Wednesday, January 30, 2008
12:30 p.m. - 2:00 p.m. EST
Playback: Monday, February 4, 3:30 p.m. - 5:00 p.m. EST

Matthew Certosimo

Employer Counsel
Borden Ladner Gervais

Anne Gregory

Union Counsel
Canadian Union of Public Employees

Craig Flood

Union Counsel
Koskie Minsky

Craig Neuman

Employer Counsel
Neuman Thompson

ISSUES:

In this session, the experts will examine recent legislation, administrative guidelines, and the latest decisions that impact the process of making appointments and promotions, with emphasis on what employers and unions should and should not do to select the right people.

Initial Stages:

• What can an employer ask a prospective employee? For example, can an employer ask about disabilities, criminal record, or credit rating?
• What qualifications can and cannot be included in job advertisements?

The Selection Process:

• What are the essential elements of a fair and effective interview process? What questions contravene human rights and privacy legislation?
• What legal limits exist that would restrict the hiring of family members?
• On what grounds can unsuccessful applicants challenge selection decisions? On hiring? On promotion? In pursuing such a challenge, what documents and information are unions, employers and prospective employees entitled to request?
• What tests apply to determine whether there has been discrimination in the selection process, and whether adequate accommodation measures have been offered?
• What rules govern in the event that applicants are substantially equal in their qualifications? Is it legal to reject applicants on the ground they are overqualified? Can the employer state qualifications that go beyond the requirements for the immediate job?
• What limits apply to inquiries made by employers in checking references, given the developing law of privacy rights? What rights do individuals have to information gathered by the employer during the selection process? Can unions access personal information relating to competing candidates?
• What are the possible consequences where an applicant provides false information on an application for employment?

Screening and Background Checks:

• What kinds of screening and background checks are allowed? Can employers request personal information, such as credit history and criminal record?
• When are health and fitness tests permitted and when are they deemed to be discriminatory?
• Under what conditions is drug and alcohol testing appropriate before a vacancy is filled? Does a positive test require accommodation?

$195, plus GST (Registrations must be paid in advance of the audio conference). Registration costs are per listening site/telephone, so you can have any number of people listening at your location for one low price. Click here for registration information.