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Marie-Josée Sigouin

Lawyer

Barreau du Québec 1991

Marie-Josée Sigouin

Marie-Josée Sigouin, LL.B., CIRC

Lawyer

Barreau du Québec 1991

Phone number

450 973-4020 #232

Email address

[email protected]

Assistant

Patricia Lussier
450 973-4020 #241
[email protected]

Marie-Josée Sigouin is a partner-owner in the firm. Since the beginning of her career, she has acted as in-house counsel and practiced in private law firms. She held various positions at a major financial institution, including that of Executive Vice-President of Human Resources. she heads our legal training department while also being an author, lecturer and instructor. Ms. Sigouin also advises and represents our clients on collective agreements, grievance arbitrations, and complaints to the Tribunal administratif du travail, Labour Relations Division.

Academic training
  • Université de Montréal - LL.B.- 1990
  • Queen’s University - Certificate in Advanced Human Resources - 2004
Professional Affiliations
  • Member of the Barreau du Québec
  • Member of the Canadian Association of Counsel to Employers (CACE)
  • Member of the Ordre des conseillers en ressources humaines agréés
Involvement / Outreach

Community involvement

  • Member of the Board of Directors of the Collège Jean-Eudes

 

Other publications

  • Pour un retour au travail sans dérapage, co-author with Linda Bernier, Effectif, le magazine de l'Ordre des conseillers en ressources humaines agréés, Volume 11, number 2, April/May 2008
  • Gérer les problèmes de santé mentale au travail: un must pour maintenir une bonne performance, co-author with Linda Bernier, Effectif, le magazine de l'Ordre des conseillers en ressources humaines agréés, Volume 17, number 3, June/July/August 2014


Conferences and trainings

  • Quand les médecins s'ingèrent dans la gestion de vos RH, Congrès de l'Ordre des conseillers en ressources humaines agréés, Montreal, September 8, 2016
  • La négociation d’une convention collective de travail, Fédération des établissements d’enseignement privés (FEEP), June 8, 2016
  • Et si le respect retrouvait ses lettres de noblesse, Association des administrateurs d’études juridiques – ALA Québec, January 19, 2016
  • Le respect et la courtoisie : des valeurs de plus en plus au goût du jour! Congrès de l’Ordre des conseillers en ressources humaines agréés du Québec, October 7, 2015
  • Gestion de l’invalidité et les accommodements en matière de santé mentale, Fédération des établissements d’enseignement privés (FEEP), April 17, 2015
  • Harcèlement psychologique : avons-nous perdu le contrôle? Association québécoise des cadres scolaires (AQCS), November 27, 2014, and Colloque Yvon Blais, Montreal, May 6, 2014 – Quebec, May 28, 2014
  • Gérer les problèmes de santé psychologique : un must pour maintenir une bonne performance, Grand rendez-vous santé et sécurité et relations de travail, Ordre des conseillers en ressources humaines agréés du Québec, November 13, 2013
  • Accès aux renseignements médicaux et gestion de l’absentéisme, Corporation des services d’ambulance du Québec (CSAQ), November 27, 2013
  • Gérer les problèmes de santé psychologique : un must pour maintenir une bonne performance, Congrès de l’Ordre des conseillers en ressources humaines agréés du Québec, Montreal, November 13, 2013
  • Gestion de l’absentéisme, Fédération des établissements d’enseignement privé (FEEP), January 22, 2013
  • Dénoncer son employeur : se tourner la langue sept fois avant de sonner l’alarme, Congrès de l’Ordre des conseillers en ressources humaines agréés du Québec, October 22, 2014, and CDE de la MRC de Joliette, May 13, 2015
  • La discipline à l’ère des médias sociaux, Webinar broadcast by Éditions Yvon Blais, November 29, 2011
  • Pour une gestion moderne de la discipline, Congrès de l’Ordre des conseillers en ressources humaines agréés du Québec, Quebec, October 18, 2011
  • Le télé-travail : la nouvelle téléréalité en droit du travail, Congrès de l’Ordre des conseillers en ressources humaines agréés du Québec, Quebec, October 17, 2011
  • Accès aux renseignements médicaux : tout ce que l’employeur peut savoir, Université de Sherbrooke, Longueuil, June 17, 2011, June 15, 2012, and June 14, 2013
  • Leaders RH: rassurez la direction sur vos pratiques en relations du travail, Semaine des relations industrielles, Ordre des conseillers en ressources humaines agréés du Québec, Montreal, June 8, 2011
  • Harcèlement psychologique: enquête efficace pour une solution rapide, Colloque Yvon Blais, Montreal, April 27, 2011
  • Circulation des renseignements médicaux, sommes-nous trop prudents? Semaine des relations industrielles, Ordre des conseillers en ressources humaines agréés du Québec, Montreal, March 25, 2011
Workshops
Alcohol, drugs and addictions: what are your rights and obligations

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

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Difficult employees : what lies around gets dusty

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

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

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

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Mental health and labour relations: better understanding for better action

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

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Policy and employee manual: writing well to manage well

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.

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Psychological harassment: conducting effective investigations for swift solutions

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

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The obligation to accommodate: myths and realities

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

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Three good reasons to keep an eye on social media

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

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To the exclusive service of employers

To the exclusive service of employers, Le Corre offers training workshops and publications on subjects solely pertaining to labour law. Both these tools help managers and human resources professionals to deal more effectively with the daily legal framework of their businesses.

Laval

450 973-4020

Toll free

1 877 218-4020

Fax

450 973-4010
By email