Upcoming Events

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Previous Events

HRPA Barrie

Date: October 23, 2019

Time: 8:00 AM - 4:30 PM

Location: Liberty North 100 Caplan Avenue Barrie, ON

Today’s HR in the Workplace: Developing Employees Through Engagement and Compliance

Today’s HR in the Workplace: Developing Employees Through Engagement and Legislative Compliance A full day conference designed to provide Human Resources Professionals with the Information and Knowledge about Engaging Employees and Legislative Compliance.  Learn about legislation updates and best practice recommendations.  This event includes inspirational and motivational keynotes, and legal update sessions designed as interactive learning experiences.   Don’t miss this opportunity to learn and network with industry professionals!


Brittany Taylor, Senior Associate, Rudner Law

Topic: Harassment Investigations

In today’s legal landscape, with changing legislation and increased public scrutiny, it is essential that employers, and their HR teams, are fully prepared to deal with issues of harassment in the workplace. This includes not only understanding what to do when an issue arises, but how to mitigate against workplace harassment in the first place, as well as how to move forward after an incident has occurred.

In this interactive session, we will walk you through the stages of a thorough and impartial workplace investigation with the aid of case studies based on recent decisions. We will discuss: creating an effective written policy against workplace harassment, training workers, responding to allegations of harassment in the workplace, determining when an independent investigator may be necessary, conducting the investigation, reaching a conclusion, and taking appropriate remedial action in the circumstances.


HRPA Grand Valley Breakfast Meeting

Date: June 19, 2019

Time: 8:00 AM - 11:00 AM

Location: Bingemans, 425 Bingemans Centre Dr, Kitchener, ON

HR After #MeToo

The #MeToo movement was one of the most significant wake-up calls for workplaces in decades.  Once the clouds of guilt and shame began to lift, workers from all walks began to feel more comfortable sharing their stories of mistreatment, even if it was just an admission that it had happened to them, too. Yet a few years down the road, employment lawyers are trying to figure out what happens next?  Will those accused of harassment or assault ever be able to safely re-integrate into a workplace?  What obligations might an employer have when hiring someone with a checkered past while still striving to keep their employees safe?  Is there a way to truly ensure best behavior from troublesome individuals?  Join Stuart Rudner as he explores some of the complex issues that have arisen out of the aftermath of the #MeToo movement. 


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HRPA Toronto – Employment Networking Group (Members Only)

Date: June 17, 2019

Time: 5:30 PM - 7:30 PM

Location: Yorkville Conference Centre, 150 Bloor Street West, 2nd Floor, Toronto, ON

Before you sign your next Employment Contact…Consider this

Finished the interviews – received the job offer – now you must sign the contract! Join Employment Lawyer and Mediator Stuart Rudner as he shows you what is important in a contract and what to watch out for.

He will take you through the specifics to consider when reviewing a job offer, including job duties, compensation, hours, flexibility, pension plans and the work environment.  Equally as important, he will tell you what to beware of, and how seemingly innocuous clauses can dramatically impact your rights.

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OBA Alternative Dispute Resolution Program

Date: June 13, 2019

Time: 11:30 AM - 1:30 PM

Location: OBA Conference Centre, 20 Toronto Street, 2nd Floor, Toronto, ON, M5C 2B8

ADR Clauses and Employment Contracts: How to Avoid Costly Litigation

Dispute clauses in employment agreements can help prevent costly litigation. Equip yourself with the knowledge to understand and draft effective alternative dispute resolution (“ADR”) clauses in employment contracts. Join our faculty as they address:

  • Benefits and operation of ADR clauses in employment contracts: should you consider requiring negotiation, mediation and/or litigation arbitration of employment disputes?
  • How poorly drafted ADR clauses in employment contracts can derail mediations: a mediator’s perspective
  • Is your ADR clause enforceable? The cautionary tale of Heller v. Uber Technologies Inc.
  • Is confidential arbitration inappropriate for some employment issues? Why Google, Facebook, Uber and Microsoft have stopped requiring private arbitration of harassment claims in the U.S.
  • Can employers contract out of Human Rights Tribunal of Ontario jurisdiction?
  • Best practices in drafting ADR clauses – stepped resolution clauses, considerations and drafting strategies

Featuring experienced employment counsel Sara Parchello, Alex Van Kralingen and employment lawyer/mediator Stuart Rudner.

RNC Employment Services Employer Lunch and Learn

Date: April 24, 2019

Time: 11:30 AM - 1:00 PM

Location: 222 Wellington St E, Aurora, ON

Employment Law 101 Plus Employment Standards Act Review: What’s New?

Brittany Taylor is presenting.

In Canada, the laws are designed to protect employees, and it is critical that employers understand their rights and obligations in order to avoid mis-steps, minimize the risk of claims, and maximize their rights.

The working relationship between employers and employees can be confusing, especially when the rules keep changing. Verbal and “handshake” agreements do little to protect the employer. Similarly, a badly drafted employment contract will do little to protect employers from significant obligations and liabilities.

Take a strategic approach to your HR practices during hiring and termination to make sure you minimize risks and complications.

In this online session, we’ll share:

  • Best practices for hiring, and how to avoid pitfalls;
  • The essential elements of drafting and implementing employment contracts;
  • Strategic use of policies;
  • Keys to minimizing risks of human rights claims; and
  • Best practices for discipline, dismissal, and performance management.

This webcast is approved for 1 HRPA credit. You must attend the live session to be eligible.


Stuart and Shaun are presenting.

View the on-demand webcast.

Infonex Professional Development: Managing Your Duty to Accommodate

Date: March 26, 2019

Time: 10:00 AM - 11:00 AM

Location: Ottawa, ON

Accommodating Gender Identity and Expression
Brittany Taylor, Associate Lawyer, Rudner Law
  • Understanding the role of gender identity in the workplace
  • The gender spectrum
  • How to collaborate with employees requiring accommodation
  • The key elements to consider when accommodating transgender employees
  • The inclusion of gender identity into your code of conduct
  • How to acclimatize your workforce respectfully

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The Osgoode Certificate in Human Resources Law for HR Professionals

Start date: March 26, 2019

End date: April 30, 2019

Location: Osgoode Professional Development Centre, 1 Dundas St. W., 26th Floor, Toronto, ON

Stuart is the co-Director of this program.

Do you have a solid understanding of the still-evolving laws governing the employment relationship and its risks for employers? Can you appropriately conduct workplace investigations and implement practical, timely solutions? Benefit from our distinguished faculty’s expertise and insights in these and other key areas, at this eleventh offering of the acclaimed Certificate program.

Key takeaways from this certificate:

  • “Dos” and “Don’ts” when drafting employment agreements
  • Determining who is covered by the Employment Standards Act and navigating key issues, including:
    • overtime pay
    • minimum wage
    • leaves of absence
    • pregnancy leave
    • personal emergency leave
    • employees’ obligations when on leave
    • termination of employment, and
    • severance pay
  • Resolving Human Rights Code claims
  • The requirements and impact of Bill 132
  • Addressing equity, diversity, and inclusion obligations, with tips and tools for reducing discrimination complaints
  • Occupational health and safety: the key provisions
  • Practical strategies regarding the duty to accommodate
  • Practical considerations when assessing the legitimacy of a refusal of unsafe work
  • A comprehensive guide to conducting workplace investigations:
    • pre-investigative steps
    • the investigative process
    • best practices for the interview process
    • making a finding and preparing your report, and
    • remedies to consider
  • Terminating the employment relationship and minimizing your legal exposure
  • Checking references: what you can and cannot do
  • What is included in an effective release
  • The workplace in the social media age: confronting the challenges and risks

Lancaster House – Big Issues in Fine Print

Date: January 31, 2019

Time: 12:30 - 2:30 PM

Location: Audio Conference

Big Issues in Fine Print: Non-compete, non-solicitation, and mandatory arbitration clauses in employment contracts.

While non-compete, non-solicitation, and mandatory arbitration clauses are common features of employment agreements, issues regarding their enforcement are typically subject to dispute. In this audio conference, experienced counsel will provide an overview of legal principles and best practices related to drafting and enforcing non-compete, non-solicitation, and mandatory arbitration clauses.

  • What are non-compete and non-solicitation clauses, and how do they differ from each other?
  • What are the factors that courts/adjudicators consider in assessing whether a non-compete or non-solicitation clause is enforceable?
  • What are common issues that may lead a court/adjudicator to find that a non-compete or non-solicitation clause is unenforceable, and how can they be avoided?
  • Will a court/adjudicator amend or simply strike a non-compete or non-solicitation clause that is unenforceable?
  • What is the test that an employer must meet to obtain an injunction enforcing a non-compete or non-solicitation clause?
  • Does a non-compete or non-solicitation clause remain in effect if the employer terminates the employment relationship?
  • What is a mandatory arbitration clause, and how is it used in an employment agreement?
  • What are the benefits and drawbacks of arbitration in comparison to court proceedings?
  • Is an employee subject to a mandatory arbitration clause barred from participating in a class action?
  • When will a court/adjudicator decline to enforce a mandatory arbitration clause?
  • What best practices and other considerations are important for employers and employees to bear in mind prior to drafting or agreeing to a mandatory arbitration clause?
  • What is the effect of mandatory arbitration clauses contained in labour statutes?
  • Are there any circumstances in which a unionized employee may bring a work-related claim in court?

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HRPA 2019 Annual Conference & Trade Show

Date: January 30, 2019

Time: 3:00 - 4:00 PM

Location: Metro Toronto Convention Centre, South Building, Room 717A

What Do You Need to Know? Ask a Leading Employment Lawyer and a Senior HR Practitioner Your Burning Questions

HR professionals are increasingly called upon to deal with issues relating to employment standards, human rights, privacy laws, occupational health & safety and contracts. Get perspective from both a practising employment lawyer and a practising HR professional who will address your employment law concerns using real-life examples, best practices, and case law. Find out how to mitigate your employer’s risk, develop legally enforceable policies, maintain compliance with the requirements of employment legislation and avoid some of the most common mistakes that can cost both your organization and your reputation.

Presented with Dan McGarry.

Learn about:

  • Recent changes to employment standards and best practices to create an enforceable employment contract
  • Harassment and investigations in the #metoo era
  • Marijuana in the workplace
  • Statute versus common law requirements surrounding termination
  • Addressing lengthy absences, implementing a defensible accommodation program and responding to accommodation requests
  • Limiting an employee’s expectation of privacy when using corporate equipment

Visit to learn more about the full conference.