writing a collective agreement is held the next day. You can register for both workshops for $ 1,350 plus taxes.

Learn more
Negotiating and writing a collective agreement

The collective agreement is the contract that will have the greatest impact on the way you manage your business on a daily basis. As you work out this agreement, take advantage of the expertise of accomplished negotiators. Such negotiations need planning. We will provide you with the necessary tools to prepare and write your collective agreement.

Learn more
Psychological harassment in the workplace

The legislature introduced a change to the Act respecting labour standards which imposes on employers a two-fold responsibility concerning psychological harassment. Employers must take reasonable means to prevent psychological harassment and, when such conduct is brought to their attention, to put a stop to it. The Act now prohibits the harassment that may happen between co-workers, or by suppliers or clients, as well as that which may occur when you exercise managerial rights.

Learn more
Psychological harassment: conducting effective investigations for swift solutions

Managing psychological harassment complaints is a very delicate process, often fraught with numerous obstacles. It is imperative that the designated investigating officer should have the necessary qualifications and tools to overcome such obstacles. This workshop is based on our experience over the past years, with abundant references to case-law.

Learn more
Retrospective billing of employers: 7 winning practices to review the financial status of your SST file

As an employer subject to retrospective billing, each dollar paid by the CNESST to compensate an employee can ultimately cost you up to $5.50 in contributions, and can amount to nearly $8.00 at the time of the interim adjustment. Learn how this billing methodology works, and how to use it to your advantage by implementing clear orientations and concrete actions. Understand how actions taken in the context of managing compensation case files can impact your CNESST expenses (contributions and adjustments). This training will allow you to gain a general understanding of retrospective billing, and will prove useful in developing your management strategies. It will enable you to better understand the actions that lead to credits and/or situations that entail contribution surcharges.

Learn more
SST : 8 good reasons to ask for the suspension of indemnities of the CNESST

Many employers are unaware that a valuable tool exists to encourage injured workers to comply with their obligations under the Act respecting industrial accidents and occupational diseases (LATMP): section 142. This approach allows CNESST to reduce or suspend an allowance paid to a worker as a result of an employment injury, where the worker refuses to cooperate. Know how to easily identify these situations and become more proactive in the follow-up of your files in order to reduce the duration of the compensation

Learn more
SST : Could Facebook and other social networks be helpful to you?

Many employers believe that publications made by employees on social media are in the realm of privacy. However, although the public is more aware of the problem of privacy and the protection of personal information, users of various social networks publish a significant amount of information and photos that may be of great interest to an informed employer. You could use publications made on social media as part of the management of your employment injury files or before the Tribunal in litigation. In this workshop, you will learn about the limitations of viewing one of your employees' profiles on various social networks, the settings that apply to their use, and the role they can play on the result of a dispute.

Learn more
SST: get a handle on cost allocation and reduce your contributions

SST contributions are a critical budget issue for most employers. Too many employment injuries are the result of third party involvement or of a personal condition which predisposes a worker to injury under circumstances which are not normally hazardous. There are cost transferring and cost sharing mechanisms which can alleviate the impact of such situations.

Learn more
Strategic management of employment injuries: what if you could do even better? Day 2 - Development

Despite appropriate actions taken in managing employment injury claims, some cases can get past even the most seasoned managers. Due to their medical complexity, or the recurring issues they involve and that impede the effectiveness of your actions, such cases often require a great deal of energy, with little results. Learn to control costs and to optimize management in such complex cases. This workshop will review applicable solutions in cases involving fraudulent claims, as well as obstacles to setting up a temporary assignment and to the medical assessment. In addition, we will address the importance of a consistent challenge strategy in order to minimize the duration of compensation.

Learn more
Successful conciliation before the TAT, division SST

The Act to establish the Administrative Labour Tribunal provides the parties with a choice option in the context of a hearing: conciliation. Thanks to this flexible process, the employer can enter into an agreement that is intended to be beneficial. Reduce the risks, costs and financial impacts of employment injuries, as well as preparation time for a hearing before the TAT, division SST by learning to negotiate your own conciliations and settle your disputes yourself.

Learn more
Taking advantage of section 329 of the LATMP: Learn to identify potential gains and to write a convincing application for sharing imputed costs

The cost of employment injuries occurring in your establishment and the contributions required of you by the CNESST can become a major financial concern for your company. Section 329 of the Act respecting industrial accidents and occupational diseases states that an employer may be entitled to sharing imputed costs in relation to an employment injury case if it is proven that the worker was “already handicapped when his employment injury appears”. Know how to take advantage of this section and learn how to assert your rights to limit the costs imputed to you as the employer by writing convincing cost sharing applications to the CNESST.

Learn more
The obligation to accommodate: myths and realities

Every employer has the obligation to accommodate, whether it applies to a handicap, religion or any other motive of discrimination covered under the Charter. Through this training session, our goal is to demystify this obligation, which, as you will see, is not altogether without limits.

Learn more
The SST inspector: his range of intervention and its consequences

Under the Act respecting Occupational Health and Safety, the CNESST inspector has a broad range of powers. His/her intervention in a given workplace can have serious consequences for an employer. But rest assured there are a number of recourses and defenses available to you. This workshop will allow you to determine when and how to use them effectively.

Learn more
Three good reasons to keep an eye on social media

Faced with the reality that social media are being used by 85% of Quebecers, employers are increasingly monitoring their employees’ online activities. This monitoring process can allow them to manage disability or employment injury case files, to limit damages to the company’s reputation or to avoid the waste of time caused by Internet use for personal purposes during working hours.

Learn more
When doctors get between you and your human resources

HR managers need to ensure that their organisation can count on able employees, while physicians are expected to establish a trusting relationship with their patients. Both sides have their area of expertise and their role to fulfil. Without disputing the role and qualifications of attending physicians, you have the right to ask questions.

Learn more
Work-family balance: not an easy one to achieve

More and more families are concerned with how hard it is to balance their professional duties and their family obligations, both towards their children and towards their aging parents. In this context, you may be wondering whether your employees are covered by the Charter of Human Rights and Freedoms. This training will allow you to get acquainted with the state of the law regarding this issue.

Learn more
Writing a collective agreement

It is generally up to the union to submit the drafts of a collective agreement, but sometimes this task can go to the employer. In this context, it is therefore important to be cognizant of the applicable rules when you are called upon to review certain texts or to write new provisions.

Learn more
View all
Publications

Release date: October 5, 2018
ISBN: 978-2-89730-503-1
Format: Paper , Electronic , Combo

La rédaction d'une convention collective de travail: tout ce que l'employeur doit savoir
La rédaction d'une convention collective de travail: tout ce que l'employeur doit savoir

Release date: September 22, 2015
ISBN: 978-2-89730-154-5
Format: Paper

View all

Catherine Pepin

Lawyer

Barreau du Québec 2012

Catherine Pepin

Catherine Pepin, LL.B.

Lawyer

Barreau du Québec 2012

Phone number

450 973-4020 #275

Email address

cpepin@lecorre.com

Assistant

Annie Vorobief
450 973-4020 #233
a.vorobief@lecorre.com

Catherine Pepin has been practicing labour and employment law since the beginning of her career, serving employers exclusively. Ms. Pepin counsels employers on all aspects of labour relations, including labour standards, employment contracts, occupational health and safety and collective labour relations, and represents them in civil and administrative courts. Her practice includes research and drafting of legal opinions. She also contributes to our Gestion Plus bulletin and our various books, publications and workshops.

Academic training
  • Université de Sherbrooke - LL.B. -  2011
Professional Affiliations
  • Member of the Barreau du Québec
  • Member of the Canadian Association of Counsel to Employers (CACE)
Involvement / Outreach

Conference and training

  • Droit du travail - Obligation d'accommodement, Annual conference of the Association des avocats de province, September 26, 2015
Workshops

Take a front row seat for this annual review of Occupational Health and Safety, and of the rulings by the Tribunal administratif du travail that have impacted the day to day operations of employers in 2019. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
5 tricks and tips to make the best of managing your occupational injuries cases

Being proactive in managing cases of occupational injury, does that ring a bell? Are you among those who simply respond when they receive medical certificates and decisions by the CNESST, or rather among those who know from the outset the date of the next medical assessment of the employee on medical leave and who try to influence the upcoming decision? Are you inclined to concur with the opinion of the employee’s physician or do you exercise the rights available to you under the AIAOD, as soon as possible, to bring the cost of a claim down to a minimum? Upstream action, with an overall realistic understanding of the case, instead of reacting to events as they come, can make all the difference in terms of financial outcomes.

Learn more
A practical up-to-date approach to labour standards

The relationships between an employer and his employees and executives are governed on a daily basis by a number of legislative provisions. It is essential for any HR manager to have a working knowledge of minimal labour standards, of the notices to be given in cases involving termination of employment, and of the recourses provided by the Act respecting Labour Standards.

Learn more
Access to medical information: everything an employer is entitled to know

In the context of managing your employees, you will need to obtain and interpret a great deal of medical information. Whether at the time of hiring, or in the case of absence due to a personal or professional health issue, or of an employee going back to work or simply for purposes of assessing an employee’s ability to work, you will need comprehensive and precise information in order to make informed decisions.

Learn more
Accident investigation : it's much more then forms!

The primary purpose of an investigationand analysis is to obtain and preserve reliable, relevant information and learn the exact circumstances of a workplace accident. When carried out without delay, investigation is a highly effective tool for dealing with dubious cases and implementing the relevant corrective measures.

Learn more
Alcohol, drugs and addictions: what are your rights and obligations

Problems related to alcohol, drug and medication consumption are omnipresent in all social spheres. The workplace is no exception. Yet, the management of employees' consumption of intoxicating substances affecting work performance is often neglected or inadequate, and this laxity can have serious consequences. For this reason, it is important that management move quickly and effectively when an employee’s work performance is affected by alcohol, drug or medication consumption.

Learn more
Claims for psychological injuries: from theory to practice

Claims for psychological injuries are part of the most complex category of injuries to deal with. They involve the intangible: human factors, perceptions, work dynamics. With so much subjectivity and given the absence of specific provisions in the Act respecting industrial accidents and occupational diseases, it is important to take stock of the positions adopted by the courts and to get a good grasp of applicable guidelines. This workshop is intended for participants who have a good basic knowledge of claims management.

Learn more
Dealing with unionization

All employers have a strong reaction to their first union raid. The best way to deal with unionization is to find out what might prompt it. Even an employer who is aware of the pitfalls and knows how to avoid them may one day be faced with an application for certification, despite sound practices in human resources management.

Learn more
Difficult employees: what lies around gets dusty

Most of us have been faced with situations involving employees whose interpersonal relationships with coworkers and/or managers can be problematic: angry, querulous, oppositional or just plain edgy employees with an attitude that cannot help but be corrosive to the working atmosphere. Whether this kind of behaviour arises occasionally or chronically, it is essential for managers to intervene to prevent the situation from degenerating.

Learn more
Documenting a Court hearing before the TAT, division SST

Any ruling by the Tribunal administratif du travail (TAT), division santé et sécurité du travail (previously the CLP) can have significant consequences for your company. Since the TAT, division SST, makes the final decision regarding challenges by the parties, you will not get a second chance to submit convincing evidence. Preparation is the key to success. For your benefit or that of your representative, identify and collect all necessary documents in preparation for the hearing.

Learn more
Drafting corporate policies and an employee handbook

As part of their responsibilities, human resources and labour relations professionals are sometimes called upon to establish corporate policies. They must have a clear grasp of the issues related to the development, distribution and implementation of these policies. This training workshop, which primarily focuses on non-unionized companies, is designed to provide all participants with several policy templates and to clarify the associated legal constraints. It is intended for labour relations professionals who have less than 5 years’ experience or who want to review some of the policies in place.

Learn more
From hiring to termination of employment

In Quebec, there are several laws governing the different aspects of the employer/employee relationship. From time of hiring to termination of employment, employers find themselves subjected to court-imposed rules that are often hard to reconcile with such objectives as efficiency and productivity. You will be introduced to the concepts and rules applicable at time of hiring, during employment and upon termination of employment, as illustrated by means of concrete examples.

Learn more
Gradation of sanctions: when to give a second chance?

In matters of disciplinary sanctions, the employer must abide by the principle of gradation in order to give an employee the chance to correct perceived misconduct, except in cases where the latter is serious enough as to completely sever the bond of trust required to maintain the employment relationship.

Learn more
How to draft a disciplinary measure

Words spoken fly away, words written remain. We all hear the ring of truth in this proverb that calls for prudence, reminding us that, unlike spoken words, written statements leave traces. Drafting a disciplinary measure is therefore an important exercise and any manager should make a point of mastering it.

Learn more
How to draft an agreement pursuant to a settlement

As an administrator, you are expected to negotiate agreements with your employees in order to avoid litigation or to bring closure to it, whether it is a termination of employment agreement, or the settlement of a grievance or complaint to the Tribunal administratif du travail (TAT). The document that legalizes this agreement is called a transaction, which is subject to the rules of contract law. The writing of this agreement is important!

Learn more
How to draft an expert's mandate?

One of the tools available to a manager in charge of disability cases is the medical assessment. Considering the determining impact that a medical assessment will have on how the case unfolds, it is important to use the physician’s expertise as thoroughly as possible. He is the expert after all!

Learn more
How to draft an objection to a SST claim?

Those responsible for managing SST claims are often under the impression that workers’ compensation by the CNESST has practically become automatic, and that they don’t have a voice in the matter. However, though this may be somewhat time consuming, a timely submission of the employer’s viewpoint in a written objection to the CNESST can be a success factor. How can you criticize the CNESST for having accepted a claim when relevant facts that should have led to its dismissal were not brought to its attention? You can be sure that the worker will not do this on your behalf...

Learn more
Labour Relations: What happened in 2018?

Take a front row seat for this annual review of Labour Relations, and of the rulings that have impacted the day to day operations of employers in 2018. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
Labour Relations: What happened in 2019?

Take a front row seat for this annual review of Labour Relations, and of the rulings that have impacted the day to day operations of employers in 2019. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
Loyalty is a choice: have your employees made the right one?

Every employee has a duty of loyalty towards his/her employer, whether at time of hiring, during employment, and even after termination of employment. However, as shown all too often in case law, lack of loyalty is a frequent offence: false statements at time of hiring or during employment, document forgery, theft or fraud, conflict of interest, public criticism or denunciation of the employer, violation of confidentiality, non-collaboration and non-compliance with non-competition and/or non-solicitation clauses, all these are offences related to the duty of loyalty.

Learn more
Management of discipline and dismissal

Managing discipline is no easy task. As an employer, you must deal with the human aspect, with motivation and the need to keep the business productive. You must also deal with the many possible recourses available to employees, whether unionized or not. The decision to dismiss is rarely taken lightly by an employer; however a poorly prepared case file can have serious financial consequences.

Learn more
Managing absenteeism

Absenteeism is a growing concern in any business. Replacement costs, shuffling employees to fill vacant positions, and loss of productivity are just some of the factors that force any thriving business to control absenteeism as much as possible. A casual approach leads to even more serious consequences: the loss of motivation among workers who are not delinquent absentees.

Learn more
Managing employment injuries: the basics of cost control - Day 1 - Initiation

Sound management of employment injuries means taking effective, timely actions. In the context of this workshop, new managers will gain the basic knowledge they need to assess the eligibility of employment injury claims and to challenge them. They will know how to set up a temporary assignment, and when and how to activate the medical assessment process. They will learn to make effective use of the challenge mechanisms provided by law.

Learn more
Mental health and labour relations: better understanding for better action

According to a report by Health Canada, one out of every five individuals will develop a mental health problem at some point in his or her lifetime. Naturally, this ever increasing trend is reflected in the workplace and in your organization. How widespread is this new phenomenon, and what is its impact on managing your employees?

Learn more
Neglecting occupational health and safety: who goes to jail?

The Criminal Code foresees that all managers - from CEOs to foremen - may be held criminally liable for health and safety infractions. As the first criminal lawsuits are being launched against companies and the CNESST is watching employers more closely than ever - what do you need to know, and what should you do?

Learn more
Negotiating a collective agreement

The collective agreement is the contract that will have the greatest impact on the daily management of your business. A negotiation has to be planed and prepared. To this end, the expertise of seasoned negotiators is available to you. Negotiations should be planned for. We will give you the tools you need to prepare your team of negotiators. If you wish to deepen your knowledge, the workshop Writing a collective agreement is held the next day. You can register for both workshops for $ 1,350 plus taxes.

Learn more
Negotiating and writing a collective agreement

The collective agreement is the contract that will have the greatest impact on the way you manage your business on a daily basis. As you work out this agreement, take advantage of the expertise of accomplished negotiators. Such negotiations need planning. We will provide you with the necessary tools to prepare and write your collective agreement.

Learn more
Psychological harassment in the workplace

The legislature introduced a change to the Act respecting labour standards which imposes on employers a two-fold responsibility concerning psychological harassment. Employers must take reasonable means to prevent psychological harassment and, when such conduct is brought to their attention, to put a stop to it. The Act now prohibits the harassment that may happen between co-workers, or by suppliers or clients, as well as that which may occur when you exercise managerial rights.

Learn more
Psychological harassment: conducting effective investigations for swift solutions

Managing psychological harassment complaints is a very delicate process, often fraught with numerous obstacles. It is imperative that the designated investigating officer should have the necessary qualifications and tools to overcome such obstacles. This workshop is based on our experience over the past years, with abundant references to case-law.

Learn more
Retrospective billing of employers: 7 winning practices to review the financial status of your SST file

As an employer subject to retrospective billing, each dollar paid by the CNESST to compensate an employee can ultimately cost you up to $5.50 in contributions, and can amount to nearly $8.00 at the time of the interim adjustment. Learn how this billing methodology works, and how to use it to your advantage by implementing clear orientations and concrete actions. Understand how actions taken in the context of managing compensation case files can impact your CNESST expenses (contributions and adjustments). This training will allow you to gain a general understanding of retrospective billing, and will prove useful in developing your management strategies. It will enable you to better understand the actions that lead to credits and/or situations that entail contribution surcharges.

Learn more
SST : 8 good reasons to ask for the suspension of indemnities of the CNESST

Many employers are unaware that a valuable tool exists to encourage injured workers to comply with their obligations under the Act respecting industrial accidents and occupational diseases (LATMP): section 142. This approach allows CNESST to reduce or suspend an allowance paid to a worker as a result of an employment injury, where the worker refuses to cooperate. Know how to easily identify these situations and become more proactive in the follow-up of your files in order to reduce the duration of the compensation

Learn more
SST : Could Facebook and other social networks be helpful to you?

Many employers believe that publications made by employees on social media are in the realm of privacy. However, although the public is more aware of the problem of privacy and the protection of personal information, users of various social networks publish a significant amount of information and photos that may be of great interest to an informed employer. You could use publications made on social media as part of the management of your employment injury files or before the Tribunal in litigation. In this workshop, you will learn about the limitations of viewing one of your employees' profiles on various social networks, the settings that apply to their use, and the role they can play on the result of a dispute.

Learn more
SST: get a handle on cost allocation and reduce your contributions

SST contributions are a critical budget issue for most employers. Too many employment injuries are the result of third party involvement or of a personal condition which predisposes a worker to injury under circumstances which are not normally hazardous. There are cost transferring and cost sharing mechanisms which can alleviate the impact of such situations.

Learn more
Strategic management of employment injuries: what if you could do even better? Day 2 - Development

Despite appropriate actions taken in managing employment injury claims, some cases can get past even the most seasoned managers. Due to their medical complexity, or the recurring issues they involve and that impede the effectiveness of your actions, such cases often require a great deal of energy, with little results. Learn to control costs and to optimize management in such complex cases. This workshop will review applicable solutions in cases involving fraudulent claims, as well as obstacles to setting up a temporary assignment and to the medical assessment. In addition, we will address the importance of a consistent challenge strategy in order to minimize the duration of compensation.

Learn more
Successful conciliation before the TAT, division SST

The Act to establish the Administrative Labour Tribunal provides the parties with a choice option in the context of a hearing: conciliation. Thanks to this flexible process, the employer can enter into an agreement that is intended to be beneficial. Reduce the risks, costs and financial impacts of employment injuries, as well as preparation time for a hearing before the TAT, division SST by learning to negotiate your own conciliations and settle your disputes yourself.

Learn more
Taking advantage of section 329 of the LATMP: Learn to identify potential gains and to write a convincing application for sharing imputed costs

The cost of employment injuries occurring in your establishment and the contributions required of you by the CNESST can become a major financial concern for your company. Section 329 of the Act respecting industrial accidents and occupational diseases states that an employer may be entitled to sharing imputed costs in relation to an employment injury case if it is proven that the worker was “already handicapped when his employment injury appears”. Know how to take advantage of this section and learn how to assert your rights to limit the costs imputed to you as the employer by writing convincing cost sharing applications to the CNESST.

Learn more
The obligation to accommodate: myths and realities

Every employer has the obligation to accommodate, whether it applies to a handicap, religion or any other motive of discrimination covered under the Charter. Through this training session, our goal is to demystify this obligation, which, as you will see, is not altogether without limits.

Learn more
The SST inspector: his range of intervention and its consequences

Under the Act respecting Occupational Health and Safety, the CNESST inspector has a broad range of powers. His/her intervention in a given workplace can have serious consequences for an employer. But rest assured there are a number of recourses and defenses available to you. This workshop will allow you to determine when and how to use them effectively.

Learn more
Three good reasons to keep an eye on social media

Faced with the reality that social media are being used by 85% of Quebecers, employers are increasingly monitoring their employees’ online activities. This monitoring process can allow them to manage disability or employment injury case files, to limit damages to the company’s reputation or to avoid the waste of time caused by Internet use for personal purposes during working hours.

Learn more
When doctors get between you and your human resources

HR managers need to ensure that their organisation can count on able employees, while physicians are expected to establish a trusting relationship with their patients. Both sides have their area of expertise and their role to fulfil. Without disputing the role and qualifications of attending physicians, you have the right to ask questions.

Learn more
Work-family balance: not an easy one to achieve

More and more families are concerned with how hard it is to balance their professional duties and their family obligations, both towards their children and towards their aging parents. In this context, you may be wondering whether your employees are covered by the Charter of Human Rights and Freedoms. This training will allow you to get acquainted with the state of the law regarding this issue.

Learn more
Writing a collective agreement

It is generally up to the union to submit the drafts of a collective agreement, but sometimes this task can go to the employer. In this context, it is therefore important to be cognizant of the applicable rules when you are called upon to review certain texts or to write new provisions.

Learn more
View all
Publications

Release date: October 5, 2018
ISBN: 978-2-89730-503-1
Format: Paper , Electronic , Combo

La rédaction d'une convention collective de travail: tout ce que l'employeur doit savoir
La rédaction d'une convention collective de travail: tout ce que l'employeur doit savoir

Release date: September 22, 2015
ISBN: 978-2-89730-154-5
Format: Paper

View all

Jacques Provencher

Lawyer

Barreau du Québec 1988

Jacques Provencher

Jacques Provencher, LL.B., CIRC

Lawyer

Barreau du Québec 1988

Phone number

450 973-4020 #225

Email address

jprovencher@lecorre.com

Assistant

Jennifer Coelho
450 973-4020 #239
jcoelho@lecorre.com

Jacques Provencher is a partner in the firm who advises our clients on a variety of managerial issues, and represents companies of all sizes in different economic sectors before administrative tribunals and civil courts, in both federal and provincial jurisdictions. The negotiation of collective agreements, grievance arbitrations, complaints before the Tribunal administratif du travail (TAT), occupational health and safety matters, and Human Rights Charters' issues are part of his daily practice. Mr. Provencher is also a speaker and instructor.

Academic training
  • Université Laval - LL.B. - 1987
Professional Affiliations
  • Member of the Barreau du Québec
  • Member of the Canadian Association of Counsel to Employers (CACE)
  • Member of the Ordre des conseillers en relations industrielles agréés
Involvement / Outreach

 

Specialized committees

  • Co-administrator for the Province of Quebec for the Canadian Association of Counsel to Employers (CACE), 2015
  • Member of the organizing committee of the 2015 Conference of the Association of Counsel to Employers (CACE)
  • Co-president and member of the organizing committee of the Association of Counsel to Employers (CACE), Montreal, September 2014


Conferences and trainings

  • L'arrêt S.F.P.Q.: une mise à jour s'impose, Conférence des arbitres, April 26, 2014
  • Gradation des sanctions: est-il toujours nécessaire de donner une deuxième chance au coureur? Webinar broadcast by Éditions Yvon Blais, May14, 2014
  • La surveillance de vos employés: votre preuve sera-t-elle admiseWebinar broadcast by Éditions Yvon Blais, November 29, 2013
  • Les dommages-intérêts et les droits de la personne – perspective québécoise, annual conference of the Association of Counsel to Employers (CACE), 2008
  • Psychological Harassment and Criminal Liability of Organizations and Psychological Harassment, Student School Safety Conference, Alberta, January 19, 2007
  • Harcèlement psychologique : où en sommes-nous? Canadian Association for the Practical Study of Law in Education (CAPSLE), May 2006
  • Guest speaker at the Management Negotiating Committee for English-language School Boards (CPNCA) for various numerous training sessions and conferences since 2002
Workshops

Take a front row seat for this annual review of Occupational Health and Safety, and of the rulings by the Tribunal administratif du travail that have impacted the day to day operations of employers in 2019. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
5 tricks and tips to make the best of managing your occupational injuries cases

Being proactive in managing cases of occupational injury, does that ring a bell? Are you among those who simply respond when they receive medical certificates and decisions by the CNESST, or rather among those who know from the outset the date of the next medical assessment of the employee on medical leave and who try to influence the upcoming decision? Are you inclined to concur with the opinion of the employee’s physician or do you exercise the rights available to you under the AIAOD, as soon as possible, to bring the cost of a claim down to a minimum? Upstream action, with an overall realistic understanding of the case, instead of reacting to events as they come, can make all the difference in terms of financial outcomes.

Learn more
A practical up-to-date approach to labour standards

The relationships between an employer and his employees and executives are governed on a daily basis by a number of legislative provisions. It is essential for any HR manager to have a working knowledge of minimal labour standards, of the notices to be given in cases involving termination of employment, and of the recourses provided by the Act respecting Labour Standards.

Learn more
Access to medical information: everything an employer is entitled to know

In the context of managing your employees, you will need to obtain and interpret a great deal of medical information. Whether at the time of hiring, or in the case of absence due to a personal or professional health issue, or of an employee going back to work or simply for purposes of assessing an employee’s ability to work, you will need comprehensive and precise information in order to make informed decisions.

Learn more
Accident investigation : it's much more then forms!

The primary purpose of an investigationand analysis is to obtain and preserve reliable, relevant information and learn the exact circumstances of a workplace accident. When carried out without delay, investigation is a highly effective tool for dealing with dubious cases and implementing the relevant corrective measures.

Learn more
Alcohol, drugs and addictions: what are your rights and obligations

Problems related to alcohol, drug and medication consumption are omnipresent in all social spheres. The workplace is no exception. Yet, the management of employees' consumption of intoxicating substances affecting work performance is often neglected or inadequate, and this laxity can have serious consequences. For this reason, it is important that management move quickly and effectively when an employee’s work performance is affected by alcohol, drug or medication consumption.

Learn more
Claims for psychological injuries: from theory to practice

Claims for psychological injuries are part of the most complex category of injuries to deal with. They involve the intangible: human factors, perceptions, work dynamics. With so much subjectivity and given the absence of specific provisions in the Act respecting industrial accidents and occupational diseases, it is important to take stock of the positions adopted by the courts and to get a good grasp of applicable guidelines. This workshop is intended for participants who have a good basic knowledge of claims management.

Learn more
Dealing with unionization

All employers have a strong reaction to their first union raid. The best way to deal with unionization is to find out what might prompt it. Even an employer who is aware of the pitfalls and knows how to avoid them may one day be faced with an application for certification, despite sound practices in human resources management.

Learn more
Difficult employees: what lies around gets dusty

Most of us have been faced with situations involving employees whose interpersonal relationships with coworkers and/or managers can be problematic: angry, querulous, oppositional or just plain edgy employees with an attitude that cannot help but be corrosive to the working atmosphere. Whether this kind of behaviour arises occasionally or chronically, it is essential for managers to intervene to prevent the situation from degenerating.

Learn more
Documenting a Court hearing before the TAT, division SST

Any ruling by the Tribunal administratif du travail (TAT), division santé et sécurité du travail (previously the CLP) can have significant consequences for your company. Since the TAT, division SST, makes the final decision regarding challenges by the parties, you will not get a second chance to submit convincing evidence. Preparation is the key to success. For your benefit or that of your representative, identify and collect all necessary documents in preparation for the hearing.

Learn more
Drafting corporate policies and an employee handbook

As part of their responsibilities, human resources and labour relations professionals are sometimes called upon to establish corporate policies. They must have a clear grasp of the issues related to the development, distribution and implementation of these policies. This training workshop, which primarily focuses on non-unionized companies, is designed to provide all participants with several policy templates and to clarify the associated legal constraints. It is intended for labour relations professionals who have less than 5 years’ experience or who want to review some of the policies in place.

Learn more
From hiring to termination of employment

In Quebec, there are several laws governing the different aspects of the employer/employee relationship. From time of hiring to termination of employment, employers find themselves subjected to court-imposed rules that are often hard to reconcile with such objectives as efficiency and productivity. You will be introduced to the concepts and rules applicable at time of hiring, during employment and upon termination of employment, as illustrated by means of concrete examples.

Learn more
Gradation of sanctions: when to give a second chance?

In matters of disciplinary sanctions, the employer must abide by the principle of gradation in order to give an employee the chance to correct perceived misconduct, except in cases where the latter is serious enough as to completely sever the bond of trust required to maintain the employment relationship.

Learn more
How to draft a disciplinary measure

Words spoken fly away, words written remain. We all hear the ring of truth in this proverb that calls for prudence, reminding us that, unlike spoken words, written statements leave traces. Drafting a disciplinary measure is therefore an important exercise and any manager should make a point of mastering it.

Learn more
How to draft an agreement pursuant to a settlement

As an administrator, you are expected to negotiate agreements with your employees in order to avoid litigation or to bring closure to it, whether it is a termination of employment agreement, or the settlement of a grievance or complaint to the Tribunal administratif du travail (TAT). The document that legalizes this agreement is called a transaction, which is subject to the rules of contract law. The writing of this agreement is important!

Learn more
How to draft an expert's mandate?

One of the tools available to a manager in charge of disability cases is the medical assessment. Considering the determining impact that a medical assessment will have on how the case unfolds, it is important to use the physician’s expertise as thoroughly as possible. He is the expert after all!

Learn more
How to draft an objection to a SST claim?

Those responsible for managing SST claims are often under the impression that workers’ compensation by the CNESST has practically become automatic, and that they don’t have a voice in the matter. However, though this may be somewhat time consuming, a timely submission of the employer’s viewpoint in a written objection to the CNESST can be a success factor. How can you criticize the CNESST for having accepted a claim when relevant facts that should have led to its dismissal were not brought to its attention? You can be sure that the worker will not do this on your behalf...

Learn more
Labour Relations: What happened in 2018?

Take a front row seat for this annual review of Labour Relations, and of the rulings that have impacted the day to day operations of employers in 2018. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
Labour Relations: What happened in 2019?

Take a front row seat for this annual review of Labour Relations, and of the rulings that have impacted the day to day operations of employers in 2019. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
Loyalty is a choice: have your employees made the right one?

Every employee has a duty of loyalty towards his/her employer, whether at time of hiring, during employment, and even after termination of employment. However, as shown all too often in case law, lack of loyalty is a frequent offence: false statements at time of hiring or during employment, document forgery, theft or fraud, conflict of interest, public criticism or denunciation of the employer, violation of confidentiality, non-collaboration and non-compliance with non-competition and/or non-solicitation clauses, all these are offences related to the duty of loyalty.

Learn more
Management of discipline and dismissal

Managing discipline is no easy task. As an employer, you must deal with the human aspect, with motivation and the need to keep the business productive. You must also deal with the many possible recourses available to employees, whether unionized or not. The decision to dismiss is rarely taken lightly by an employer; however a poorly prepared case file can have serious financial consequences.

Learn more
Managing absenteeism

Absenteeism is a growing concern in any business. Replacement costs, shuffling employees to fill vacant positions, and loss of productivity are just some of the factors that force any thriving business to control absenteeism as much as possible. A casual approach leads to even more serious consequences: the loss of motivation among workers who are not delinquent absentees.

Learn more
Managing employment injuries: the basics of cost control - Day 1 - Initiation

Sound management of employment injuries means taking effective, timely actions. In the context of this workshop, new managers will gain the basic knowledge they need to assess the eligibility of employment injury claims and to challenge them. They will know how to set up a temporary assignment, and when and how to activate the medical assessment process. They will learn to make effective use of the challenge mechanisms provided by law.

Learn more
Mental health and labour relations: better understanding for better action

According to a report by Health Canada, one out of every five individuals will develop a mental health problem at some point in his or her lifetime. Naturally, this ever increasing trend is reflected in the workplace and in your organization. How widespread is this new phenomenon, and what is its impact on managing your employees?

Learn more
Neglecting occupational health and safety: who goes to jail?

The Criminal Code foresees that all managers - from CEOs to foremen - may be held criminally liable for health and safety infractions. As the first criminal lawsuits are being launched against companies and the CNESST is watching employers more closely than ever - what do you need to know, and what should you do?

Learn more
Negotiating a collective agreement

The collective agreement is the contract that will have the greatest impact on the daily management of your business. A negotiation has to be planed and prepared. To this end, the expertise of seasoned negotiators is available to you. Negotiations should be planned for. We will give you the tools you need to prepare your team of negotiators. If you wish to deepen your knowledge, the workshop Writing a collective agreement is held the next day. You can register for both workshops for $ 1,350 plus taxes.

Learn more
Negotiating and writing a collective agreement

The collective agreement is the contract that will have the greatest impact on the way you manage your business on a daily basis. As you work out this agreement, take advantage of the expertise of accomplished negotiators. Such negotiations need planning. We will provide you with the necessary tools to prepare and write your collective agreement.

Learn more
Psychological harassment in the workplace

The legislature introduced a change to the Act respecting labour standards which imposes on employers a two-fold responsibility concerning psychological harassment. Employers must take reasonable means to prevent psychological harassment and, when such conduct is brought to their attention, to put a stop to it. The Act now prohibits the harassment that may happen between co-workers, or by suppliers or clients, as well as that which may occur when you exercise managerial rights.

Learn more
Psychological harassment: conducting effective investigations for swift solutions

Managing psychological harassment complaints is a very delicate process, often fraught with numerous obstacles. It is imperative that the designated investigating officer should have the necessary qualifications and tools to overcome such obstacles. This workshop is based on our experience over the past years, with abundant references to case-law.

Learn more
Retrospective billing of employers: 7 winning practices to review the financial status of your SST file

As an employer subject to retrospective billing, each dollar paid by the CNESST to compensate an employee can ultimately cost you up to $5.50 in contributions, and can amount to nearly $8.00 at the time of the interim adjustment. Learn how this billing methodology works, and how to use it to your advantage by implementing clear orientations and concrete actions. Understand how actions taken in the context of managing compensation case files can impact your CNESST expenses (contributions and adjustments). This training will allow you to gain a general understanding of retrospective billing, and will prove useful in developing your management strategies. It will enable you to better understand the actions that lead to credits and/or situations that entail contribution surcharges.

Learn more
SST : 8 good reasons to ask for the suspension of indemnities of the CNESST

Many employers are unaware that a valuable tool exists to encourage injured workers to comply with their obligations under the Act respecting industrial accidents and occupational diseases (LATMP): section 142. This approach allows CNESST to reduce or suspend an allowance paid to a worker as a result of an employment injury, where the worker refuses to cooperate. Know how to easily identify these situations and become more proactive in the follow-up of your files in order to reduce the duration of the compensation

Learn more
SST : Could Facebook and other social networks be helpful to you?

Many employers believe that publications made by employees on social media are in the realm of privacy. However, although the public is more aware of the problem of privacy and the protection of personal information, users of various social networks publish a significant amount of information and photos that may be of great interest to an informed employer. You could use publications made on social media as part of the management of your employment injury files or before the Tribunal in litigation. In this workshop, you will learn about the limitations of viewing one of your employees' profiles on various social networks, the settings that apply to their use, and the role they can play on the result of a dispute.

Learn more
SST: get a handle on cost allocation and reduce your contributions

SST contributions are a critical budget issue for most employers. Too many employment injuries are the result of third party involvement or of a personal condition which predisposes a worker to injury under circumstances which are not normally hazardous. There are cost transferring and cost sharing mechanisms which can alleviate the impact of such situations.

Learn more
Strategic management of employment injuries: what if you could do even better? Day 2 - Development

Despite appropriate actions taken in managing employment injury claims, some cases can get past even the most seasoned managers. Due to their medical complexity, or the recurring issues they involve and that impede the effectiveness of your actions, such cases often require a great deal of energy, with little results. Learn to control costs and to optimize management in such complex cases. This workshop will review applicable solutions in cases involving fraudulent claims, as well as obstacles to setting up a temporary assignment and to the medical assessment. In addition, we will address the importance of a consistent challenge strategy in order to minimize the duration of compensation.

Learn more
Successful conciliation before the TAT, division SST

The Act to establish the Administrative Labour Tribunal provides the parties with a choice option in the context of a hearing: conciliation. Thanks to this flexible process, the employer can enter into an agreement that is intended to be beneficial. Reduce the risks, costs and financial impacts of employment injuries, as well as preparation time for a hearing before the TAT, division SST by learning to negotiate your own conciliations and settle your disputes yourself.

Learn more
Taking advantage of section 329 of the LATMP: Learn to identify potential gains and to write a convincing application for sharing imputed costs

The cost of employment injuries occurring in your establishment and the contributions required of you by the CNESST can become a major financial concern for your company. Section 329 of the Act respecting industrial accidents and occupational diseases states that an employer may be entitled to sharing imputed costs in relation to an employment injury case if it is proven that the worker was “already handicapped when his employment injury appears”. Know how to take advantage of this section and learn how to assert your rights to limit the costs imputed to you as the employer by writing convincing cost sharing applications to the CNESST.

Learn more
The obligation to accommodate: myths and realities

Every employer has the obligation to accommodate, whether it applies to a handicap, religion or any other motive of discrimination covered under the Charter. Through this training session, our goal is to demystify this obligation, which, as you will see, is not altogether without limits.

Learn more
The SST inspector: his range of intervention and its consequences

Under the Act respecting Occupational Health and Safety, the CNESST inspector has a broad range of powers. His/her intervention in a given workplace can have serious consequences for an employer. But rest assured there are a number of recourses and defenses available to you. This workshop will allow you to determine when and how to use them effectively.

Learn more
Three good reasons to keep an eye on social media

Faced with the reality that social media are being used by 85% of Quebecers, employers are increasingly monitoring their employees’ online activities. This monitoring process can allow them to manage disability or employment injury case files, to limit damages to the company’s reputation or to avoid the waste of time caused by Internet use for personal purposes during working hours.

Learn more
When doctors get between you and your human resources

HR managers need to ensure that their organisation can count on able employees, while physicians are expected to establish a trusting relationship with their patients. Both sides have their area of expertise and their role to fulfil. Without disputing the role and qualifications of attending physicians, you have the right to ask questions.

Learn more
Work-family balance: not an easy one to achieve

More and more families are concerned with how hard it is to balance their professional duties and their family obligations, both towards their children and towards their aging parents. In this context, you may be wondering whether your employees are covered by the Charter of Human Rights and Freedoms. This training will allow you to get acquainted with the state of the law regarding this issue.

Learn more
Writing a collective agreement

It is generally up to the union to submit the drafts of a collective agreement, but sometimes this task can go to the employer. In this context, it is therefore important to be cognizant of the applicable rules when you are called upon to review certain texts or to write new provisions.

Learn more
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Publications

Release date: October 5, 2018
ISBN: 978-2-89730-503-1
Format: Paper , Electronic , Combo

La rédaction d'une convention collective de travail: tout ce que l'employeur doit savoir
La rédaction d'une convention collective de travail: tout ce que l'employeur doit savoir

Release date: September 22, 2015
ISBN: 978-2-89730-154-5
Format: Paper

View all

Marie-Josée Sigouin

Lawyer

Barreau du Québec 1991

Marie-Josée Sigouin

Marie-Josée Sigouin, LL.B., CIRC

Lawyer

Barreau du Québec 1991

Phone number

450 973-4020 #232

Email address

mjsigouin@lecorre.com

Assistant

Stéphanie Barbusci
450 973-4020 #241
sbarbusci@lecorre.com

Marie-Josée Sigouin is a partner in the firm. Since the beginning of her career, she has acted as in-house counsel and practiced in private law firms. She held various positions at a major financial institution, including that of Executive Vice-President of Human Resources. she heads our legal training department while also being an author, lecturer and instructor. Ms. Sigouin also advises and represents our clients on collective agreements, grievance arbitrations, and complaints to the Tribunal administratif du travail, Labour relations division.

Academic training
  • Université de Montréal - LL.B.- 1990
  • Queen’s University - Certificate in Advanced Human Resources - 2004
Professional Affiliations
  • Member of the Barreau du Québec
  • Member of the Canadian Association of Counsel to Employers (CACE)
  • Member of the Ordre des conseillers en ressources humaines agréés
Involvement / Outreach

Community involvement

  • Member of the Board of Directors of the Collège Jean-Eudes

 

Other publications

  • Pour un retour au travail sans dérapage, co-author with Linda Bernier, Effectif, le magazine de l'Ordre des conseillers en ressources humaines agréés, Volume 11, number 2, April/May 2008
  • Gérer les problèmes de santé mentale au travail: un must pour maintenir une bonne performanceco-author with Linda Bernier, Effectif, le magazine de l'Ordre des conseillers en ressources humaines agréés, Volume 17, number 3, June/July/August 2014


Conferences and trainings

  • Quand les médecins s'ingèrent dans la gestion de vos RH, Congrès de l'Ordre des conseillers en ressources humaines agréés, Montreal, September 8, 2016
  • La négociation d’une convention collective de travail, Fédération des établissements d’enseignement privés (FEEP), June 8, 2016
  • Et si le respect retrouvait ses lettres de noblesse, Association des administrateurs d’études juridiques – ALA Québec, January 19, 2016
  • Le respect et la courtoisie : des valeurs de plus en plus au goût du jour! Congrès de l’Ordre des conseillers en ressources humaines agréés du Québec, October 7, 2015
  • Gestion de l’invalidité et les accommodements en matière de santé mentale, Fédération des établissements d’enseignement privés (FEEP), April 17, 2015
  • Harcèlement psychologique : avons-nous perdu le contrôle? Association québécoise des cadres scolaires (AQCS), November 27, 2014, and Colloque Yvon Blais, Montreal, May 6, 2014 – Quebec, May 28, 2014
  • Gérer les problèmes de santé psychologique : un must pour maintenir une bonne performance, Grand rendez-vous santé et sécurité et relations de travail, Ordre des conseillers en ressources humaines agréés du Québec, November 13, 2013
  • Accès aux renseignements médicaux et gestion de l’absentéisme, Corporation des services d’ambulance du Québec (CSAQ), November 27, 2013
  • Gérer les problèmes de santé psychologique : un must pour maintenir une bonne performance, Congrès de l’Ordre des conseillers en ressources humaines agréés du Québec, Montreal, November 13, 2013
  • Gestion de l’absentéisme, Fédération des établissements d’enseignement privé (FEEP), January 22, 2013
  • Dénoncer son employeur : se tourner la langue sept fois avant de sonner l’alarme, Congrès de l’Ordre des conseillers en ressources humaines agréés du Québec, October 22, 2014, and CDE de la MRC de Joliette, May 13, 2015
  • La discipline à l’ère des médias sociaux, Webinar broadcast by Éditions Yvon Blais, November 29, 2011
  • Pour une gestion moderne de la discipline, Congrès de l’Ordre des conseillers en ressources humaines agréés du Québec, Quebec, October 18, 2011
  • Le télé-travail : la nouvelle téléréalité en droit du travail, Congrès de l’Ordre des conseillers en ressources humaines agréés du Québec, Quebec, October 17, 2011
  • Accès aux renseignements médicaux : tout ce que l’employeur peut savoir, Université de Sherbrooke, Longueuil, June 17, 2011, June 15, 2012, and June 14, 2013
  • Leaders RH: rassurez la direction sur vos pratiques en relations du travail, Semaine des relations industrielles, Ordre des conseillers en ressources humaines agréés du Québec, Montreal, June 8, 2011
  • Harcèlement psychologique: enquête efficace pour une solution rapide, Colloque Yvon Blais, Montreal, April 27, 2011
  • Circulation des renseignements médicaux, sommes-nous trop prudents? Semaine des relations industrielles, Ordre des conseillers en ressources humaines agréés du Québec, Montreal, March 25, 2011
Workshops

Take a front row seat for this annual review of Occupational Health and Safety, and of the rulings by the Tribunal administratif du travail that have impacted the day to day operations of employers in 2019. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
5 tricks and tips to make the best of managing your occupational injuries cases

Being proactive in managing cases of occupational injury, does that ring a bell? Are you among those who simply respond when they receive medical certificates and decisions by the CNESST, or rather among those who know from the outset the date of the next medical assessment of the employee on medical leave and who try to influence the upcoming decision? Are you inclined to concur with the opinion of the employee’s physician or do you exercise the rights available to you under the AIAOD, as soon as possible, to bring the cost of a claim down to a minimum? Upstream action, with an overall realistic understanding of the case, instead of reacting to events as they come, can make all the difference in terms of financial outcomes.

Learn more
A practical up-to-date approach to labour standards

The relationships between an employer and his employees and executives are governed on a daily basis by a number of legislative provisions. It is essential for any HR manager to have a working knowledge of minimal labour standards, of the notices to be given in cases involving termination of employment, and of the recourses provided by the Act respecting Labour Standards.

Learn more
Access to medical information: everything an employer is entitled to know

In the context of managing your employees, you will need to obtain and interpret a great deal of medical information. Whether at the time of hiring, or in the case of absence due to a personal or professional health issue, or of an employee going back to work or simply for purposes of assessing an employee’s ability to work, you will need comprehensive and precise information in order to make informed decisions.

Learn more
Accident investigation : it's much more then forms!

The primary purpose of an investigationand analysis is to obtain and preserve reliable, relevant information and learn the exact circumstances of a workplace accident. When carried out without delay, investigation is a highly effective tool for dealing with dubious cases and implementing the relevant corrective measures.

Learn more
Alcohol, drugs and addictions: what are your rights and obligations

Problems related to alcohol, drug and medication consumption are omnipresent in all social spheres. The workplace is no exception. Yet, the management of employees' consumption of intoxicating substances affecting work performance is often neglected or inadequate, and this laxity can have serious consequences. For this reason, it is important that management move quickly and effectively when an employee’s work performance is affected by alcohol, drug or medication consumption.

Learn more
Claims for psychological injuries: from theory to practice

Claims for psychological injuries are part of the most complex category of injuries to deal with. They involve the intangible: human factors, perceptions, work dynamics. With so much subjectivity and given the absence of specific provisions in the Act respecting industrial accidents and occupational diseases, it is important to take stock of the positions adopted by the courts and to get a good grasp of applicable guidelines. This workshop is intended for participants who have a good basic knowledge of claims management.

Learn more
Dealing with unionization

All employers have a strong reaction to their first union raid. The best way to deal with unionization is to find out what might prompt it. Even an employer who is aware of the pitfalls and knows how to avoid them may one day be faced with an application for certification, despite sound practices in human resources management.

Learn more
Difficult employees: what lies around gets dusty

Most of us have been faced with situations involving employees whose interpersonal relationships with coworkers and/or managers can be problematic: angry, querulous, oppositional or just plain edgy employees with an attitude that cannot help but be corrosive to the working atmosphere. Whether this kind of behaviour arises occasionally or chronically, it is essential for managers to intervene to prevent the situation from degenerating.

Learn more
Documenting a Court hearing before the TAT, division SST

Any ruling by the Tribunal administratif du travail (TAT), division santé et sécurité du travail (previously the CLP) can have significant consequences for your company. Since the TAT, division SST, makes the final decision regarding challenges by the parties, you will not get a second chance to submit convincing evidence. Preparation is the key to success. For your benefit or that of your representative, identify and collect all necessary documents in preparation for the hearing.

Learn more
Drafting corporate policies and an employee handbook

As part of their responsibilities, human resources and labour relations professionals are sometimes called upon to establish corporate policies. They must have a clear grasp of the issues related to the development, distribution and implementation of these policies. This training workshop, which primarily focuses on non-unionized companies, is designed to provide all participants with several policy templates and to clarify the associated legal constraints. It is intended for labour relations professionals who have less than 5 years’ experience or who want to review some of the policies in place.

Learn more
From hiring to termination of employment

In Quebec, there are several laws governing the different aspects of the employer/employee relationship. From time of hiring to termination of employment, employers find themselves subjected to court-imposed rules that are often hard to reconcile with such objectives as efficiency and productivity. You will be introduced to the concepts and rules applicable at time of hiring, during employment and upon termination of employment, as illustrated by means of concrete examples.

Learn more
Gradation of sanctions: when to give a second chance?

In matters of disciplinary sanctions, the employer must abide by the principle of gradation in order to give an employee the chance to correct perceived misconduct, except in cases where the latter is serious enough as to completely sever the bond of trust required to maintain the employment relationship.

Learn more
How to draft a disciplinary measure

Words spoken fly away, words written remain. We all hear the ring of truth in this proverb that calls for prudence, reminding us that, unlike spoken words, written statements leave traces. Drafting a disciplinary measure is therefore an important exercise and any manager should make a point of mastering it.

Learn more
How to draft an agreement pursuant to a settlement

As an administrator, you are expected to negotiate agreements with your employees in order to avoid litigation or to bring closure to it, whether it is a termination of employment agreement, or the settlement of a grievance or complaint to the Tribunal administratif du travail (TAT). The document that legalizes this agreement is called a transaction, which is subject to the rules of contract law. The writing of this agreement is important!

Learn more
How to draft an expert's mandate?

One of the tools available to a manager in charge of disability cases is the medical assessment. Considering the determining impact that a medical assessment will have on how the case unfolds, it is important to use the physician’s expertise as thoroughly as possible. He is the expert after all!

Learn more
How to draft an objection to a SST claim?

Those responsible for managing SST claims are often under the impression that workers’ compensation by the CNESST has practically become automatic, and that they don’t have a voice in the matter. However, though this may be somewhat time consuming, a timely submission of the employer’s viewpoint in a written objection to the CNESST can be a success factor. How can you criticize the CNESST for having accepted a claim when relevant facts that should have led to its dismissal were not brought to its attention? You can be sure that the worker will not do this on your behalf...

Learn more
Labour Relations: What happened in 2018?

Take a front row seat for this annual review of Labour Relations, and of the rulings that have impacted the day to day operations of employers in 2018. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
Labour Relations: What happened in 2019?

Take a front row seat for this annual review of Labour Relations, and of the rulings that have impacted the day to day operations of employers in 2019. Understand the practical consequences of these rulings on your management approach and take stock of upcoming changes.

Learn more
Loyalty is a choice: have your employees made the right one?

Every employee has a duty of loyalty towards his/her employer, whether at time of hiring, during employment, and even after termination of employment. However, as shown all too often in case law, lack of loyalty is a frequent offence: false statements at time of hiring or during employment, document forgery, theft or fraud, conflict of interest, public criticism or denunciation of the employer, violation of confidentiality, non-collaboration and non-compliance with non-competition and/or non-solicitation clauses, all these are offences related to the duty of loyalty.

Learn more
Management of discipline and dismissal

Managing discipline is no easy task. As an employer, you must deal with the human aspect, with motivation and the need to keep the business productive. You must also deal with the many possible recourses available to employees, whether unionized or not. The decision to dismiss is rarely taken lightly by an employer; however a poorly prepared case file can have serious financial consequences.

Learn more
Managing absenteeism

Absenteeism is a growing concern in any business. Replacement costs, shuffling employees to fill vacant positions, and loss of productivity are just some of the factors that force any thriving business to control absenteeism as much as possible. A casual approach leads to even more serious consequences: the loss of motivation among workers who are not delinquent absentees.

Learn more
Managing employment injuries: the basics of cost control - Day 1 - Initiation

Sound management of employment injuries means taking effective, timely actions. In the context of this workshop, new managers will gain the basic knowledge they need to assess the eligibility of employment injury claims and to challenge them. They will know how to set up a temporary assignment, and when and how to activate the medical assessment process. They will learn to make effective use of the challenge mechanisms provided by law.

Learn more
Mental health and labour relations: better understanding for better action

According to a report by Health Canada, one out of every five individuals will develop a mental health problem at some point in his or her lifetime. Naturally, this ever increasing trend is reflected in the workplace and in your organization. How widespread is this new phenomenon, and what is its impact on managing your employees?

Learn more
Neglecting occupational health and safety: who goes to jail?

The Criminal Code foresees that all managers - from CEOs to foremen - may be held criminally liable for health and safety infractions. As the first criminal lawsuits are being launched against companies and the CNESST is watching employers more closely than ever - what do you need to know, and what should you do?

Learn more
Negotiating a collective agreement

The collective agreement is the contract that will have the greatest impact on the daily management of your business. A negotiation has to be planed and prepared. To this end, the expertise of seasoned negotiators is available to you. Negotiations should be planned for. We will give you the tools you need to prepare your team of negotiators. If you wish to deepen your knowledge, the workshop Writing a collective agreement is held the next day. You can register for both workshops for $ 1,350 plus taxes.

Learn more
Negotiating and writing a collective agreement

The collective agreement is the contract that will have the greatest impact on the way you manage your business on a daily basis. As you work out this agreement, take advantage of the expertise of accomplished negotiators. Such negotiations need planning. We will provide you with the necessary tools to prepare and write your collective agreement.

Learn more
Psychological harassment in the workplace

The legislature introduced a change to the Act respecting labour standards which imposes on employers a two-fold responsibility concerning psychological harassment. Employers must take reasonable means to prevent psychological harassment and, when such conduct is brought to their attention, to put a stop to it. The Act now prohibits the harassment that may happen between co-workers, or by suppliers or clients, as well as that which may occur when you exercise managerial rights.

Learn more
Psychological harassment: conducting effective investigations for swift solutions

Managing psychological harassment complaints is a very delicate process, often fraught with numerous obstacles. It is imperative that the designated investigating officer should have the necessary qualifications and tools to overcome such obstacles. This workshop is based on our experience over the past years, with abundant references to case-law.

Learn more
Retrospective billing of employers: 7 winning practices to review the financial status of your SST file

As an employer subject to retrospective billing, each dollar paid by the CNESST to compensate an employee can ultimately cost you up to $5.50 in contributions, and can amount to nearly $8.00 at the time of the interim adjustment. Learn how this billing methodology works, and how to use it to your advantage by implementing clear orientations and concrete actions. Understand how actions taken in the context of managing compensation case files can impact your CNESST expenses (contributions and adjustments). This training will allow you to gain a general understanding of retrospective billing, and will prove useful in developing your management strategies. It will enable you to better understand the actions that lead to credits and/or situations that entail contribution surcharges.

Learn more
SST : 8 good reasons to ask for the suspension of indemnities of the CNESST

Many employers are unaware that a valuable tool exists to encourage injured workers to comply with their obligations under the Act respecting industrial accidents and occupational diseases (LATMP): section 142. This approach allows CNESST to reduce or suspend an allowance paid to a worker as a result of an employment injury, where the worker refuses to cooperate. Know how to easily identify these situations and become more proactive in the follow-up of your files in order to reduce the duration of the compensation

Learn more
SST : Could Facebook and other social networks be helpful to you?

Many employers believe that publications made by employees on social media are in the realm of privacy. However, although the public is more aware of the problem of privacy and the protection of personal information, users of various social networks publish a significant amount of information and photos that may be of great interest to an informed employer. You could use publications made on social media as part of the management of your employment injury files or before the Tribunal in litigation. In this workshop, you will learn about the limitations of viewing one of your employees' profiles on various social networks, the settings that apply to their use, and the role they can play on the result of a dispute.

Learn more
SST: get a handle on cost allocation and reduce your contributions

SST contributions are a critical budget issue for most employers. Too many employment injuries are the result of third party involvement or of a personal condition which predisposes a worker to injury under circumstances which are not normally hazardous. There are cost transferring and cost sharing mechanisms which can alleviate the impact of such situations.

Learn more
Strategic management of employment injuries: what if you could do even better? Day 2 - Development

Despite appropriate actions taken in managing employment injury claims, some cases can get past even the most seasoned managers. Due to their medical complexity, or the recurring issues they involve and that impede the effectiveness of your actions, such cases often require a great deal of energy, with little results. Learn to control costs and to optimize management in such complex cases. This workshop will review applicable solutions in cases involving fraudulent claims, as well as obstacles to setting up a temporary assignment and to the medical assessment. In addition, we will address the importance of a consistent challenge strategy in order to minimize the duration of compensation.

Learn more
Successful conciliation before the TAT, division SST

The Act to establish the Administrative Labour Tribunal provides the parties with a choice option in the context of a hearing: conciliation. Thanks to this flexible process, the employer can enter into an agreement that is intended to be beneficial. Reduce the risks, costs and financial impacts of employment injuries, as well as preparation time for a hearing before the TAT, division SST by learning to negotiate your own conciliations and settle your disputes yourself.

Learn more
Taking advantage of section 329 of the LATMP: Learn to identify potential gains and to write a convincing application for sharing imputed costs

The cost of employment injuries occurring in your establishment and the contributions required of you by the CNESST can become a major financial concern for your company. Section 329 of the Act respecting industrial accidents and occupational diseases states that an employer may be entitled to sharing imputed costs in relation to an employment injury case if it is proven that the worker was “already handicapped when his employment injury appears”. Know how to take advantage of this section and learn how to assert your rights to limit the costs imputed to you as the employer by writing convincing cost sharing applications to the CNESST.

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The obligation to accommodate: myths and realities

Every employer has the obligation to accommodate, whether it applies to a handicap, religion or any other motive of discrimination covered under the Charter. Through this training session, our goal is to demystify this obligation, which, as you will see, is not altogether without limits.

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The SST inspector: his range of intervention and its consequences

Under the Act respecting Occupational Health and Safety, the CNESST inspector has a broad range of powers. His/her intervention in a given workplace can have serious consequences for an employer. But rest assured there are a number of recourses and defenses available to you. This workshop will allow you to determine when and how to use them effectively.

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Three good reasons to keep an eye on social media

Faced with the reality that social media are being used by 85% of Quebecers, employers are increasingly monitoring their employees’ online activities. This monitoring process can allow them to manage disability or employment injury case files, to limit damages to the company’s reputation or to avoid the waste of time caused by Internet use for personal purposes during working hours.

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When doctors get between you and your human resources

HR managers need to ensure that their organisation can count on able employees, while physicians are expected to establish a trusting relationship with their patients. Both sides have their area of expertise and their role to fulfil. Without disputing the role and qualifications of attending physicians, you have the right to ask questions.

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Work-family balance: not an easy one to achieve

More and more families are concerned with how hard it is to balance their professional duties and their family obligations, both towards their children and towards their aging parents. In this context, you may be wondering whether your employees are covered by the Charter of Human Rights and Freedoms. This training will allow you to get acquainted with the state of the law regarding this issue.

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Writing a collective agreement

It is generally up to the union to submit the drafts of a collective agreement, but sometimes this task can go to the employer. In this context, it is therefore important to be cognizant of the applicable rules when you are called upon to review certain texts or to write new provisions.

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Publications

Release date: October 5, 2018
ISBN: 978-2-89730-503-1
Format: Paper , Electronic , Combo

La rédaction d'une convention collective de travail: tout ce que l'employeur doit savoir
La rédaction d'une convention collective de travail: tout ce que l'employeur doit savoir

Release date: September 22, 2015
ISBN: 978-2-89730-154-5
Format: Paper

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To the exclusive service of employers

To the exclusive service of employers, Le Corre offers training workshops and publications on subjects solely pertaining to labour law. Both these tools help managers and human resources professionals to deal more effectively with the daily legal framework of their businesses.

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