This seminar is designed for human resource and industrial relations professionals, business owners and managers.
Employee absenteeism greatly affects productivity costs that companies cannot afford in today’s competitive environment. However, with the proper procedures in place, Absenteeism In The Workplace Can Be Reduced.
This seminar has been designed to provide human resource and industrial relations professionals, business owners and managers with proven strategies for reducing absenteeism and saving their companies valuable time and money.
Topics to be discussed include:
• Accommodation And The Employment Relationship
• Strategies For Addressing Innocent Absenteeism
• Reducing The Stress Of Employee Stress Leave
• When Does Absence Become Disability
9:00 a.m. - 11:00 a.m. (Break 10:00 a.m. - 10:15 a.m.)
I. Accommodation And The Employment Relationship
A. The Employment Contract And The Exchange Of Consideration
B. Medical Capacity And Incapacity – Effects On The Contract
C. The Human Rights Code And The Duty To Accommodate
D. The Purposes Of Accommodation
E. Undue Hardship
F. The Process Of Accommodation – Obligation On Employers,
Employees And Unions
G. Forms Of Accommodation
H. Continuing Or Terminating The Employment Relationship
11:00 a.m. - 12:00 p.m.
II. Strategies For Addressing Innocent Absenteeism
A. Understanding The Causes Of Innocent/Chronic Absenteeism
B. Reducing Chronic Absenteeism By Designing And Implementing An
Effective Attendance Policy
C. Complying With The Employment Standards Act, 2000
D. Collecting And Assessing Employee Medical Information
E. Choosing Between Counselling And Discipline: What’s The Difference?
F. Drafting Effective Employee Communications
G. Relying Upon Attendance Averages As A Basis For Discipline
H. Are Employee Assistance Programs Necessary?
I. Accommodating Chronic Absenteeism
J. Deciding When To Dismiss An Employee For Chronic Absenteeism
12:00 p.m. - 1:00 p.m.
Lunch (On Your Own)
1:00 p.m. - 2:00 p.m.
III. Reducing The Stress Of Employee Stress Leave
A. Defining “Stress Leave”
B. Employer Options For Verifying The Legitimacy Of Stress Claims
C. Stress And Disability Insurance
D. Human Rights Implications Of Stressed Employees
E. The Workplace Safety And Insurance Board’s Treatment Of Stress
F. Employer Duties Under The Occupational Health And Safety Act
G. Stress As A Labour Relations Issue In The Unionized Workplace
2:00 p.m. - 4:15 p.m. (Break 3:00 p.m. - 3:15 p.m.)
IV. When Does Absence Become Disability
A. Addressing The Move From Casual Absence To Disability
B. Using An Integrated Disability Management Approach
C. How The Health Of Your Organizational Impacts Outcomes
D. The Value Of Early Intervention
E. The Impact Of Policy, Procedures, Collective Agreements And Legislation
F. How And Who Should Intervene And When
G. Proven Disability Management Techniques
H. Tracking Outcomes
4:15 p.m. - 4:30 p.m.
V. Questions And Answers