Rishi Bandhu

Where it is necessary to end an employment relationship, employers can limit financial liability through well-structured termination and severance packages and properly drafted termination clauses in employment contracts. Learning Objectives: - Understanding the difference between statutory, contractual, and common law termination and severance pay obligations - Understanding the law of mitigation, and how it may impact an organization’s obligation to provide termination and severance pay - Understanding the different obligations between provincially and federally

HR and HR Law have been dramatically impacted by COVID-19, and organizations have struggled to adapt to constantly changing circumstances and legislation. - Did you impose layoffs without a temporary layoff clause? - Did your termination clauses help to reduce your severance costs? - Are your termination clauses compliant with the requirements set out in the multitude of cases decided over the past few months addressing the enforceability of termination clauses and the duty to pay bonuses and other variable pay after termination? - Do you have systems in place to enforce health and safety rules and respond to complaints of an unsafe workplace? - Do you have remote work policies that rise to the challenge? Learning Objectives: - Understand how COVID-19 has affected HR from an employment law standpoint - Gain insight on the challenges related to remote work - Obtain guidance on revamping of internal documents to reflect the new circumstances

Managing Disability in the Workplace and The Duty to Accommodate Employee requests for accommodation are more frequent, complex and time-consuming. This session will address the legal requirements for considering and responding to accommodation requests, while also providing practical tips to HR practitioners when dealing with these requests. Learning Objectives: - Examining the prevalence and impact of disability in the workplace - Understanding the state of the law regarding disability and accommodation in the workplace - Developing best practices for addressing disability issues in the workplace - Distinguishing between the substantive and procedural components of the duty to accommodate - Creating an accommodation plan with reference to real-life scenarios.