• CPD for Members of the Law Society of Upper Canada:
  5.5 Substantive Hours; 0 Professionalism Hours;
  Not accredited for New Members
• This program has been approved by the Law Society of British Columbia for 5.5 Continuing Professional Development hours.
• This program has been approved by the Law Society of New Brunswick for 5.5 Continuing Professional Development hours.
• This program has been approved by the Law Society of Saskatchewan for 5.5 Continuing Professional Development credit hours.

Most employees go about their day doing their jobs and making a valuable contribution to the workplace. This session, however, does not deal with those in the vast majority. Instead, in this workshop, experts in the field will give practical tips on how to deal with employees who make life difficult for everyone. They will provide guidance on how to handle employees who are non-productive, trigger morale problems among the staff and cause grief for employers and other employees alike. Topics will include:

• Productive Use of Probation: Communicating expectations, monitoring performance, providing feedback and correcting shortcomings
• Competent Communication: Approaching the employee to encourage better job performance and behaviour without venturing into the waters of disguised discipline
• Effective Co-operation: How employers and unions can work co-operatively to address concerns about a worker
• Proper Pre-Discharge Procedures: The steps employers must take before dismissing a problem employee
• Right to Representation: Determining at what stage in the process union representation may be required
• Gauging Disruptive Behaviour: Determining when out-of-line behaviour justifies discharge or discipline
• Responding to Insubordination: Determining if discipline or another approach is best when dealing with an employee who continually challenges supervisors or otherwise will not respect workplace norms
• "Work Now, Grieve Later": What does it mean, and what are the exceptions to it
• Dealing with Bullies, Harassers and Bigots: Modifying abusive behaviours, remedying the harm to other employees and determining appropriate disciplinary sanctions
• Representing Difficult Employees: Reconciling the difficult worker's rights with those of co-workers affected
• Recognizing Mental Illness: Determining whether the employee simply has a difficult personality or a mental illness requiring accommodation
• Strategies for Dealing with Difficult Behaviour: Modifying difficult behaviour through clarified expectations, last chance agreements, etc.

Also available in this Vancouver conference series:
Conferences Tuesday, November 22
	Bargaining in the Broader Public Sector Conference
Wednesday, November 23
	Labour Arbitration Conference
Pre-Conference Workshops Monday, November 21, 2011
	Strategies and Tactics in Bargaining: Practical guidance on the bargaining process and on interest-based barganing – An advanced session
	Developing Effective Negotiation Skills: Learning the art of the deal and getting acquainted with interest-based bargaining – An intermediate session
	Harmonizing Contract Language and Legislation: Integrating your collective agreement with labour-related legislation (human rights, employment standards, health and safety, etc.)
Post-Conference Workshops Thursday, November 24, 2011
	Making Your Case: Presenting evidence at arbitration
	Attendance Management Policies: Balancing attendance and performance expectations with human rights and privacy concerns