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.

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.

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.

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.

We train your employees! All employees are entitled to a workplace free from psychological harassment. In return, all employees have an obligation of civility towards colleagues, managers and third parties alike. In this context, all employees must be made aware of the importance of their role in maintaining a harassment-free work environment.

This training course is aimed primarily at employers who wish to offer their employees harassment prevention training. In particular, it will enable employers to meet their obligation to train their employees. However, it will not release them from their obligation to present their policy on preventing psychological harassment and handling complaints.

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.

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.

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.

While it's sometimes necessary to go through a complete progression of disciplinary measures, it's important to understand the exceptions that allow certain steps to be bypassed, or even, in the case of serious misconduct, to justify immediate dismissal.

Drafting disciplinary measures is often a difficult task for many managers in both unionized and non-unionized companies.The aim of this training course is to make you aware of the objectives of a disciplinary measure, the importance of drafting it properly, and to provide you with practical advice that every manager should master.

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!

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!

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...

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.

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.

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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?

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?

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, a workshop entitled La rédaction d'une convention collective de travail takes place a few days later.

A policy allows a company to transmit its values and expectations to its employees. The adoption of a policy can have several positive impacts: support for managers, integration and supervision of new employees, equity in human resources management. The existence of a uniformly applied policy can also be a mitigating factor in disciplinary matters. This is why drafting clear and unambiguous policies is an essential exercise for any HR manager.

Dealing with complaints of psychological harassment is a highly sensitive exercise that can involve many obstacles. To overcome them, the person conducting the investigation must have the necessary skills and tools. This training course draws on the experience of recent years and refers to a wealth of case law.

Primarily aimed at people who conduct psychological harassment investigations, this training will enable employers to meet their obligation to train the person designated to handle a complaint or report.

In order to meet its obligation to prevent harassment and put a stop to it when such conduct is brought to its attention, the employer must be able to rely on its managers, who must foster harmonious, harassment-free relations between the members of their team, and intervene in the presence of inappropriate behavior.

This training, aimed primarily at managers, will enable employers to meet their obligation to provide harassment prevention training to their employees, including managers. However, it will not relieve the employer of its obligation to present its policy on preventing psychological harassment and handling complaints.

In employment, discrimination is prohibited by the Charter of Human Rights and Freedoms from the very beginning of the hiring process. However, it is important to know that the aptitudes or qualities required for a position to be filled may justify questions or tests related to the grounds of discrimination protected by the Charter, so that you can make an informed decision when hiring a new employee.

LABOR AND EMPLOYMENT LAW AND OCCUPATIONAL HEALTH AND SAFETY - Whether you work in labour relations or occupational health and safety, this training is for you! On October 6, 2022, new provisions on vocational rehabilitation came into force, expressly integrating into the AIAOD the concept of the employer's duty to accommodate a worker with a disability resulting from his or her employment injury. This new regime, which has been broadened to promote reintegration into the workplace, is nevertheless restrictive for employers. Increased powers have been given to the CNESST, which will become the "project manager" of the accommodation exercise. During this training session, we will shed light on the duty to accommodate and its limits, from a practical perspective that will enable you to interact with the CNESST in an informed manner in your rehabilitation files.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

You can't fire an employee for poor performance overnight. However, there is always a light at the end of the tunnel. You can terminate an incompetent employee if he or she continues to be unable to perform the way you would expect at the end of a remedial process, even if the employee has been with the company for several years. And while dismissal for incompetence is an administrative measure, there is nothing to prevent you from taking a mixed approach, i.e. imposing disciplinary measures before finally administratively closing the file of an employee who is unable to improve his or her work performance. But whatever approach you choose, it is important to remember that the shortest route to incompetence is not always the best.

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

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

The modernization of the occupational health and safety regime has made it possible to codify the employer's obligation to protect the mental health of its workers. CNESST inspectors are already hard at work ensuring compliance with this obligation. Are you ready to take the necessary steps to prevent psychosocial risks (PSR) in the workplace? What is your current level of coverage? How do psychological injury claims reflect the actualization of these risks? What are the best practices for managing psychological occupational injuries?

LABOUR AND EMPLOYMENT LAW AND OCCUPATIONAL HEALTH AND SAFETY - Telework is here to stay, and even though labour laws were not developed for this mode of work organization, they apply. This training will allow you to learn about your obligations and the legal issues related to telework, especially since the Act to modernize the OHS system adds new obligations for employers concerning the protection of workers' psychological health and the risks of exposure to violence in the workplace, including domestic violence.

Temporary assignment is a measure that can help reduce the financial impact of your work-related injuries. However, the effectiveness with which you implement a temporary assignment will depend on a number of factors, which will be addressed in this workshop, which is aimed at participants of all levels.

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.

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.

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.

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.

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.

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.

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.

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.

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.

We train your employees! All employees are entitled to a workplace free from psychological harassment. In return, all employees have an obligation of civility towards colleagues, managers and third parties alike. In this context, all employees must be made aware of the importance of their role in maintaining a harassment-free work environment.

This training course is aimed primarily at employers who wish to offer their employees harassment prevention training. In particular, it will enable employers to meet their obligation to train their employees. However, it will not release them from their obligation to present their policy on preventing psychological harassment and handling complaints.

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.

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.

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.

While it's sometimes necessary to go through a complete progression of disciplinary measures, it's important to understand the exceptions that allow certain steps to be bypassed, or even, in the case of serious misconduct, to justify immediate dismissal.

Drafting disciplinary measures is often a difficult task for many managers in both unionized and non-unionized companies.The aim of this training course is to make you aware of the objectives of a disciplinary measure, the importance of drafting it properly, and to provide you with practical advice that every manager should master.

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!

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!

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...

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.

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.

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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?

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?

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, a workshop entitled La rédaction d'une convention collective de travail takes place a few days later.

A policy allows a company to transmit its values and expectations to its employees. The adoption of a policy can have several positive impacts: support for managers, integration and supervision of new employees, equity in human resources management. The existence of a uniformly applied policy can also be a mitigating factor in disciplinary matters. This is why drafting clear and unambiguous policies is an essential exercise for any HR manager.

Dealing with complaints of psychological harassment is a highly sensitive exercise that can involve many obstacles. To overcome them, the person conducting the investigation must have the necessary skills and tools. This training course draws on the experience of recent years and refers to a wealth of case law.

Primarily aimed at people who conduct psychological harassment investigations, this training will enable employers to meet their obligation to train the person designated to handle a complaint or report.

In order to meet its obligation to prevent harassment and put a stop to it when such conduct is brought to its attention, the employer must be able to rely on its managers, who must foster harmonious, harassment-free relations between the members of their team, and intervene in the presence of inappropriate behavior.

This training, aimed primarily at managers, will enable employers to meet their obligation to provide harassment prevention training to their employees, including managers. However, it will not relieve the employer of its obligation to present its policy on preventing psychological harassment and handling complaints.

In employment, discrimination is prohibited by the Charter of Human Rights and Freedoms from the very beginning of the hiring process. However, it is important to know that the aptitudes or qualities required for a position to be filled may justify questions or tests related to the grounds of discrimination protected by the Charter, so that you can make an informed decision when hiring a new employee.

LABOR AND EMPLOYMENT LAW AND OCCUPATIONAL HEALTH AND SAFETY - Whether you work in labour relations or occupational health and safety, this training is for you! On October 6, 2022, new provisions on vocational rehabilitation came into force, expressly integrating into the AIAOD the concept of the employer's duty to accommodate a worker with a disability resulting from his or her employment injury. This new regime, which has been broadened to promote reintegration into the workplace, is nevertheless restrictive for employers. Increased powers have been given to the CNESST, which will become the "project manager" of the accommodation exercise. During this training session, we will shed light on the duty to accommodate and its limits, from a practical perspective that will enable you to interact with the CNESST in an informed manner in your rehabilitation files.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

You can't fire an employee for poor performance overnight. However, there is always a light at the end of the tunnel. You can terminate an incompetent employee if he or she continues to be unable to perform the way you would expect at the end of a remedial process, even if the employee has been with the company for several years. And while dismissal for incompetence is an administrative measure, there is nothing to prevent you from taking a mixed approach, i.e. imposing disciplinary measures before finally administratively closing the file of an employee who is unable to improve his or her work performance. But whatever approach you choose, it is important to remember that the shortest route to incompetence is not always the best.

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

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

The modernization of the occupational health and safety regime has made it possible to codify the employer's obligation to protect the mental health of its workers. CNESST inspectors are already hard at work ensuring compliance with this obligation. Are you ready to take the necessary steps to prevent psychosocial risks (PSR) in the workplace? What is your current level of coverage? How do psychological injury claims reflect the actualization of these risks? What are the best practices for managing psychological occupational injuries?

LABOUR AND EMPLOYMENT LAW AND OCCUPATIONAL HEALTH AND SAFETY - Telework is here to stay, and even though labour laws were not developed for this mode of work organization, they apply. This training will allow you to learn about your obligations and the legal issues related to telework, especially since the Act to modernize the OHS system adds new obligations for employers concerning the protection of workers' psychological health and the risks of exposure to violence in the workplace, including domestic violence.

Temporary assignment is a measure that can help reduce the financial impact of your work-related injuries. However, the effectiveness with which you implement a temporary assignment will depend on a number of factors, which will be addressed in this workshop, which is aimed at participants of all levels.

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.

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.

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.

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.

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.

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.

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.

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.

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.

We train your employees! All employees are entitled to a workplace free from psychological harassment. In return, all employees have an obligation of civility towards colleagues, managers and third parties alike. In this context, all employees must be made aware of the importance of their role in maintaining a harassment-free work environment.

This training course is aimed primarily at employers who wish to offer their employees harassment prevention training. In particular, it will enable employers to meet their obligation to train their employees. However, it will not release them from their obligation to present their policy on preventing psychological harassment and handling complaints.

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.

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.

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.

While it's sometimes necessary to go through a complete progression of disciplinary measures, it's important to understand the exceptions that allow certain steps to be bypassed, or even, in the case of serious misconduct, to justify immediate dismissal.

Drafting disciplinary measures is often a difficult task for many managers in both unionized and non-unionized companies.The aim of this training course is to make you aware of the objectives of a disciplinary measure, the importance of drafting it properly, and to provide you with practical advice that every manager should master.

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!

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!

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...

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.

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.

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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?

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?

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, a workshop entitled La rédaction d'une convention collective de travail takes place a few days later.

A policy allows a company to transmit its values and expectations to its employees. The adoption of a policy can have several positive impacts: support for managers, integration and supervision of new employees, equity in human resources management. The existence of a uniformly applied policy can also be a mitigating factor in disciplinary matters. This is why drafting clear and unambiguous policies is an essential exercise for any HR manager.

Dealing with complaints of psychological harassment is a highly sensitive exercise that can involve many obstacles. To overcome them, the person conducting the investigation must have the necessary skills and tools. This training course draws on the experience of recent years and refers to a wealth of case law.

Primarily aimed at people who conduct psychological harassment investigations, this training will enable employers to meet their obligation to train the person designated to handle a complaint or report.

In order to meet its obligation to prevent harassment and put a stop to it when such conduct is brought to its attention, the employer must be able to rely on its managers, who must foster harmonious, harassment-free relations between the members of their team, and intervene in the presence of inappropriate behavior.

This training, aimed primarily at managers, will enable employers to meet their obligation to provide harassment prevention training to their employees, including managers. However, it will not relieve the employer of its obligation to present its policy on preventing psychological harassment and handling complaints.

In employment, discrimination is prohibited by the Charter of Human Rights and Freedoms from the very beginning of the hiring process. However, it is important to know that the aptitudes or qualities required for a position to be filled may justify questions or tests related to the grounds of discrimination protected by the Charter, so that you can make an informed decision when hiring a new employee.

LABOR AND EMPLOYMENT LAW AND OCCUPATIONAL HEALTH AND SAFETY - Whether you work in labour relations or occupational health and safety, this training is for you! On October 6, 2022, new provisions on vocational rehabilitation came into force, expressly integrating into the AIAOD the concept of the employer's duty to accommodate a worker with a disability resulting from his or her employment injury. This new regime, which has been broadened to promote reintegration into the workplace, is nevertheless restrictive for employers. Increased powers have been given to the CNESST, which will become the "project manager" of the accommodation exercise. During this training session, we will shed light on the duty to accommodate and its limits, from a practical perspective that will enable you to interact with the CNESST in an informed manner in your rehabilitation files.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

You can't fire an employee for poor performance overnight. However, there is always a light at the end of the tunnel. You can terminate an incompetent employee if he or she continues to be unable to perform the way you would expect at the end of a remedial process, even if the employee has been with the company for several years. And while dismissal for incompetence is an administrative measure, there is nothing to prevent you from taking a mixed approach, i.e. imposing disciplinary measures before finally administratively closing the file of an employee who is unable to improve his or her work performance. But whatever approach you choose, it is important to remember that the shortest route to incompetence is not always the best.

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

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

The modernization of the occupational health and safety regime has made it possible to codify the employer's obligation to protect the mental health of its workers. CNESST inspectors are already hard at work ensuring compliance with this obligation. Are you ready to take the necessary steps to prevent psychosocial risks (PSR) in the workplace? What is your current level of coverage? How do psychological injury claims reflect the actualization of these risks? What are the best practices for managing psychological occupational injuries?

LABOUR AND EMPLOYMENT LAW AND OCCUPATIONAL HEALTH AND SAFETY - Telework is here to stay, and even though labour laws were not developed for this mode of work organization, they apply. This training will allow you to learn about your obligations and the legal issues related to telework, especially since the Act to modernize the OHS system adds new obligations for employers concerning the protection of workers' psychological health and the risks of exposure to violence in the workplace, including domestic violence.

Temporary assignment is a measure that can help reduce the financial impact of your work-related injuries. However, the effectiveness with which you implement a temporary assignment will depend on a number of factors, which will be addressed in this workshop, which is aimed at participants of all levels.

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.

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.

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.

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.

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.

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.

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.

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.

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.

We train your employees! All employees are entitled to a workplace free from psychological harassment. In return, all employees have an obligation of civility towards colleagues, managers and third parties alike. In this context, all employees must be made aware of the importance of their role in maintaining a harassment-free work environment.

This training course is aimed primarily at employers who wish to offer their employees harassment prevention training. In particular, it will enable employers to meet their obligation to train their employees. However, it will not release them from their obligation to present their policy on preventing psychological harassment and handling complaints.

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.

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.

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.

While it's sometimes necessary to go through a complete progression of disciplinary measures, it's important to understand the exceptions that allow certain steps to be bypassed, or even, in the case of serious misconduct, to justify immediate dismissal.

Drafting disciplinary measures is often a difficult task for many managers in both unionized and non-unionized companies.The aim of this training course is to make you aware of the objectives of a disciplinary measure, the importance of drafting it properly, and to provide you with practical advice that every manager should master.

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!

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!

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...

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.

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.

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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?

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?

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, a workshop entitled La rédaction d'une convention collective de travail takes place a few days later.

A policy allows a company to transmit its values and expectations to its employees. The adoption of a policy can have several positive impacts: support for managers, integration and supervision of new employees, equity in human resources management. The existence of a uniformly applied policy can also be a mitigating factor in disciplinary matters. This is why drafting clear and unambiguous policies is an essential exercise for any HR manager.

Dealing with complaints of psychological harassment is a highly sensitive exercise that can involve many obstacles. To overcome them, the person conducting the investigation must have the necessary skills and tools. This training course draws on the experience of recent years and refers to a wealth of case law.

Primarily aimed at people who conduct psychological harassment investigations, this training will enable employers to meet their obligation to train the person designated to handle a complaint or report.

In order to meet its obligation to prevent harassment and put a stop to it when such conduct is brought to its attention, the employer must be able to rely on its managers, who must foster harmonious, harassment-free relations between the members of their team, and intervene in the presence of inappropriate behavior.

This training, aimed primarily at managers, will enable employers to meet their obligation to provide harassment prevention training to their employees, including managers. However, it will not relieve the employer of its obligation to present its policy on preventing psychological harassment and handling complaints.

In employment, discrimination is prohibited by the Charter of Human Rights and Freedoms from the very beginning of the hiring process. However, it is important to know that the aptitudes or qualities required for a position to be filled may justify questions or tests related to the grounds of discrimination protected by the Charter, so that you can make an informed decision when hiring a new employee.

LABOR AND EMPLOYMENT LAW AND OCCUPATIONAL HEALTH AND SAFETY - Whether you work in labour relations or occupational health and safety, this training is for you! On October 6, 2022, new provisions on vocational rehabilitation came into force, expressly integrating into the AIAOD the concept of the employer's duty to accommodate a worker with a disability resulting from his or her employment injury. This new regime, which has been broadened to promote reintegration into the workplace, is nevertheless restrictive for employers. Increased powers have been given to the CNESST, which will become the "project manager" of the accommodation exercise. During this training session, we will shed light on the duty to accommodate and its limits, from a practical perspective that will enable you to interact with the CNESST in an informed manner in your rehabilitation files.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

You can't fire an employee for poor performance overnight. However, there is always a light at the end of the tunnel. You can terminate an incompetent employee if he or she continues to be unable to perform the way you would expect at the end of a remedial process, even if the employee has been with the company for several years. And while dismissal for incompetence is an administrative measure, there is nothing to prevent you from taking a mixed approach, i.e. imposing disciplinary measures before finally administratively closing the file of an employee who is unable to improve his or her work performance. But whatever approach you choose, it is important to remember that the shortest route to incompetence is not always the best.

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

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

The modernization of the occupational health and safety regime has made it possible to codify the employer's obligation to protect the mental health of its workers. CNESST inspectors are already hard at work ensuring compliance with this obligation. Are you ready to take the necessary steps to prevent psychosocial risks (PSR) in the workplace? What is your current level of coverage? How do psychological injury claims reflect the actualization of these risks? What are the best practices for managing psychological occupational injuries?

LABOUR AND EMPLOYMENT LAW AND OCCUPATIONAL HEALTH AND SAFETY - Telework is here to stay, and even though labour laws were not developed for this mode of work organization, they apply. This training will allow you to learn about your obligations and the legal issues related to telework, especially since the Act to modernize the OHS system adds new obligations for employers concerning the protection of workers' psychological health and the risks of exposure to violence in the workplace, including domestic violence.

Temporary assignment is a measure that can help reduce the financial impact of your work-related injuries. However, the effectiveness with which you implement a temporary assignment will depend on a number of factors, which will be addressed in this workshop, which is aimed at participants of all levels.

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.

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.

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.

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.

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.

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.

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.

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.

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.

We train your employees! All employees are entitled to a workplace free from psychological harassment. In return, all employees have an obligation of civility towards colleagues, managers and third parties alike. In this context, all employees must be made aware of the importance of their role in maintaining a harassment-free work environment.

This training course is aimed primarily at employers who wish to offer their employees harassment prevention training. In particular, it will enable employers to meet their obligation to train their employees. However, it will not release them from their obligation to present their policy on preventing psychological harassment and handling complaints.

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.

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.

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.

While it's sometimes necessary to go through a complete progression of disciplinary measures, it's important to understand the exceptions that allow certain steps to be bypassed, or even, in the case of serious misconduct, to justify immediate dismissal.

Drafting disciplinary measures is often a difficult task for many managers in both unionized and non-unionized companies.The aim of this training course is to make you aware of the objectives of a disciplinary measure, the importance of drafting it properly, and to provide you with practical advice that every manager should master.

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!

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!

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...

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.

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.

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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?

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?

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, a workshop entitled La rédaction d'une convention collective de travail takes place a few days later.

A policy allows a company to transmit its values and expectations to its employees. The adoption of a policy can have several positive impacts: support for managers, integration and supervision of new employees, equity in human resources management. The existence of a uniformly applied policy can also be a mitigating factor in disciplinary matters. This is why drafting clear and unambiguous policies is an essential exercise for any HR manager.

Dealing with complaints of psychological harassment is a highly sensitive exercise that can involve many obstacles. To overcome them, the person conducting the investigation must have the necessary skills and tools. This training course draws on the experience of recent years and refers to a wealth of case law.

Primarily aimed at people who conduct psychological harassment investigations, this training will enable employers to meet their obligation to train the person designated to handle a complaint or report.

In order to meet its obligation to prevent harassment and put a stop to it when such conduct is brought to its attention, the employer must be able to rely on its managers, who must foster harmonious, harassment-free relations between the members of their team, and intervene in the presence of inappropriate behavior.

This training, aimed primarily at managers, will enable employers to meet their obligation to provide harassment prevention training to their employees, including managers. However, it will not relieve the employer of its obligation to present its policy on preventing psychological harassment and handling complaints.

In employment, discrimination is prohibited by the Charter of Human Rights and Freedoms from the very beginning of the hiring process. However, it is important to know that the aptitudes or qualities required for a position to be filled may justify questions or tests related to the grounds of discrimination protected by the Charter, so that you can make an informed decision when hiring a new employee.

LABOR AND EMPLOYMENT LAW AND OCCUPATIONAL HEALTH AND SAFETY - Whether you work in labour relations or occupational health and safety, this training is for you! On October 6, 2022, new provisions on vocational rehabilitation came into force, expressly integrating into the AIAOD the concept of the employer's duty to accommodate a worker with a disability resulting from his or her employment injury. This new regime, which has been broadened to promote reintegration into the workplace, is nevertheless restrictive for employers. Increased powers have been given to the CNESST, which will become the "project manager" of the accommodation exercise. During this training session, we will shed light on the duty to accommodate and its limits, from a practical perspective that will enable you to interact with the CNESST in an informed manner in your rehabilitation files.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

You can't fire an employee for poor performance overnight. However, there is always a light at the end of the tunnel. You can terminate an incompetent employee if he or she continues to be unable to perform the way you would expect at the end of a remedial process, even if the employee has been with the company for several years. And while dismissal for incompetence is an administrative measure, there is nothing to prevent you from taking a mixed approach, i.e. imposing disciplinary measures before finally administratively closing the file of an employee who is unable to improve his or her work performance. But whatever approach you choose, it is important to remember that the shortest route to incompetence is not always the best.

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

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

The modernization of the occupational health and safety regime has made it possible to codify the employer's obligation to protect the mental health of its workers. CNESST inspectors are already hard at work ensuring compliance with this obligation. Are you ready to take the necessary steps to prevent psychosocial risks (PSR) in the workplace? What is your current level of coverage? How do psychological injury claims reflect the actualization of these risks? What are the best practices for managing psychological occupational injuries?

LABOUR AND EMPLOYMENT LAW AND OCCUPATIONAL HEALTH AND SAFETY - Telework is here to stay, and even though labour laws were not developed for this mode of work organization, they apply. This training will allow you to learn about your obligations and the legal issues related to telework, especially since the Act to modernize the OHS system adds new obligations for employers concerning the protection of workers' psychological health and the risks of exposure to violence in the workplace, including domestic violence.

Temporary assignment is a measure that can help reduce the financial impact of your work-related injuries. However, the effectiveness with which you implement a temporary assignment will depend on a number of factors, which will be addressed in this workshop, which is aimed at participants of all levels.

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.

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.

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.

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.

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.

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.

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.

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.

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.

We train your employees! All employees are entitled to a workplace free from psychological harassment. In return, all employees have an obligation of civility towards colleagues, managers and third parties alike. In this context, all employees must be made aware of the importance of their role in maintaining a harassment-free work environment.

This training course is aimed primarily at employers who wish to offer their employees harassment prevention training. In particular, it will enable employers to meet their obligation to train their employees. However, it will not release them from their obligation to present their policy on preventing psychological harassment and handling complaints.

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.

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.

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.

While it's sometimes necessary to go through a complete progression of disciplinary measures, it's important to understand the exceptions that allow certain steps to be bypassed, or even, in the case of serious misconduct, to justify immediate dismissal.

Drafting disciplinary measures is often a difficult task for many managers in both unionized and non-unionized companies.The aim of this training course is to make you aware of the objectives of a disciplinary measure, the importance of drafting it properly, and to provide you with practical advice that every manager should master.

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!

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!

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...

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.

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.

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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?

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?

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, a workshop entitled La rédaction d'une convention collective de travail takes place a few days later.

A policy allows a company to transmit its values and expectations to its employees. The adoption of a policy can have several positive impacts: support for managers, integration and supervision of new employees, equity in human resources management. The existence of a uniformly applied policy can also be a mitigating factor in disciplinary matters. This is why drafting clear and unambiguous policies is an essential exercise for any HR manager.

Dealing with complaints of psychological harassment is a highly sensitive exercise that can involve many obstacles. To overcome them, the person conducting the investigation must have the necessary skills and tools. This training course draws on the experience of recent years and refers to a wealth of case law.

Primarily aimed at people who conduct psychological harassment investigations, this training will enable employers to meet their obligation to train the person designated to handle a complaint or report.

In order to meet its obligation to prevent harassment and put a stop to it when such conduct is brought to its attention, the employer must be able to rely on its managers, who must foster harmonious, harassment-free relations between the members of their team, and intervene in the presence of inappropriate behavior.

This training, aimed primarily at managers, will enable employers to meet their obligation to provide harassment prevention training to their employees, including managers. However, it will not relieve the employer of its obligation to present its policy on preventing psychological harassment and handling complaints.

In employment, discrimination is prohibited by the Charter of Human Rights and Freedoms from the very beginning of the hiring process. However, it is important to know that the aptitudes or qualities required for a position to be filled may justify questions or tests related to the grounds of discrimination protected by the Charter, so that you can make an informed decision when hiring a new employee.

LABOR AND EMPLOYMENT LAW AND OCCUPATIONAL HEALTH AND SAFETY - Whether you work in labour relations or occupational health and safety, this training is for you! On October 6, 2022, new provisions on vocational rehabilitation came into force, expressly integrating into the AIAOD the concept of the employer's duty to accommodate a worker with a disability resulting from his or her employment injury. This new regime, which has been broadened to promote reintegration into the workplace, is nevertheless restrictive for employers. Increased powers have been given to the CNESST, which will become the "project manager" of the accommodation exercise. During this training session, we will shed light on the duty to accommodate and its limits, from a practical perspective that will enable you to interact with the CNESST in an informed manner in your rehabilitation files.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

You can't fire an employee for poor performance overnight. However, there is always a light at the end of the tunnel. You can terminate an incompetent employee if he or she continues to be unable to perform the way you would expect at the end of a remedial process, even if the employee has been with the company for several years. And while dismissal for incompetence is an administrative measure, there is nothing to prevent you from taking a mixed approach, i.e. imposing disciplinary measures before finally administratively closing the file of an employee who is unable to improve his or her work performance. But whatever approach you choose, it is important to remember that the shortest route to incompetence is not always the best.

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

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

The modernization of the occupational health and safety regime has made it possible to codify the employer's obligation to protect the mental health of its workers. CNESST inspectors are already hard at work ensuring compliance with this obligation. Are you ready to take the necessary steps to prevent psychosocial risks (PSR) in the workplace? What is your current level of coverage? How do psychological injury claims reflect the actualization of these risks? What are the best practices for managing psychological occupational injuries?

LABOUR AND EMPLOYMENT LAW AND OCCUPATIONAL HEALTH AND SAFETY - Telework is here to stay, and even though labour laws were not developed for this mode of work organization, they apply. This training will allow you to learn about your obligations and the legal issues related to telework, especially since the Act to modernize the OHS system adds new obligations for employers concerning the protection of workers' psychological health and the risks of exposure to violence in the workplace, including domestic violence.

Temporary assignment is a measure that can help reduce the financial impact of your work-related injuries. However, the effectiveness with which you implement a temporary assignment will depend on a number of factors, which will be addressed in this workshop, which is aimed at participants of all levels.

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.

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.

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.

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.

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.

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.

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.

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.

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.

We train your employees! All employees are entitled to a workplace free from psychological harassment. In return, all employees have an obligation of civility towards colleagues, managers and third parties alike. In this context, all employees must be made aware of the importance of their role in maintaining a harassment-free work environment.

This training course is aimed primarily at employers who wish to offer their employees harassment prevention training. In particular, it will enable employers to meet their obligation to train their employees. However, it will not release them from their obligation to present their policy on preventing psychological harassment and handling complaints.

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.

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.

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.

While it's sometimes necessary to go through a complete progression of disciplinary measures, it's important to understand the exceptions that allow certain steps to be bypassed, or even, in the case of serious misconduct, to justify immediate dismissal.

Drafting disciplinary measures is often a difficult task for many managers in both unionized and non-unionized companies.The aim of this training course is to make you aware of the objectives of a disciplinary measure, the importance of drafting it properly, and to provide you with practical advice that every manager should master.

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!

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!

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...

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.

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.

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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?

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?

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, a workshop entitled La rédaction d'une convention collective de travail takes place a few days later.

A policy allows a company to transmit its values and expectations to its employees. The adoption of a policy can have several positive impacts: support for managers, integration and supervision of new employees, equity in human resources management. The existence of a uniformly applied policy can also be a mitigating factor in disciplinary matters. This is why drafting clear and unambiguous policies is an essential exercise for any HR manager.

Dealing with complaints of psychological harassment is a highly sensitive exercise that can involve many obstacles. To overcome them, the person conducting the investigation must have the necessary skills and tools. This training course draws on the experience of recent years and refers to a wealth of case law.

Primarily aimed at people who conduct psychological harassment investigations, this training will enable employers to meet their obligation to train the person designated to handle a complaint or report.

In order to meet its obligation to prevent harassment and put a stop to it when such conduct is brought to its attention, the employer must be able to rely on its managers, who must foster harmonious, harassment-free relations between the members of their team, and intervene in the presence of inappropriate behavior.

This training, aimed primarily at managers, will enable employers to meet their obligation to provide harassment prevention training to their employees, including managers. However, it will not relieve the employer of its obligation to present its policy on preventing psychological harassment and handling complaints.

In employment, discrimination is prohibited by the Charter of Human Rights and Freedoms from the very beginning of the hiring process. However, it is important to know that the aptitudes or qualities required for a position to be filled may justify questions or tests related to the grounds of discrimination protected by the Charter, so that you can make an informed decision when hiring a new employee.

LABOR AND EMPLOYMENT LAW AND OCCUPATIONAL HEALTH AND SAFETY - Whether you work in labour relations or occupational health and safety, this training is for you! On October 6, 2022, new provisions on vocational rehabilitation came into force, expressly integrating into the AIAOD the concept of the employer's duty to accommodate a worker with a disability resulting from his or her employment injury. This new regime, which has been broadened to promote reintegration into the workplace, is nevertheless restrictive for employers. Increased powers have been given to the CNESST, which will become the "project manager" of the accommodation exercise. During this training session, we will shed light on the duty to accommodate and its limits, from a practical perspective that will enable you to interact with the CNESST in an informed manner in your rehabilitation files.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

You can't fire an employee for poor performance overnight. However, there is always a light at the end of the tunnel. You can terminate an incompetent employee if he or she continues to be unable to perform the way you would expect at the end of a remedial process, even if the employee has been with the company for several years. And while dismissal for incompetence is an administrative measure, there is nothing to prevent you from taking a mixed approach, i.e. imposing disciplinary measures before finally administratively closing the file of an employee who is unable to improve his or her work performance. But whatever approach you choose, it is important to remember that the shortest route to incompetence is not always the best.

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

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

The modernization of the occupational health and safety regime has made it possible to codify the employer's obligation to protect the mental health of its workers. CNESST inspectors are already hard at work ensuring compliance with this obligation. Are you ready to take the necessary steps to prevent psychosocial risks (PSR) in the workplace? What is your current level of coverage? How do psychological injury claims reflect the actualization of these risks? What are the best practices for managing psychological occupational injuries?

LABOUR AND EMPLOYMENT LAW AND OCCUPATIONAL HEALTH AND SAFETY - Telework is here to stay, and even though labour laws were not developed for this mode of work organization, they apply. This training will allow you to learn about your obligations and the legal issues related to telework, especially since the Act to modernize the OHS system adds new obligations for employers concerning the protection of workers' psychological health and the risks of exposure to violence in the workplace, including domestic violence.

Temporary assignment is a measure that can help reduce the financial impact of your work-related injuries. However, the effectiveness with which you implement a temporary assignment will depend on a number of factors, which will be addressed in this workshop, which is aimed at participants of all levels.

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.

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.

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.

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.

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.

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.

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.

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.

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.

We train your employees! All employees are entitled to a workplace free from psychological harassment. In return, all employees have an obligation of civility towards colleagues, managers and third parties alike. In this context, all employees must be made aware of the importance of their role in maintaining a harassment-free work environment.

This training course is aimed primarily at employers who wish to offer their employees harassment prevention training. In particular, it will enable employers to meet their obligation to train their employees. However, it will not release them from their obligation to present their policy on preventing psychological harassment and handling complaints.

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.

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.

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.

While it's sometimes necessary to go through a complete progression of disciplinary measures, it's important to understand the exceptions that allow certain steps to be bypassed, or even, in the case of serious misconduct, to justify immediate dismissal.

Drafting disciplinary measures is often a difficult task for many managers in both unionized and non-unionized companies.The aim of this training course is to make you aware of the objectives of a disciplinary measure, the importance of drafting it properly, and to provide you with practical advice that every manager should master.

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!

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!

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...

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.

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.

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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?

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?

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, a workshop entitled La rédaction d'une convention collective de travail takes place a few days later.

A policy allows a company to transmit its values and expectations to its employees. The adoption of a policy can have several positive impacts: support for managers, integration and supervision of new employees, equity in human resources management. The existence of a uniformly applied policy can also be a mitigating factor in disciplinary matters. This is why drafting clear and unambiguous policies is an essential exercise for any HR manager.

Dealing with complaints of psychological harassment is a highly sensitive exercise that can involve many obstacles. To overcome them, the person conducting the investigation must have the necessary skills and tools. This training course draws on the experience of recent years and refers to a wealth of case law.

Primarily aimed at people who conduct psychological harassment investigations, this training will enable employers to meet their obligation to train the person designated to handle a complaint or report.

In order to meet its obligation to prevent harassment and put a stop to it when such conduct is brought to its attention, the employer must be able to rely on its managers, who must foster harmonious, harassment-free relations between the members of their team, and intervene in the presence of inappropriate behavior.

This training, aimed primarily at managers, will enable employers to meet their obligation to provide harassment prevention training to their employees, including managers. However, it will not relieve the employer of its obligation to present its policy on preventing psychological harassment and handling complaints.

In employment, discrimination is prohibited by the Charter of Human Rights and Freedoms from the very beginning of the hiring process. However, it is important to know that the aptitudes or qualities required for a position to be filled may justify questions or tests related to the grounds of discrimination protected by the Charter, so that you can make an informed decision when hiring a new employee.

LABOR AND EMPLOYMENT LAW AND OCCUPATIONAL HEALTH AND SAFETY - Whether you work in labour relations or occupational health and safety, this training is for you! On October 6, 2022, new provisions on vocational rehabilitation came into force, expressly integrating into the AIAOD the concept of the employer's duty to accommodate a worker with a disability resulting from his or her employment injury. This new regime, which has been broadened to promote reintegration into the workplace, is nevertheless restrictive for employers. Increased powers have been given to the CNESST, which will become the "project manager" of the accommodation exercise. During this training session, we will shed light on the duty to accommodate and its limits, from a practical perspective that will enable you to interact with the CNESST in an informed manner in your rehabilitation files.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

You can't fire an employee for poor performance overnight. However, there is always a light at the end of the tunnel. You can terminate an incompetent employee if he or she continues to be unable to perform the way you would expect at the end of a remedial process, even if the employee has been with the company for several years. And while dismissal for incompetence is an administrative measure, there is nothing to prevent you from taking a mixed approach, i.e. imposing disciplinary measures before finally administratively closing the file of an employee who is unable to improve his or her work performance. But whatever approach you choose, it is important to remember that the shortest route to incompetence is not always the best.

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

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

The modernization of the occupational health and safety regime has made it possible to codify the employer's obligation to protect the mental health of its workers. CNESST inspectors are already hard at work ensuring compliance with this obligation. Are you ready to take the necessary steps to prevent psychosocial risks (PSR) in the workplace? What is your current level of coverage? How do psychological injury claims reflect the actualization of these risks? What are the best practices for managing psychological occupational injuries?

LABOUR AND EMPLOYMENT LAW AND OCCUPATIONAL HEALTH AND SAFETY - Telework is here to stay, and even though labour laws were not developed for this mode of work organization, they apply. This training will allow you to learn about your obligations and the legal issues related to telework, especially since the Act to modernize the OHS system adds new obligations for employers concerning the protection of workers' psychological health and the risks of exposure to violence in the workplace, including domestic violence.

Temporary assignment is a measure that can help reduce the financial impact of your work-related injuries. However, the effectiveness with which you implement a temporary assignment will depend on a number of factors, which will be addressed in this workshop, which is aimed at participants of all levels.

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.

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.

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.

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.

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.

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.

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.

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.

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.

We train your employees! All employees are entitled to a workplace free from psychological harassment. In return, all employees have an obligation of civility towards colleagues, managers and third parties alike. In this context, all employees must be made aware of the importance of their role in maintaining a harassment-free work environment.

This training course is aimed primarily at employers who wish to offer their employees harassment prevention training. In particular, it will enable employers to meet their obligation to train their employees. However, it will not release them from their obligation to present their policy on preventing psychological harassment and handling complaints.

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.

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.

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.

While it's sometimes necessary to go through a complete progression of disciplinary measures, it's important to understand the exceptions that allow certain steps to be bypassed, or even, in the case of serious misconduct, to justify immediate dismissal.

Drafting disciplinary measures is often a difficult task for many managers in both unionized and non-unionized companies.The aim of this training course is to make you aware of the objectives of a disciplinary measure, the importance of drafting it properly, and to provide you with practical advice that every manager should master.

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!

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!

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...

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.

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.

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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?

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?

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, a workshop entitled La rédaction d'une convention collective de travail takes place a few days later.

A policy allows a company to transmit its values and expectations to its employees. The adoption of a policy can have several positive impacts: support for managers, integration and supervision of new employees, equity in human resources management. The existence of a uniformly applied policy can also be a mitigating factor in disciplinary matters. This is why drafting clear and unambiguous policies is an essential exercise for any HR manager.

Dealing with complaints of psychological harassment is a highly sensitive exercise that can involve many obstacles. To overcome them, the person conducting the investigation must have the necessary skills and tools. This training course draws on the experience of recent years and refers to a wealth of case law.

Primarily aimed at people who conduct psychological harassment investigations, this training will enable employers to meet their obligation to train the person designated to handle a complaint or report.

In order to meet its obligation to prevent harassment and put a stop to it when such conduct is brought to its attention, the employer must be able to rely on its managers, who must foster harmonious, harassment-free relations between the members of their team, and intervene in the presence of inappropriate behavior.

This training, aimed primarily at managers, will enable employers to meet their obligation to provide harassment prevention training to their employees, including managers. However, it will not relieve the employer of its obligation to present its policy on preventing psychological harassment and handling complaints.

In employment, discrimination is prohibited by the Charter of Human Rights and Freedoms from the very beginning of the hiring process. However, it is important to know that the aptitudes or qualities required for a position to be filled may justify questions or tests related to the grounds of discrimination protected by the Charter, so that you can make an informed decision when hiring a new employee.

LABOR AND EMPLOYMENT LAW AND OCCUPATIONAL HEALTH AND SAFETY - Whether you work in labour relations or occupational health and safety, this training is for you! On October 6, 2022, new provisions on vocational rehabilitation came into force, expressly integrating into the AIAOD the concept of the employer's duty to accommodate a worker with a disability resulting from his or her employment injury. This new regime, which has been broadened to promote reintegration into the workplace, is nevertheless restrictive for employers. Increased powers have been given to the CNESST, which will become the "project manager" of the accommodation exercise. During this training session, we will shed light on the duty to accommodate and its limits, from a practical perspective that will enable you to interact with the CNESST in an informed manner in your rehabilitation files.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

You can't fire an employee for poor performance overnight. However, there is always a light at the end of the tunnel. You can terminate an incompetent employee if he or she continues to be unable to perform the way you would expect at the end of a remedial process, even if the employee has been with the company for several years. And while dismissal for incompetence is an administrative measure, there is nothing to prevent you from taking a mixed approach, i.e. imposing disciplinary measures before finally administratively closing the file of an employee who is unable to improve his or her work performance. But whatever approach you choose, it is important to remember that the shortest route to incompetence is not always the best.

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

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

The modernization of the occupational health and safety regime has made it possible to codify the employer's obligation to protect the mental health of its workers. CNESST inspectors are already hard at work ensuring compliance with this obligation. Are you ready to take the necessary steps to prevent psychosocial risks (PSR) in the workplace? What is your current level of coverage? How do psychological injury claims reflect the actualization of these risks? What are the best practices for managing psychological occupational injuries?

LABOUR AND EMPLOYMENT LAW AND OCCUPATIONAL HEALTH AND SAFETY - Telework is here to stay, and even though labour laws were not developed for this mode of work organization, they apply. This training will allow you to learn about your obligations and the legal issues related to telework, especially since the Act to modernize the OHS system adds new obligations for employers concerning the protection of workers' psychological health and the risks of exposure to violence in the workplace, including domestic violence.

Temporary assignment is a measure that can help reduce the financial impact of your work-related injuries. However, the effectiveness with which you implement a temporary assignment will depend on a number of factors, which will be addressed in this workshop, which is aimed at participants of all levels.

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.

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.

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.

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.

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.

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.

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.

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.

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.

We train your employees! All employees are entitled to a workplace free from psychological harassment. In return, all employees have an obligation of civility towards colleagues, managers and third parties alike. In this context, all employees must be made aware of the importance of their role in maintaining a harassment-free work environment.

This training course is aimed primarily at employers who wish to offer their employees harassment prevention training. In particular, it will enable employers to meet their obligation to train their employees. However, it will not release them from their obligation to present their policy on preventing psychological harassment and handling complaints.

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.

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.

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.

While it's sometimes necessary to go through a complete progression of disciplinary measures, it's important to understand the exceptions that allow certain steps to be bypassed, or even, in the case of serious misconduct, to justify immediate dismissal.

Drafting disciplinary measures is often a difficult task for many managers in both unionized and non-unionized companies.The aim of this training course is to make you aware of the objectives of a disciplinary measure, the importance of drafting it properly, and to provide you with practical advice that every manager should master.

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!

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!

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...

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.

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.

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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?

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?

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, a workshop entitled La rédaction d'une convention collective de travail takes place a few days later.

A policy allows a company to transmit its values and expectations to its employees. The adoption of a policy can have several positive impacts: support for managers, integration and supervision of new employees, equity in human resources management. The existence of a uniformly applied policy can also be a mitigating factor in disciplinary matters. This is why drafting clear and unambiguous policies is an essential exercise for any HR manager.

Dealing with complaints of psychological harassment is a highly sensitive exercise that can involve many obstacles. To overcome them, the person conducting the investigation must have the necessary skills and tools. This training course draws on the experience of recent years and refers to a wealth of case law.

Primarily aimed at people who conduct psychological harassment investigations, this training will enable employers to meet their obligation to train the person designated to handle a complaint or report.

In order to meet its obligation to prevent harassment and put a stop to it when such conduct is brought to its attention, the employer must be able to rely on its managers, who must foster harmonious, harassment-free relations between the members of their team, and intervene in the presence of inappropriate behavior.

This training, aimed primarily at managers, will enable employers to meet their obligation to provide harassment prevention training to their employees, including managers. However, it will not relieve the employer of its obligation to present its policy on preventing psychological harassment and handling complaints.

In employment, discrimination is prohibited by the Charter of Human Rights and Freedoms from the very beginning of the hiring process. However, it is important to know that the aptitudes or qualities required for a position to be filled may justify questions or tests related to the grounds of discrimination protected by the Charter, so that you can make an informed decision when hiring a new employee.

LABOR AND EMPLOYMENT LAW AND OCCUPATIONAL HEALTH AND SAFETY - Whether you work in labour relations or occupational health and safety, this training is for you! On October 6, 2022, new provisions on vocational rehabilitation came into force, expressly integrating into the AIAOD the concept of the employer's duty to accommodate a worker with a disability resulting from his or her employment injury. This new regime, which has been broadened to promote reintegration into the workplace, is nevertheless restrictive for employers. Increased powers have been given to the CNESST, which will become the "project manager" of the accommodation exercise. During this training session, we will shed light on the duty to accommodate and its limits, from a practical perspective that will enable you to interact with the CNESST in an informed manner in your rehabilitation files.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

You can't fire an employee for poor performance overnight. However, there is always a light at the end of the tunnel. You can terminate an incompetent employee if he or she continues to be unable to perform the way you would expect at the end of a remedial process, even if the employee has been with the company for several years. And while dismissal for incompetence is an administrative measure, there is nothing to prevent you from taking a mixed approach, i.e. imposing disciplinary measures before finally administratively closing the file of an employee who is unable to improve his or her work performance. But whatever approach you choose, it is important to remember that the shortest route to incompetence is not always the best.

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

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

The modernization of the occupational health and safety regime has made it possible to codify the employer's obligation to protect the mental health of its workers. CNESST inspectors are already hard at work ensuring compliance with this obligation. Are you ready to take the necessary steps to prevent psychosocial risks (PSR) in the workplace? What is your current level of coverage? How do psychological injury claims reflect the actualization of these risks? What are the best practices for managing psychological occupational injuries?

LABOUR AND EMPLOYMENT LAW AND OCCUPATIONAL HEALTH AND SAFETY - Telework is here to stay, and even though labour laws were not developed for this mode of work organization, they apply. This training will allow you to learn about your obligations and the legal issues related to telework, especially since the Act to modernize the OHS system adds new obligations for employers concerning the protection of workers' psychological health and the risks of exposure to violence in the workplace, including domestic violence.

Temporary assignment is a measure that can help reduce the financial impact of your work-related injuries. However, the effectiveness with which you implement a temporary assignment will depend on a number of factors, which will be addressed in this workshop, which is aimed at participants of all levels.

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.

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.

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.

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.

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.

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.

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.

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.

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.

We train your employees! All employees are entitled to a workplace free from psychological harassment. In return, all employees have an obligation of civility towards colleagues, managers and third parties alike. In this context, all employees must be made aware of the importance of their role in maintaining a harassment-free work environment.

This training course is aimed primarily at employers who wish to offer their employees harassment prevention training. In particular, it will enable employers to meet their obligation to train their employees. However, it will not release them from their obligation to present their policy on preventing psychological harassment and handling complaints.

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.

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.

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.

While it's sometimes necessary to go through a complete progression of disciplinary measures, it's important to understand the exceptions that allow certain steps to be bypassed, or even, in the case of serious misconduct, to justify immediate dismissal.

Drafting disciplinary measures is often a difficult task for many managers in both unionized and non-unionized companies.The aim of this training course is to make you aware of the objectives of a disciplinary measure, the importance of drafting it properly, and to provide you with practical advice that every manager should master.

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!

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!

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...

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.

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.

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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?

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?

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, a workshop entitled La rédaction d'une convention collective de travail takes place a few days later.

A policy allows a company to transmit its values and expectations to its employees. The adoption of a policy can have several positive impacts: support for managers, integration and supervision of new employees, equity in human resources management. The existence of a uniformly applied policy can also be a mitigating factor in disciplinary matters. This is why drafting clear and unambiguous policies is an essential exercise for any HR manager.

Dealing with complaints of psychological harassment is a highly sensitive exercise that can involve many obstacles. To overcome them, the person conducting the investigation must have the necessary skills and tools. This training course draws on the experience of recent years and refers to a wealth of case law.

Primarily aimed at people who conduct psychological harassment investigations, this training will enable employers to meet their obligation to train the person designated to handle a complaint or report.

In order to meet its obligation to prevent harassment and put a stop to it when such conduct is brought to its attention, the employer must be able to rely on its managers, who must foster harmonious, harassment-free relations between the members of their team, and intervene in the presence of inappropriate behavior.

This training, aimed primarily at managers, will enable employers to meet their obligation to provide harassment prevention training to their employees, including managers. However, it will not relieve the employer of its obligation to present its policy on preventing psychological harassment and handling complaints.

In employment, discrimination is prohibited by the Charter of Human Rights and Freedoms from the very beginning of the hiring process. However, it is important to know that the aptitudes or qualities required for a position to be filled may justify questions or tests related to the grounds of discrimination protected by the Charter, so that you can make an informed decision when hiring a new employee.

LABOR AND EMPLOYMENT LAW AND OCCUPATIONAL HEALTH AND SAFETY - Whether you work in labour relations or occupational health and safety, this training is for you! On October 6, 2022, new provisions on vocational rehabilitation came into force, expressly integrating into the AIAOD the concept of the employer's duty to accommodate a worker with a disability resulting from his or her employment injury. This new regime, which has been broadened to promote reintegration into the workplace, is nevertheless restrictive for employers. Increased powers have been given to the CNESST, which will become the "project manager" of the accommodation exercise. During this training session, we will shed light on the duty to accommodate and its limits, from a practical perspective that will enable you to interact with the CNESST in an informed manner in your rehabilitation files.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

You can't fire an employee for poor performance overnight. However, there is always a light at the end of the tunnel. You can terminate an incompetent employee if he or she continues to be unable to perform the way you would expect at the end of a remedial process, even if the employee has been with the company for several years. And while dismissal for incompetence is an administrative measure, there is nothing to prevent you from taking a mixed approach, i.e. imposing disciplinary measures before finally administratively closing the file of an employee who is unable to improve his or her work performance. But whatever approach you choose, it is important to remember that the shortest route to incompetence is not always the best.

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

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

The modernization of the occupational health and safety regime has made it possible to codify the employer's obligation to protect the mental health of its workers. CNESST inspectors are already hard at work ensuring compliance with this obligation. Are you ready to take the necessary steps to prevent psychosocial risks (PSR) in the workplace? What is your current level of coverage? How do psychological injury claims reflect the actualization of these risks? What are the best practices for managing psychological occupational injuries?

LABOUR AND EMPLOYMENT LAW AND OCCUPATIONAL HEALTH AND SAFETY - Telework is here to stay, and even though labour laws were not developed for this mode of work organization, they apply. This training will allow you to learn about your obligations and the legal issues related to telework, especially since the Act to modernize the OHS system adds new obligations for employers concerning the protection of workers' psychological health and the risks of exposure to violence in the workplace, including domestic violence.

Temporary assignment is a measure that can help reduce the financial impact of your work-related injuries. However, the effectiveness with which you implement a temporary assignment will depend on a number of factors, which will be addressed in this workshop, which is aimed at participants of all levels.

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.

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.

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.

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.

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.

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.

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.

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.

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.

We train your employees! All employees are entitled to a workplace free from psychological harassment. In return, all employees have an obligation of civility towards colleagues, managers and third parties alike. In this context, all employees must be made aware of the importance of their role in maintaining a harassment-free work environment.

This training course is aimed primarily at employers who wish to offer their employees harassment prevention training. In particular, it will enable employers to meet their obligation to train their employees. However, it will not release them from their obligation to present their policy on preventing psychological harassment and handling complaints.

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.

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.

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.

While it's sometimes necessary to go through a complete progression of disciplinary measures, it's important to understand the exceptions that allow certain steps to be bypassed, or even, in the case of serious misconduct, to justify immediate dismissal.

Drafting disciplinary measures is often a difficult task for many managers in both unionized and non-unionized companies.The aim of this training course is to make you aware of the objectives of a disciplinary measure, the importance of drafting it properly, and to provide you with practical advice that every manager should master.

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!

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!

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...

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.

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.

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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?

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?

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, a workshop entitled La rédaction d'une convention collective de travail takes place a few days later.

A policy allows a company to transmit its values and expectations to its employees. The adoption of a policy can have several positive impacts: support for managers, integration and supervision of new employees, equity in human resources management. The existence of a uniformly applied policy can also be a mitigating factor in disciplinary matters. This is why drafting clear and unambiguous policies is an essential exercise for any HR manager.

Dealing with complaints of psychological harassment is a highly sensitive exercise that can involve many obstacles. To overcome them, the person conducting the investigation must have the necessary skills and tools. This training course draws on the experience of recent years and refers to a wealth of case law.

Primarily aimed at people who conduct psychological harassment investigations, this training will enable employers to meet their obligation to train the person designated to handle a complaint or report.

In order to meet its obligation to prevent harassment and put a stop to it when such conduct is brought to its attention, the employer must be able to rely on its managers, who must foster harmonious, harassment-free relations between the members of their team, and intervene in the presence of inappropriate behavior.

This training, aimed primarily at managers, will enable employers to meet their obligation to provide harassment prevention training to their employees, including managers. However, it will not relieve the employer of its obligation to present its policy on preventing psychological harassment and handling complaints.

In employment, discrimination is prohibited by the Charter of Human Rights and Freedoms from the very beginning of the hiring process. However, it is important to know that the aptitudes or qualities required for a position to be filled may justify questions or tests related to the grounds of discrimination protected by the Charter, so that you can make an informed decision when hiring a new employee.

LABOR AND EMPLOYMENT LAW AND OCCUPATIONAL HEALTH AND SAFETY - Whether you work in labour relations or occupational health and safety, this training is for you! On October 6, 2022, new provisions on vocational rehabilitation came into force, expressly integrating into the AIAOD the concept of the employer's duty to accommodate a worker with a disability resulting from his or her employment injury. This new regime, which has been broadened to promote reintegration into the workplace, is nevertheless restrictive for employers. Increased powers have been given to the CNESST, which will become the "project manager" of the accommodation exercise. During this training session, we will shed light on the duty to accommodate and its limits, from a practical perspective that will enable you to interact with the CNESST in an informed manner in your rehabilitation files.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

You can't fire an employee for poor performance overnight. However, there is always a light at the end of the tunnel. You can terminate an incompetent employee if he or she continues to be unable to perform the way you would expect at the end of a remedial process, even if the employee has been with the company for several years. And while dismissal for incompetence is an administrative measure, there is nothing to prevent you from taking a mixed approach, i.e. imposing disciplinary measures before finally administratively closing the file of an employee who is unable to improve his or her work performance. But whatever approach you choose, it is important to remember that the shortest route to incompetence is not always the best.

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

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

The modernization of the occupational health and safety regime has made it possible to codify the employer's obligation to protect the mental health of its workers. CNESST inspectors are already hard at work ensuring compliance with this obligation. Are you ready to take the necessary steps to prevent psychosocial risks (PSR) in the workplace? What is your current level of coverage? How do psychological injury claims reflect the actualization of these risks? What are the best practices for managing psychological occupational injuries?

LABOUR AND EMPLOYMENT LAW AND OCCUPATIONAL HEALTH AND SAFETY - Telework is here to stay, and even though labour laws were not developed for this mode of work organization, they apply. This training will allow you to learn about your obligations and the legal issues related to telework, especially since the Act to modernize the OHS system adds new obligations for employers concerning the protection of workers' psychological health and the risks of exposure to violence in the workplace, including domestic violence.

Temporary assignment is a measure that can help reduce the financial impact of your work-related injuries. However, the effectiveness with which you implement a temporary assignment will depend on a number of factors, which will be addressed in this workshop, which is aimed at participants of all levels.

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.

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.

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.

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.

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.

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.

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.

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.

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.

We train your employees! All employees are entitled to a workplace free from psychological harassment. In return, all employees have an obligation of civility towards colleagues, managers and third parties alike. In this context, all employees must be made aware of the importance of their role in maintaining a harassment-free work environment.

This training course is aimed primarily at employers who wish to offer their employees harassment prevention training. In particular, it will enable employers to meet their obligation to train their employees. However, it will not release them from their obligation to present their policy on preventing psychological harassment and handling complaints.

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.

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.

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.

While it's sometimes necessary to go through a complete progression of disciplinary measures, it's important to understand the exceptions that allow certain steps to be bypassed, or even, in the case of serious misconduct, to justify immediate dismissal.

Drafting disciplinary measures is often a difficult task for many managers in both unionized and non-unionized companies.The aim of this training course is to make you aware of the objectives of a disciplinary measure, the importance of drafting it properly, and to provide you with practical advice that every manager should master.

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!

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!

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...

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.

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.

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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?

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?

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, a workshop entitled La rédaction d'une convention collective de travail takes place a few days later.

A policy allows a company to transmit its values and expectations to its employees. The adoption of a policy can have several positive impacts: support for managers, integration and supervision of new employees, equity in human resources management. The existence of a uniformly applied policy can also be a mitigating factor in disciplinary matters. This is why drafting clear and unambiguous policies is an essential exercise for any HR manager.

Dealing with complaints of psychological harassment is a highly sensitive exercise that can involve many obstacles. To overcome them, the person conducting the investigation must have the necessary skills and tools. This training course draws on the experience of recent years and refers to a wealth of case law.

Primarily aimed at people who conduct psychological harassment investigations, this training will enable employers to meet their obligation to train the person designated to handle a complaint or report.

In order to meet its obligation to prevent harassment and put a stop to it when such conduct is brought to its attention, the employer must be able to rely on its managers, who must foster harmonious, harassment-free relations between the members of their team, and intervene in the presence of inappropriate behavior.

This training, aimed primarily at managers, will enable employers to meet their obligation to provide harassment prevention training to their employees, including managers. However, it will not relieve the employer of its obligation to present its policy on preventing psychological harassment and handling complaints.

In employment, discrimination is prohibited by the Charter of Human Rights and Freedoms from the very beginning of the hiring process. However, it is important to know that the aptitudes or qualities required for a position to be filled may justify questions or tests related to the grounds of discrimination protected by the Charter, so that you can make an informed decision when hiring a new employee.

LABOR AND EMPLOYMENT LAW AND OCCUPATIONAL HEALTH AND SAFETY - Whether you work in labour relations or occupational health and safety, this training is for you! On October 6, 2022, new provisions on vocational rehabilitation came into force, expressly integrating into the AIAOD the concept of the employer's duty to accommodate a worker with a disability resulting from his or her employment injury. This new regime, which has been broadened to promote reintegration into the workplace, is nevertheless restrictive for employers. Increased powers have been given to the CNESST, which will become the "project manager" of the accommodation exercise. During this training session, we will shed light on the duty to accommodate and its limits, from a practical perspective that will enable you to interact with the CNESST in an informed manner in your rehabilitation files.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

You can't fire an employee for poor performance overnight. However, there is always a light at the end of the tunnel. You can terminate an incompetent employee if he or she continues to be unable to perform the way you would expect at the end of a remedial process, even if the employee has been with the company for several years. And while dismissal for incompetence is an administrative measure, there is nothing to prevent you from taking a mixed approach, i.e. imposing disciplinary measures before finally administratively closing the file of an employee who is unable to improve his or her work performance. But whatever approach you choose, it is important to remember that the shortest route to incompetence is not always the best.

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

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

The modernization of the occupational health and safety regime has made it possible to codify the employer's obligation to protect the mental health of its workers. CNESST inspectors are already hard at work ensuring compliance with this obligation. Are you ready to take the necessary steps to prevent psychosocial risks (PSR) in the workplace? What is your current level of coverage? How do psychological injury claims reflect the actualization of these risks? What are the best practices for managing psychological occupational injuries?

LABOUR AND EMPLOYMENT LAW AND OCCUPATIONAL HEALTH AND SAFETY - Telework is here to stay, and even though labour laws were not developed for this mode of work organization, they apply. This training will allow you to learn about your obligations and the legal issues related to telework, especially since the Act to modernize the OHS system adds new obligations for employers concerning the protection of workers' psychological health and the risks of exposure to violence in the workplace, including domestic violence.

Temporary assignment is a measure that can help reduce the financial impact of your work-related injuries. However, the effectiveness with which you implement a temporary assignment will depend on a number of factors, which will be addressed in this workshop, which is aimed at participants of all levels.

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.

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.

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.

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.

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.

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.

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.

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.

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.

We train your employees! All employees are entitled to a workplace free from psychological harassment. In return, all employees have an obligation of civility towards colleagues, managers and third parties alike. In this context, all employees must be made aware of the importance of their role in maintaining a harassment-free work environment.

This training course is aimed primarily at employers who wish to offer their employees harassment prevention training. In particular, it will enable employers to meet their obligation to train their employees. However, it will not release them from their obligation to present their policy on preventing psychological harassment and handling complaints.

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.

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.

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.

While it's sometimes necessary to go through a complete progression of disciplinary measures, it's important to understand the exceptions that allow certain steps to be bypassed, or even, in the case of serious misconduct, to justify immediate dismissal.

Drafting disciplinary measures is often a difficult task for many managers in both unionized and non-unionized companies.The aim of this training course is to make you aware of the objectives of a disciplinary measure, the importance of drafting it properly, and to provide you with practical advice that every manager should master.

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!

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!

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...

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.

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.

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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?

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?

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, a workshop entitled La rédaction d'une convention collective de travail takes place a few days later.

A policy allows a company to transmit its values and expectations to its employees. The adoption of a policy can have several positive impacts: support for managers, integration and supervision of new employees, equity in human resources management. The existence of a uniformly applied policy can also be a mitigating factor in disciplinary matters. This is why drafting clear and unambiguous policies is an essential exercise for any HR manager.

Dealing with complaints of psychological harassment is a highly sensitive exercise that can involve many obstacles. To overcome them, the person conducting the investigation must have the necessary skills and tools. This training course draws on the experience of recent years and refers to a wealth of case law.

Primarily aimed at people who conduct psychological harassment investigations, this training will enable employers to meet their obligation to train the person designated to handle a complaint or report.

In order to meet its obligation to prevent harassment and put a stop to it when such conduct is brought to its attention, the employer must be able to rely on its managers, who must foster harmonious, harassment-free relations between the members of their team, and intervene in the presence of inappropriate behavior.

This training, aimed primarily at managers, will enable employers to meet their obligation to provide harassment prevention training to their employees, including managers. However, it will not relieve the employer of its obligation to present its policy on preventing psychological harassment and handling complaints.

In employment, discrimination is prohibited by the Charter of Human Rights and Freedoms from the very beginning of the hiring process. However, it is important to know that the aptitudes or qualities required for a position to be filled may justify questions or tests related to the grounds of discrimination protected by the Charter, so that you can make an informed decision when hiring a new employee.

LABOR AND EMPLOYMENT LAW AND OCCUPATIONAL HEALTH AND SAFETY - Whether you work in labour relations or occupational health and safety, this training is for you! On October 6, 2022, new provisions on vocational rehabilitation came into force, expressly integrating into the AIAOD the concept of the employer's duty to accommodate a worker with a disability resulting from his or her employment injury. This new regime, which has been broadened to promote reintegration into the workplace, is nevertheless restrictive for employers. Increased powers have been given to the CNESST, which will become the "project manager" of the accommodation exercise. During this training session, we will shed light on the duty to accommodate and its limits, from a practical perspective that will enable you to interact with the CNESST in an informed manner in your rehabilitation files.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

You can't fire an employee for poor performance overnight. However, there is always a light at the end of the tunnel. You can terminate an incompetent employee if he or she continues to be unable to perform the way you would expect at the end of a remedial process, even if the employee has been with the company for several years. And while dismissal for incompetence is an administrative measure, there is nothing to prevent you from taking a mixed approach, i.e. imposing disciplinary measures before finally administratively closing the file of an employee who is unable to improve his or her work performance. But whatever approach you choose, it is important to remember that the shortest route to incompetence is not always the best.

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

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

The modernization of the occupational health and safety regime has made it possible to codify the employer's obligation to protect the mental health of its workers. CNESST inspectors are already hard at work ensuring compliance with this obligation. Are you ready to take the necessary steps to prevent psychosocial risks (PSR) in the workplace? What is your current level of coverage? How do psychological injury claims reflect the actualization of these risks? What are the best practices for managing psychological occupational injuries?

LABOUR AND EMPLOYMENT LAW AND OCCUPATIONAL HEALTH AND SAFETY - Telework is here to stay, and even though labour laws were not developed for this mode of work organization, they apply. This training will allow you to learn about your obligations and the legal issues related to telework, especially since the Act to modernize the OHS system adds new obligations for employers concerning the protection of workers' psychological health and the risks of exposure to violence in the workplace, including domestic violence.

Temporary assignment is a measure that can help reduce the financial impact of your work-related injuries. However, the effectiveness with which you implement a temporary assignment will depend on a number of factors, which will be addressed in this workshop, which is aimed at participants of all levels.

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.

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.

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.

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.

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.

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.

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.

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.

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.

We train your employees! All employees are entitled to a workplace free from psychological harassment. In return, all employees have an obligation of civility towards colleagues, managers and third parties alike. In this context, all employees must be made aware of the importance of their role in maintaining a harassment-free work environment.

This training course is aimed primarily at employers who wish to offer their employees harassment prevention training. In particular, it will enable employers to meet their obligation to train their employees. However, it will not release them from their obligation to present their policy on preventing psychological harassment and handling complaints.

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.

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.

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.

While it's sometimes necessary to go through a complete progression of disciplinary measures, it's important to understand the exceptions that allow certain steps to be bypassed, or even, in the case of serious misconduct, to justify immediate dismissal.

Drafting disciplinary measures is often a difficult task for many managers in both unionized and non-unionized companies.The aim of this training course is to make you aware of the objectives of a disciplinary measure, the importance of drafting it properly, and to provide you with practical advice that every manager should master.

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!

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!

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...

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.

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.

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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?

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?

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, a workshop entitled La rédaction d'une convention collective de travail takes place a few days later.

A policy allows a company to transmit its values and expectations to its employees. The adoption of a policy can have several positive impacts: support for managers, integration and supervision of new employees, equity in human resources management. The existence of a uniformly applied policy can also be a mitigating factor in disciplinary matters. This is why drafting clear and unambiguous policies is an essential exercise for any HR manager.

Dealing with complaints of psychological harassment is a highly sensitive exercise that can involve many obstacles. To overcome them, the person conducting the investigation must have the necessary skills and tools. This training course draws on the experience of recent years and refers to a wealth of case law.

Primarily aimed at people who conduct psychological harassment investigations, this training will enable employers to meet their obligation to train the person designated to handle a complaint or report.

In order to meet its obligation to prevent harassment and put a stop to it when such conduct is brought to its attention, the employer must be able to rely on its managers, who must foster harmonious, harassment-free relations between the members of their team, and intervene in the presence of inappropriate behavior.

This training, aimed primarily at managers, will enable employers to meet their obligation to provide harassment prevention training to their employees, including managers. However, it will not relieve the employer of its obligation to present its policy on preventing psychological harassment and handling complaints.

In employment, discrimination is prohibited by the Charter of Human Rights and Freedoms from the very beginning of the hiring process. However, it is important to know that the aptitudes or qualities required for a position to be filled may justify questions or tests related to the grounds of discrimination protected by the Charter, so that you can make an informed decision when hiring a new employee.

LABOR AND EMPLOYMENT LAW AND OCCUPATIONAL HEALTH AND SAFETY - Whether you work in labour relations or occupational health and safety, this training is for you! On October 6, 2022, new provisions on vocational rehabilitation came into force, expressly integrating into the AIAOD the concept of the employer's duty to accommodate a worker with a disability resulting from his or her employment injury. This new regime, which has been broadened to promote reintegration into the workplace, is nevertheless restrictive for employers. Increased powers have been given to the CNESST, which will become the "project manager" of the accommodation exercise. During this training session, we will shed light on the duty to accommodate and its limits, from a practical perspective that will enable you to interact with the CNESST in an informed manner in your rehabilitation files.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

You can't fire an employee for poor performance overnight. However, there is always a light at the end of the tunnel. You can terminate an incompetent employee if he or she continues to be unable to perform the way you would expect at the end of a remedial process, even if the employee has been with the company for several years. And while dismissal for incompetence is an administrative measure, there is nothing to prevent you from taking a mixed approach, i.e. imposing disciplinary measures before finally administratively closing the file of an employee who is unable to improve his or her work performance. But whatever approach you choose, it is important to remember that the shortest route to incompetence is not always the best.

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

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

The modernization of the occupational health and safety regime has made it possible to codify the employer's obligation to protect the mental health of its workers. CNESST inspectors are already hard at work ensuring compliance with this obligation. Are you ready to take the necessary steps to prevent psychosocial risks (PSR) in the workplace? What is your current level of coverage? How do psychological injury claims reflect the actualization of these risks? What are the best practices for managing psychological occupational injuries?

LABOUR AND EMPLOYMENT LAW AND OCCUPATIONAL HEALTH AND SAFETY - Telework is here to stay, and even though labour laws were not developed for this mode of work organization, they apply. This training will allow you to learn about your obligations and the legal issues related to telework, especially since the Act to modernize the OHS system adds new obligations for employers concerning the protection of workers' psychological health and the risks of exposure to violence in the workplace, including domestic violence.

Temporary assignment is a measure that can help reduce the financial impact of your work-related injuries. However, the effectiveness with which you implement a temporary assignment will depend on a number of factors, which will be addressed in this workshop, which is aimed at participants of all levels.

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.

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.

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.

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.

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.

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.

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.

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.

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.

We train your employees! All employees are entitled to a workplace free from psychological harassment. In return, all employees have an obligation of civility towards colleagues, managers and third parties alike. In this context, all employees must be made aware of the importance of their role in maintaining a harassment-free work environment.

This training course is aimed primarily at employers who wish to offer their employees harassment prevention training. In particular, it will enable employers to meet their obligation to train their employees. However, it will not release them from their obligation to present their policy on preventing psychological harassment and handling complaints.

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.

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.

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.

While it's sometimes necessary to go through a complete progression of disciplinary measures, it's important to understand the exceptions that allow certain steps to be bypassed, or even, in the case of serious misconduct, to justify immediate dismissal.

Drafting disciplinary measures is often a difficult task for many managers in both unionized and non-unionized companies.The aim of this training course is to make you aware of the objectives of a disciplinary measure, the importance of drafting it properly, and to provide you with practical advice that every manager should master.

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!

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!

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...

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.

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.

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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?

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?

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, a workshop entitled La rédaction d'une convention collective de travail takes place a few days later.

A policy allows a company to transmit its values and expectations to its employees. The adoption of a policy can have several positive impacts: support for managers, integration and supervision of new employees, equity in human resources management. The existence of a uniformly applied policy can also be a mitigating factor in disciplinary matters. This is why drafting clear and unambiguous policies is an essential exercise for any HR manager.

Dealing with complaints of psychological harassment is a highly sensitive exercise that can involve many obstacles. To overcome them, the person conducting the investigation must have the necessary skills and tools. This training course draws on the experience of recent years and refers to a wealth of case law.

Primarily aimed at people who conduct psychological harassment investigations, this training will enable employers to meet their obligation to train the person designated to handle a complaint or report.

In order to meet its obligation to prevent harassment and put a stop to it when such conduct is brought to its attention, the employer must be able to rely on its managers, who must foster harmonious, harassment-free relations between the members of their team, and intervene in the presence of inappropriate behavior.

This training, aimed primarily at managers, will enable employers to meet their obligation to provide harassment prevention training to their employees, including managers. However, it will not relieve the employer of its obligation to present its policy on preventing psychological harassment and handling complaints.

In employment, discrimination is prohibited by the Charter of Human Rights and Freedoms from the very beginning of the hiring process. However, it is important to know that the aptitudes or qualities required for a position to be filled may justify questions or tests related to the grounds of discrimination protected by the Charter, so that you can make an informed decision when hiring a new employee.

LABOR AND EMPLOYMENT LAW AND OCCUPATIONAL HEALTH AND SAFETY - Whether you work in labour relations or occupational health and safety, this training is for you! On October 6, 2022, new provisions on vocational rehabilitation came into force, expressly integrating into the AIAOD the concept of the employer's duty to accommodate a worker with a disability resulting from his or her employment injury. This new regime, which has been broadened to promote reintegration into the workplace, is nevertheless restrictive for employers. Increased powers have been given to the CNESST, which will become the "project manager" of the accommodation exercise. During this training session, we will shed light on the duty to accommodate and its limits, from a practical perspective that will enable you to interact with the CNESST in an informed manner in your rehabilitation files.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

You can't fire an employee for poor performance overnight. However, there is always a light at the end of the tunnel. You can terminate an incompetent employee if he or she continues to be unable to perform the way you would expect at the end of a remedial process, even if the employee has been with the company for several years. And while dismissal for incompetence is an administrative measure, there is nothing to prevent you from taking a mixed approach, i.e. imposing disciplinary measures before finally administratively closing the file of an employee who is unable to improve his or her work performance. But whatever approach you choose, it is important to remember that the shortest route to incompetence is not always the best.

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

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

The modernization of the occupational health and safety regime has made it possible to codify the employer's obligation to protect the mental health of its workers. CNESST inspectors are already hard at work ensuring compliance with this obligation. Are you ready to take the necessary steps to prevent psychosocial risks (PSR) in the workplace? What is your current level of coverage? How do psychological injury claims reflect the actualization of these risks? What are the best practices for managing psychological occupational injuries?

LABOUR AND EMPLOYMENT LAW AND OCCUPATIONAL HEALTH AND SAFETY - Telework is here to stay, and even though labour laws were not developed for this mode of work organization, they apply. This training will allow you to learn about your obligations and the legal issues related to telework, especially since the Act to modernize the OHS system adds new obligations for employers concerning the protection of workers' psychological health and the risks of exposure to violence in the workplace, including domestic violence.

Temporary assignment is a measure that can help reduce the financial impact of your work-related injuries. However, the effectiveness with which you implement a temporary assignment will depend on a number of factors, which will be addressed in this workshop, which is aimed at participants of all levels.

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.

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.

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.

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.

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.

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.

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.

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.

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.

We train your employees! All employees are entitled to a workplace free from psychological harassment. In return, all employees have an obligation of civility towards colleagues, managers and third parties alike. In this context, all employees must be made aware of the importance of their role in maintaining a harassment-free work environment.

This training course is aimed primarily at employers who wish to offer their employees harassment prevention training. In particular, it will enable employers to meet their obligation to train their employees. However, it will not release them from their obligation to present their policy on preventing psychological harassment and handling complaints.

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.

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.

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.

While it's sometimes necessary to go through a complete progression of disciplinary measures, it's important to understand the exceptions that allow certain steps to be bypassed, or even, in the case of serious misconduct, to justify immediate dismissal.

Drafting disciplinary measures is often a difficult task for many managers in both unionized and non-unionized companies.The aim of this training course is to make you aware of the objectives of a disciplinary measure, the importance of drafting it properly, and to provide you with practical advice that every manager should master.

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!

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!

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...

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.

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.

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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?

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?

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, a workshop entitled La rédaction d'une convention collective de travail takes place a few days later.

A policy allows a company to transmit its values and expectations to its employees. The adoption of a policy can have several positive impacts: support for managers, integration and supervision of new employees, equity in human resources management. The existence of a uniformly applied policy can also be a mitigating factor in disciplinary matters. This is why drafting clear and unambiguous policies is an essential exercise for any HR manager.

Dealing with complaints of psychological harassment is a highly sensitive exercise that can involve many obstacles. To overcome them, the person conducting the investigation must have the necessary skills and tools. This training course draws on the experience of recent years and refers to a wealth of case law.

Primarily aimed at people who conduct psychological harassment investigations, this training will enable employers to meet their obligation to train the person designated to handle a complaint or report.

In order to meet its obligation to prevent harassment and put a stop to it when such conduct is brought to its attention, the employer must be able to rely on its managers, who must foster harmonious, harassment-free relations between the members of their team, and intervene in the presence of inappropriate behavior.

This training, aimed primarily at managers, will enable employers to meet their obligation to provide harassment prevention training to their employees, including managers. However, it will not relieve the employer of its obligation to present its policy on preventing psychological harassment and handling complaints.

In employment, discrimination is prohibited by the Charter of Human Rights and Freedoms from the very beginning of the hiring process. However, it is important to know that the aptitudes or qualities required for a position to be filled may justify questions or tests related to the grounds of discrimination protected by the Charter, so that you can make an informed decision when hiring a new employee.

LABOR AND EMPLOYMENT LAW AND OCCUPATIONAL HEALTH AND SAFETY - Whether you work in labour relations or occupational health and safety, this training is for you! On October 6, 2022, new provisions on vocational rehabilitation came into force, expressly integrating into the AIAOD the concept of the employer's duty to accommodate a worker with a disability resulting from his or her employment injury. This new regime, which has been broadened to promote reintegration into the workplace, is nevertheless restrictive for employers. Increased powers have been given to the CNESST, which will become the "project manager" of the accommodation exercise. During this training session, we will shed light on the duty to accommodate and its limits, from a practical perspective that will enable you to interact with the CNESST in an informed manner in your rehabilitation files.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

You can't fire an employee for poor performance overnight. However, there is always a light at the end of the tunnel. You can terminate an incompetent employee if he or she continues to be unable to perform the way you would expect at the end of a remedial process, even if the employee has been with the company for several years. And while dismissal for incompetence is an administrative measure, there is nothing to prevent you from taking a mixed approach, i.e. imposing disciplinary measures before finally administratively closing the file of an employee who is unable to improve his or her work performance. But whatever approach you choose, it is important to remember that the shortest route to incompetence is not always the best.

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

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

The modernization of the occupational health and safety regime has made it possible to codify the employer's obligation to protect the mental health of its workers. CNESST inspectors are already hard at work ensuring compliance with this obligation. Are you ready to take the necessary steps to prevent psychosocial risks (PSR) in the workplace? What is your current level of coverage? How do psychological injury claims reflect the actualization of these risks? What are the best practices for managing psychological occupational injuries?

LABOUR AND EMPLOYMENT LAW AND OCCUPATIONAL HEALTH AND SAFETY - Telework is here to stay, and even though labour laws were not developed for this mode of work organization, they apply. This training will allow you to learn about your obligations and the legal issues related to telework, especially since the Act to modernize the OHS system adds new obligations for employers concerning the protection of workers' psychological health and the risks of exposure to violence in the workplace, including domestic violence.

Temporary assignment is a measure that can help reduce the financial impact of your work-related injuries. However, the effectiveness with which you implement a temporary assignment will depend on a number of factors, which will be addressed in this workshop, which is aimed at participants of all levels.

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.

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.

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.

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.

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.

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.

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.

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.

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.

We train your employees! All employees are entitled to a workplace free from psychological harassment. In return, all employees have an obligation of civility towards colleagues, managers and third parties alike. In this context, all employees must be made aware of the importance of their role in maintaining a harassment-free work environment.

This training course is aimed primarily at employers who wish to offer their employees harassment prevention training. In particular, it will enable employers to meet their obligation to train their employees. However, it will not release them from their obligation to present their policy on preventing psychological harassment and handling complaints.

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.

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.

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.

While it's sometimes necessary to go through a complete progression of disciplinary measures, it's important to understand the exceptions that allow certain steps to be bypassed, or even, in the case of serious misconduct, to justify immediate dismissal.

Drafting disciplinary measures is often a difficult task for many managers in both unionized and non-unionized companies.The aim of this training course is to make you aware of the objectives of a disciplinary measure, the importance of drafting it properly, and to provide you with practical advice that every manager should master.

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!

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!

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...

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.

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.

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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?

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?

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, a workshop entitled La rédaction d'une convention collective de travail takes place a few days later.

A policy allows a company to transmit its values and expectations to its employees. The adoption of a policy can have several positive impacts: support for managers, integration and supervision of new employees, equity in human resources management. The existence of a uniformly applied policy can also be a mitigating factor in disciplinary matters. This is why drafting clear and unambiguous policies is an essential exercise for any HR manager.

Dealing with complaints of psychological harassment is a highly sensitive exercise that can involve many obstacles. To overcome them, the person conducting the investigation must have the necessary skills and tools. This training course draws on the experience of recent years and refers to a wealth of case law.

Primarily aimed at people who conduct psychological harassment investigations, this training will enable employers to meet their obligation to train the person designated to handle a complaint or report.

In order to meet its obligation to prevent harassment and put a stop to it when such conduct is brought to its attention, the employer must be able to rely on its managers, who must foster harmonious, harassment-free relations between the members of their team, and intervene in the presence of inappropriate behavior.

This training, aimed primarily at managers, will enable employers to meet their obligation to provide harassment prevention training to their employees, including managers. However, it will not relieve the employer of its obligation to present its policy on preventing psychological harassment and handling complaints.

In employment, discrimination is prohibited by the Charter of Human Rights and Freedoms from the very beginning of the hiring process. However, it is important to know that the aptitudes or qualities required for a position to be filled may justify questions or tests related to the grounds of discrimination protected by the Charter, so that you can make an informed decision when hiring a new employee.

LABOR AND EMPLOYMENT LAW AND OCCUPATIONAL HEALTH AND SAFETY - Whether you work in labour relations or occupational health and safety, this training is for you! On October 6, 2022, new provisions on vocational rehabilitation came into force, expressly integrating into the AIAOD the concept of the employer's duty to accommodate a worker with a disability resulting from his or her employment injury. This new regime, which has been broadened to promote reintegration into the workplace, is nevertheless restrictive for employers. Increased powers have been given to the CNESST, which will become the "project manager" of the accommodation exercise. During this training session, we will shed light on the duty to accommodate and its limits, from a practical perspective that will enable you to interact with the CNESST in an informed manner in your rehabilitation files.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

You can't fire an employee for poor performance overnight. However, there is always a light at the end of the tunnel. You can terminate an incompetent employee if he or she continues to be unable to perform the way you would expect at the end of a remedial process, even if the employee has been with the company for several years. And while dismissal for incompetence is an administrative measure, there is nothing to prevent you from taking a mixed approach, i.e. imposing disciplinary measures before finally administratively closing the file of an employee who is unable to improve his or her work performance. But whatever approach you choose, it is important to remember that the shortest route to incompetence is not always the best.

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

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

The modernization of the occupational health and safety regime has made it possible to codify the employer's obligation to protect the mental health of its workers. CNESST inspectors are already hard at work ensuring compliance with this obligation. Are you ready to take the necessary steps to prevent psychosocial risks (PSR) in the workplace? What is your current level of coverage? How do psychological injury claims reflect the actualization of these risks? What are the best practices for managing psychological occupational injuries?

LABOUR AND EMPLOYMENT LAW AND OCCUPATIONAL HEALTH AND SAFETY - Telework is here to stay, and even though labour laws were not developed for this mode of work organization, they apply. This training will allow you to learn about your obligations and the legal issues related to telework, especially since the Act to modernize the OHS system adds new obligations for employers concerning the protection of workers' psychological health and the risks of exposure to violence in the workplace, including domestic violence.

Temporary assignment is a measure that can help reduce the financial impact of your work-related injuries. However, the effectiveness with which you implement a temporary assignment will depend on a number of factors, which will be addressed in this workshop, which is aimed at participants of all levels.

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.

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.

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.

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.

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.

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.

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.

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.

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.

We train your employees! All employees are entitled to a workplace free from psychological harassment. In return, all employees have an obligation of civility towards colleagues, managers and third parties alike. In this context, all employees must be made aware of the importance of their role in maintaining a harassment-free work environment.

This training course is aimed primarily at employers who wish to offer their employees harassment prevention training. In particular, it will enable employers to meet their obligation to train their employees. However, it will not release them from their obligation to present their policy on preventing psychological harassment and handling complaints.

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.

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.

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.

While it's sometimes necessary to go through a complete progression of disciplinary measures, it's important to understand the exceptions that allow certain steps to be bypassed, or even, in the case of serious misconduct, to justify immediate dismissal.

Drafting disciplinary measures is often a difficult task for many managers in both unionized and non-unionized companies.The aim of this training course is to make you aware of the objectives of a disciplinary measure, the importance of drafting it properly, and to provide you with practical advice that every manager should master.

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!

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!

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...

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.

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.

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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?

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?

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, a workshop entitled La rédaction d'une convention collective de travail takes place a few days later.

A policy allows a company to transmit its values and expectations to its employees. The adoption of a policy can have several positive impacts: support for managers, integration and supervision of new employees, equity in human resources management. The existence of a uniformly applied policy can also be a mitigating factor in disciplinary matters. This is why drafting clear and unambiguous policies is an essential exercise for any HR manager.

Dealing with complaints of psychological harassment is a highly sensitive exercise that can involve many obstacles. To overcome them, the person conducting the investigation must have the necessary skills and tools. This training course draws on the experience of recent years and refers to a wealth of case law.

Primarily aimed at people who conduct psychological harassment investigations, this training will enable employers to meet their obligation to train the person designated to handle a complaint or report.

In order to meet its obligation to prevent harassment and put a stop to it when such conduct is brought to its attention, the employer must be able to rely on its managers, who must foster harmonious, harassment-free relations between the members of their team, and intervene in the presence of inappropriate behavior.

This training, aimed primarily at managers, will enable employers to meet their obligation to provide harassment prevention training to their employees, including managers. However, it will not relieve the employer of its obligation to present its policy on preventing psychological harassment and handling complaints.

In employment, discrimination is prohibited by the Charter of Human Rights and Freedoms from the very beginning of the hiring process. However, it is important to know that the aptitudes or qualities required for a position to be filled may justify questions or tests related to the grounds of discrimination protected by the Charter, so that you can make an informed decision when hiring a new employee.

LABOR AND EMPLOYMENT LAW AND OCCUPATIONAL HEALTH AND SAFETY - Whether you work in labour relations or occupational health and safety, this training is for you! On October 6, 2022, new provisions on vocational rehabilitation came into force, expressly integrating into the AIAOD the concept of the employer's duty to accommodate a worker with a disability resulting from his or her employment injury. This new regime, which has been broadened to promote reintegration into the workplace, is nevertheless restrictive for employers. Increased powers have been given to the CNESST, which will become the "project manager" of the accommodation exercise. During this training session, we will shed light on the duty to accommodate and its limits, from a practical perspective that will enable you to interact with the CNESST in an informed manner in your rehabilitation files.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

You can't fire an employee for poor performance overnight. However, there is always a light at the end of the tunnel. You can terminate an incompetent employee if he or she continues to be unable to perform the way you would expect at the end of a remedial process, even if the employee has been with the company for several years. And while dismissal for incompetence is an administrative measure, there is nothing to prevent you from taking a mixed approach, i.e. imposing disciplinary measures before finally administratively closing the file of an employee who is unable to improve his or her work performance. But whatever approach you choose, it is important to remember that the shortest route to incompetence is not always the best.

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

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

The modernization of the occupational health and safety regime has made it possible to codify the employer's obligation to protect the mental health of its workers. CNESST inspectors are already hard at work ensuring compliance with this obligation. Are you ready to take the necessary steps to prevent psychosocial risks (PSR) in the workplace? What is your current level of coverage? How do psychological injury claims reflect the actualization of these risks? What are the best practices for managing psychological occupational injuries?

LABOUR AND EMPLOYMENT LAW AND OCCUPATIONAL HEALTH AND SAFETY - Telework is here to stay, and even though labour laws were not developed for this mode of work organization, they apply. This training will allow you to learn about your obligations and the legal issues related to telework, especially since the Act to modernize the OHS system adds new obligations for employers concerning the protection of workers' psychological health and the risks of exposure to violence in the workplace, including domestic violence.

Temporary assignment is a measure that can help reduce the financial impact of your work-related injuries. However, the effectiveness with which you implement a temporary assignment will depend on a number of factors, which will be addressed in this workshop, which is aimed at participants of all levels.

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.

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.

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.

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.

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.

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.

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.

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.

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.

We train your employees! All employees are entitled to a workplace free from psychological harassment. In return, all employees have an obligation of civility towards colleagues, managers and third parties alike. In this context, all employees must be made aware of the importance of their role in maintaining a harassment-free work environment.

This training course is aimed primarily at employers who wish to offer their employees harassment prevention training. In particular, it will enable employers to meet their obligation to train their employees. However, it will not release them from their obligation to present their policy on preventing psychological harassment and handling complaints.

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.

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.

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.

While it's sometimes necessary to go through a complete progression of disciplinary measures, it's important to understand the exceptions that allow certain steps to be bypassed, or even, in the case of serious misconduct, to justify immediate dismissal.

Drafting disciplinary measures is often a difficult task for many managers in both unionized and non-unionized companies.The aim of this training course is to make you aware of the objectives of a disciplinary measure, the importance of drafting it properly, and to provide you with practical advice that every manager should master.

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!

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!

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...

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.

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.

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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?

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?

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, a workshop entitled La rédaction d'une convention collective de travail takes place a few days later.

A policy allows a company to transmit its values and expectations to its employees. The adoption of a policy can have several positive impacts: support for managers, integration and supervision of new employees, equity in human resources management. The existence of a uniformly applied policy can also be a mitigating factor in disciplinary matters. This is why drafting clear and unambiguous policies is an essential exercise for any HR manager.

Dealing with complaints of psychological harassment is a highly sensitive exercise that can involve many obstacles. To overcome them, the person conducting the investigation must have the necessary skills and tools. This training course draws on the experience of recent years and refers to a wealth of case law.

Primarily aimed at people who conduct psychological harassment investigations, this training will enable employers to meet their obligation to train the person designated to handle a complaint or report.

In order to meet its obligation to prevent harassment and put a stop to it when such conduct is brought to its attention, the employer must be able to rely on its managers, who must foster harmonious, harassment-free relations between the members of their team, and intervene in the presence of inappropriate behavior.

This training, aimed primarily at managers, will enable employers to meet their obligation to provide harassment prevention training to their employees, including managers. However, it will not relieve the employer of its obligation to present its policy on preventing psychological harassment and handling complaints.

In employment, discrimination is prohibited by the Charter of Human Rights and Freedoms from the very beginning of the hiring process. However, it is important to know that the aptitudes or qualities required for a position to be filled may justify questions or tests related to the grounds of discrimination protected by the Charter, so that you can make an informed decision when hiring a new employee.

LABOR AND EMPLOYMENT LAW AND OCCUPATIONAL HEALTH AND SAFETY - Whether you work in labour relations or occupational health and safety, this training is for you! On October 6, 2022, new provisions on vocational rehabilitation came into force, expressly integrating into the AIAOD the concept of the employer's duty to accommodate a worker with a disability resulting from his or her employment injury. This new regime, which has been broadened to promote reintegration into the workplace, is nevertheless restrictive for employers. Increased powers have been given to the CNESST, which will become the "project manager" of the accommodation exercise. During this training session, we will shed light on the duty to accommodate and its limits, from a practical perspective that will enable you to interact with the CNESST in an informed manner in your rehabilitation files.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

You can't fire an employee for poor performance overnight. However, there is always a light at the end of the tunnel. You can terminate an incompetent employee if he or she continues to be unable to perform the way you would expect at the end of a remedial process, even if the employee has been with the company for several years. And while dismissal for incompetence is an administrative measure, there is nothing to prevent you from taking a mixed approach, i.e. imposing disciplinary measures before finally administratively closing the file of an employee who is unable to improve his or her work performance. But whatever approach you choose, it is important to remember that the shortest route to incompetence is not always the best.

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

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

The modernization of the occupational health and safety regime has made it possible to codify the employer's obligation to protect the mental health of its workers. CNESST inspectors are already hard at work ensuring compliance with this obligation. Are you ready to take the necessary steps to prevent psychosocial risks (PSR) in the workplace? What is your current level of coverage? How do psychological injury claims reflect the actualization of these risks? What are the best practices for managing psychological occupational injuries?

LABOUR AND EMPLOYMENT LAW AND OCCUPATIONAL HEALTH AND SAFETY - Telework is here to stay, and even though labour laws were not developed for this mode of work organization, they apply. This training will allow you to learn about your obligations and the legal issues related to telework, especially since the Act to modernize the OHS system adds new obligations for employers concerning the protection of workers' psychological health and the risks of exposure to violence in the workplace, including domestic violence.

Temporary assignment is a measure that can help reduce the financial impact of your work-related injuries. However, the effectiveness with which you implement a temporary assignment will depend on a number of factors, which will be addressed in this workshop, which is aimed at participants of all levels.

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.

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.

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.

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.

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.

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.

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.

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.

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.

We train your employees! All employees are entitled to a workplace free from psychological harassment. In return, all employees have an obligation of civility towards colleagues, managers and third parties alike. In this context, all employees must be made aware of the importance of their role in maintaining a harassment-free work environment.

This training course is aimed primarily at employers who wish to offer their employees harassment prevention training. In particular, it will enable employers to meet their obligation to train their employees. However, it will not release them from their obligation to present their policy on preventing psychological harassment and handling complaints.

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.

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.

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.

While it's sometimes necessary to go through a complete progression of disciplinary measures, it's important to understand the exceptions that allow certain steps to be bypassed, or even, in the case of serious misconduct, to justify immediate dismissal.

Drafting disciplinary measures is often a difficult task for many managers in both unionized and non-unionized companies.The aim of this training course is to make you aware of the objectives of a disciplinary measure, the importance of drafting it properly, and to provide you with practical advice that every manager should master.

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!

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!

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...

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.

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.

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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?

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?

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, a workshop entitled La rédaction d'une convention collective de travail takes place a few days later.

A policy allows a company to transmit its values and expectations to its employees. The adoption of a policy can have several positive impacts: support for managers, integration and supervision of new employees, equity in human resources management. The existence of a uniformly applied policy can also be a mitigating factor in disciplinary matters. This is why drafting clear and unambiguous policies is an essential exercise for any HR manager.

Dealing with complaints of psychological harassment is a highly sensitive exercise that can involve many obstacles. To overcome them, the person conducting the investigation must have the necessary skills and tools. This training course draws on the experience of recent years and refers to a wealth of case law.

Primarily aimed at people who conduct psychological harassment investigations, this training will enable employers to meet their obligation to train the person designated to handle a complaint or report.

In order to meet its obligation to prevent harassment and put a stop to it when such conduct is brought to its attention, the employer must be able to rely on its managers, who must foster harmonious, harassment-free relations between the members of their team, and intervene in the presence of inappropriate behavior.

This training, aimed primarily at managers, will enable employers to meet their obligation to provide harassment prevention training to their employees, including managers. However, it will not relieve the employer of its obligation to present its policy on preventing psychological harassment and handling complaints.

In employment, discrimination is prohibited by the Charter of Human Rights and Freedoms from the very beginning of the hiring process. However, it is important to know that the aptitudes or qualities required for a position to be filled may justify questions or tests related to the grounds of discrimination protected by the Charter, so that you can make an informed decision when hiring a new employee.

LABOR AND EMPLOYMENT LAW AND OCCUPATIONAL HEALTH AND SAFETY - Whether you work in labour relations or occupational health and safety, this training is for you! On October 6, 2022, new provisions on vocational rehabilitation came into force, expressly integrating into the AIAOD the concept of the employer's duty to accommodate a worker with a disability resulting from his or her employment injury. This new regime, which has been broadened to promote reintegration into the workplace, is nevertheless restrictive for employers. Increased powers have been given to the CNESST, which will become the "project manager" of the accommodation exercise. During this training session, we will shed light on the duty to accommodate and its limits, from a practical perspective that will enable you to interact with the CNESST in an informed manner in your rehabilitation files.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

You can't fire an employee for poor performance overnight. However, there is always a light at the end of the tunnel. You can terminate an incompetent employee if he or she continues to be unable to perform the way you would expect at the end of a remedial process, even if the employee has been with the company for several years. And while dismissal for incompetence is an administrative measure, there is nothing to prevent you from taking a mixed approach, i.e. imposing disciplinary measures before finally administratively closing the file of an employee who is unable to improve his or her work performance. But whatever approach you choose, it is important to remember that the shortest route to incompetence is not always the best.

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

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

The modernization of the occupational health and safety regime has made it possible to codify the employer's obligation to protect the mental health of its workers. CNESST inspectors are already hard at work ensuring compliance with this obligation. Are you ready to take the necessary steps to prevent psychosocial risks (PSR) in the workplace? What is your current level of coverage? How do psychological injury claims reflect the actualization of these risks? What are the best practices for managing psychological occupational injuries?

LABOUR AND EMPLOYMENT LAW AND OCCUPATIONAL HEALTH AND SAFETY - Telework is here to stay, and even though labour laws were not developed for this mode of work organization, they apply. This training will allow you to learn about your obligations and the legal issues related to telework, especially since the Act to modernize the OHS system adds new obligations for employers concerning the protection of workers' psychological health and the risks of exposure to violence in the workplace, including domestic violence.

Temporary assignment is a measure that can help reduce the financial impact of your work-related injuries. However, the effectiveness with which you implement a temporary assignment will depend on a number of factors, which will be addressed in this workshop, which is aimed at participants of all levels.

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.

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.

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.

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.

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.

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.

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.

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.

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.

We train your employees! All employees are entitled to a workplace free from psychological harassment. In return, all employees have an obligation of civility towards colleagues, managers and third parties alike. In this context, all employees must be made aware of the importance of their role in maintaining a harassment-free work environment.

This training course is aimed primarily at employers who wish to offer their employees harassment prevention training. In particular, it will enable employers to meet their obligation to train their employees. However, it will not release them from their obligation to present their policy on preventing psychological harassment and handling complaints.

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.

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.

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.

While it's sometimes necessary to go through a complete progression of disciplinary measures, it's important to understand the exceptions that allow certain steps to be bypassed, or even, in the case of serious misconduct, to justify immediate dismissal.

Drafting disciplinary measures is often a difficult task for many managers in both unionized and non-unionized companies.The aim of this training course is to make you aware of the objectives of a disciplinary measure, the importance of drafting it properly, and to provide you with practical advice that every manager should master.

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!

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!

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...

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.

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.

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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?

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?

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, a workshop entitled La rédaction d'une convention collective de travail takes place a few days later.

A policy allows a company to transmit its values and expectations to its employees. The adoption of a policy can have several positive impacts: support for managers, integration and supervision of new employees, equity in human resources management. The existence of a uniformly applied policy can also be a mitigating factor in disciplinary matters. This is why drafting clear and unambiguous policies is an essential exercise for any HR manager.

Dealing with complaints of psychological harassment is a highly sensitive exercise that can involve many obstacles. To overcome them, the person conducting the investigation must have the necessary skills and tools. This training course draws on the experience of recent years and refers to a wealth of case law.

Primarily aimed at people who conduct psychological harassment investigations, this training will enable employers to meet their obligation to train the person designated to handle a complaint or report.

In order to meet its obligation to prevent harassment and put a stop to it when such conduct is brought to its attention, the employer must be able to rely on its managers, who must foster harmonious, harassment-free relations between the members of their team, and intervene in the presence of inappropriate behavior.

This training, aimed primarily at managers, will enable employers to meet their obligation to provide harassment prevention training to their employees, including managers. However, it will not relieve the employer of its obligation to present its policy on preventing psychological harassment and handling complaints.

In employment, discrimination is prohibited by the Charter of Human Rights and Freedoms from the very beginning of the hiring process. However, it is important to know that the aptitudes or qualities required for a position to be filled may justify questions or tests related to the grounds of discrimination protected by the Charter, so that you can make an informed decision when hiring a new employee.

LABOR AND EMPLOYMENT LAW AND OCCUPATIONAL HEALTH AND SAFETY - Whether you work in labour relations or occupational health and safety, this training is for you! On October 6, 2022, new provisions on vocational rehabilitation came into force, expressly integrating into the AIAOD the concept of the employer's duty to accommodate a worker with a disability resulting from his or her employment injury. This new regime, which has been broadened to promote reintegration into the workplace, is nevertheless restrictive for employers. Increased powers have been given to the CNESST, which will become the "project manager" of the accommodation exercise. During this training session, we will shed light on the duty to accommodate and its limits, from a practical perspective that will enable you to interact with the CNESST in an informed manner in your rehabilitation files.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

You can't fire an employee for poor performance overnight. However, there is always a light at the end of the tunnel. You can terminate an incompetent employee if he or she continues to be unable to perform the way you would expect at the end of a remedial process, even if the employee has been with the company for several years. And while dismissal for incompetence is an administrative measure, there is nothing to prevent you from taking a mixed approach, i.e. imposing disciplinary measures before finally administratively closing the file of an employee who is unable to improve his or her work performance. But whatever approach you choose, it is important to remember that the shortest route to incompetence is not always the best.

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

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

The modernization of the occupational health and safety regime has made it possible to codify the employer's obligation to protect the mental health of its workers. CNESST inspectors are already hard at work ensuring compliance with this obligation. Are you ready to take the necessary steps to prevent psychosocial risks (PSR) in the workplace? What is your current level of coverage? How do psychological injury claims reflect the actualization of these risks? What are the best practices for managing psychological occupational injuries?

LABOUR AND EMPLOYMENT LAW AND OCCUPATIONAL HEALTH AND SAFETY - Telework is here to stay, and even though labour laws were not developed for this mode of work organization, they apply. This training will allow you to learn about your obligations and the legal issues related to telework, especially since the Act to modernize the OHS system adds new obligations for employers concerning the protection of workers' psychological health and the risks of exposure to violence in the workplace, including domestic violence.

Temporary assignment is a measure that can help reduce the financial impact of your work-related injuries. However, the effectiveness with which you implement a temporary assignment will depend on a number of factors, which will be addressed in this workshop, which is aimed at participants of all levels.

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.

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.

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.

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.

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.

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.

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.

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.

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.

We train your employees! All employees are entitled to a workplace free from psychological harassment. In return, all employees have an obligation of civility towards colleagues, managers and third parties alike. In this context, all employees must be made aware of the importance of their role in maintaining a harassment-free work environment.

This training course is aimed primarily at employers who wish to offer their employees harassment prevention training. In particular, it will enable employers to meet their obligation to train their employees. However, it will not release them from their obligation to present their policy on preventing psychological harassment and handling complaints.

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.

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.

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.

While it's sometimes necessary to go through a complete progression of disciplinary measures, it's important to understand the exceptions that allow certain steps to be bypassed, or even, in the case of serious misconduct, to justify immediate dismissal.

Drafting disciplinary measures is often a difficult task for many managers in both unionized and non-unionized companies.The aim of this training course is to make you aware of the objectives of a disciplinary measure, the importance of drafting it properly, and to provide you with practical advice that every manager should master.

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!

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!

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...

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.

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.

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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?

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?

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, a workshop entitled La rédaction d'une convention collective de travail takes place a few days later.

A policy allows a company to transmit its values and expectations to its employees. The adoption of a policy can have several positive impacts: support for managers, integration and supervision of new employees, equity in human resources management. The existence of a uniformly applied policy can also be a mitigating factor in disciplinary matters. This is why drafting clear and unambiguous policies is an essential exercise for any HR manager.

Dealing with complaints of psychological harassment is a highly sensitive exercise that can involve many obstacles. To overcome them, the person conducting the investigation must have the necessary skills and tools. This training course draws on the experience of recent years and refers to a wealth of case law.

Primarily aimed at people who conduct psychological harassment investigations, this training will enable employers to meet their obligation to train the person designated to handle a complaint or report.

In order to meet its obligation to prevent harassment and put a stop to it when such conduct is brought to its attention, the employer must be able to rely on its managers, who must foster harmonious, harassment-free relations between the members of their team, and intervene in the presence of inappropriate behavior.

This training, aimed primarily at managers, will enable employers to meet their obligation to provide harassment prevention training to their employees, including managers. However, it will not relieve the employer of its obligation to present its policy on preventing psychological harassment and handling complaints.

In employment, discrimination is prohibited by the Charter of Human Rights and Freedoms from the very beginning of the hiring process. However, it is important to know that the aptitudes or qualities required for a position to be filled may justify questions or tests related to the grounds of discrimination protected by the Charter, so that you can make an informed decision when hiring a new employee.

LABOR AND EMPLOYMENT LAW AND OCCUPATIONAL HEALTH AND SAFETY - Whether you work in labour relations or occupational health and safety, this training is for you! On October 6, 2022, new provisions on vocational rehabilitation came into force, expressly integrating into the AIAOD the concept of the employer's duty to accommodate a worker with a disability resulting from his or her employment injury. This new regime, which has been broadened to promote reintegration into the workplace, is nevertheless restrictive for employers. Increased powers have been given to the CNESST, which will become the "project manager" of the accommodation exercise. During this training session, we will shed light on the duty to accommodate and its limits, from a practical perspective that will enable you to interact with the CNESST in an informed manner in your rehabilitation files.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

You can't fire an employee for poor performance overnight. However, there is always a light at the end of the tunnel. You can terminate an incompetent employee if he or she continues to be unable to perform the way you would expect at the end of a remedial process, even if the employee has been with the company for several years. And while dismissal for incompetence is an administrative measure, there is nothing to prevent you from taking a mixed approach, i.e. imposing disciplinary measures before finally administratively closing the file of an employee who is unable to improve his or her work performance. But whatever approach you choose, it is important to remember that the shortest route to incompetence is not always the best.

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

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.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

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.

If you would like to learn more, there are four other workshops on work-related injuries available.

The modernization of the occupational health and safety regime has made it possible to codify the employer's obligation to protect the mental health of its workers. CNESST inspectors are already hard at work ensuring compliance with this obligation. Are you ready to take the necessary steps to prevent psychosocial risks (PSR) in the workplace? What is your current level of coverage? How do psychological injury claims reflect the actualization of these risks? What are the best practices for managing psychological occupational injuries?

LABOUR AND EMPLOYMENT LAW AND OCCUPATIONAL HEALTH AND SAFETY - Telework is here to stay, and even though labour laws were not developed for this mode of work organization, they apply. This training will allow you to learn about your obligations and the legal issues related to telework, especially since the Act to modernize the OHS system adds new obligations for employers concerning the protection of workers' psychological health and the risks of exposure to violence in the workplace, including domestic violence.

Temporary assignment is a measure that can help reduce the financial impact of your work-related injuries. However, the effectiveness with which you implement a temporary assignment will depend on a number of factors, which will be addressed in this workshop, which is aimed at participants of all levels.

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.

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.

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.

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.

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.