Advanced Human Resources Law for Senior HR Executives
Program Length
4 Modules
Program Dates
Certificate
Designed as a deeper learning experience for all professionals, certificates are intensive, practice-based programs taught by faculty with real-world experience.
Advanced Human Resources Law for Senior HR Executives
Program Directors
Natalie C. MacDonald
MacDonald & Associates
Stuart E. Rudner
Rudner Law
Eligible for
Don’t miss this unique program specifically designed for Human Resources leaders wishing to take their skills and knowledge to the next level.
Using an in-depth case study method under the guidance of leading legal and HR experts, you will delve deeply into the most challenging issues in workplace law—and be better positioned to implement or reinforce best HR strategies and practices reflecting the latest law.
Going beyond the Osgoode Certificate in Human Resources Law for HR Professionals, this advanced certificate, taught by Natalie MacDonald and Stuart Rudner, is built around analyses of, and creative responses to, thought provoking scenarios which present serious risks of liability to your organization.
What You’ll Learn
Understanding in-depth the rationale for provisions relating to termination, bonuses, commissions, stock options, continuance of benefits, non-solicitation and non-competition clauses (failure to understand which can lead to costly litigation)
Strategic approaches to the framing and drafting of workplace policies and procedures and employment contracts
Effectively planning and managing performance and performance improvement plans (PIPS)
What the law requires, and what represents proactive best practices, in strategies for accommodation
Tackling the issues of social media and its impact on the employment relationship
Overcoming the challenges posed by harassment and mental health issues in the workplace
Termination of employment: managing and limiting the legal risks
Understanding the formal mediation and litigation processes which come into play if informal resolution does not succeed
Working from home and the return-to-work conundrum – problems, pitfalls and best strategies to overcome them
PLUS! Don’t miss your opportunity to participate in this highly practical and engaging in-person program, and have your questions answered by the very best.
Who Should Attend
Human Resources professionals with at least 2 years in the HR role and a desire to take their expertise to the next level
Holders of the Osgoode Certificate in HR Law for HR Professionals
Faculty
Program Directors
Natalie C. MacDonald
MacDonald & Associates
Stuart E. Rudner
Rudner Law
Instructors
Jill Bartley
Chief Operations Officer, Hope and Healing International
Mark Edgar
Chief People Officer, Wajax
Andrea Garson
Chief People Officer, Guardian Dentistry Partners
Geoffrey Lowe
Rudner Law
Caroline Stephens
Former Chief Human Resources Officer, Interac Corp.
Brittany Taylor
Rudner Law
Gordana Terkalas
Chief People Officer, Aecon
Nancy Quattrocchi
Vice-President, Corporate Services, Canadian Foundation for Healthcare Improvement (CFHI)
“I would recommend this program to my HR colleagues in a heartbeat! Great forum to deliberate and discuss issues. Very relevant and practical.”
Agenda
Please Note
The information below is from the 2024 iteration of this certificate. A detailed agenda for the upcoming program will be available soon.
Job Postings and Conducting Job Interviews
Best practises for job postings and the implications of not following them
Inaccurate or misleading job descriptions: is there a duty of care between a candidate and the employer, and if so, what are the practical consequences of breaching that duty?
Identifying potential discrimination in the job advertisement/description: ensuring that your hiring practises comply with all applicable laws
How do the courts interpret Bona Fide Operational Requirements (BFORs) and their limits?
Tips to avoid/minimize risk of inducement
Permissible and impermissible questions in conducting the job interview: beyond the obvious
Checking the applicant’s social media profile and avoiding the pitfalls
Potential human rights claims resulting from job postings/advertisements
Drafting Effective Employment Agreements
What are the legal implications of an offer letter?
Tips and tools for crafting a valid, enforceable contract congruent with organizational needs
Avoiding the errors that can unexpectedly make an employment contract unenforceable
How to protect against constructive dismissal claims: the art of incorporating appropriate flexibility into the job description
The scope of termination provisions to include in employment contracts
Non-compete and non-solicitation agreements: current judicial thinking on the protection of legitimate business interests and ‘reasonable’ restrictive covenants
Drafting provisions relating to severance pay, bonuses, commission, stock options, career counseling, continuance of benefits: how to avoid going wrong
Employment Policies
Organizations invest substantial time and money in devising, reviewing and maintaining employee handbooks and policies. Careful preparation of these policies, appropriate dissemination and consistent application will help to reduce the risk of litigation and protect against costly employment claims. What should go into employment policies and what should not? How can organizations ensure that those policies are regularly updated and consistently applied?
Determining the policies your organization needs
How to effectively communicate the organization’s values and expectations and implement its policies
The essential scope of policies and procedures: harassment, privacy, use of technology/social media, benefits, discipline, and absenteeism
Policy hazards and omissions and taking steps to ensure that policies will be enforceable
Conducting effective policy and handbook reviews and updating
Performance Management: A Comprehensive Guide to the Legal Landscape
Tools for effectively assessing and managing performance
Establishing specific, measurable objectives
Performance Improvement plans: key considerations in managing challenging employees
Communicating expectations and consequences effectively
Human rights issues and accommodation
How are the standards and evidentiary requirements for showing ‘undue hardship’ evolving?
Creating a record you can rely upon for discipline and potential dismissal
Fireside Chat Hear from some of the country’s leading human resources experts on one of the topical issues of the day.
Mark Edgar,Chief People Officer, Wajax Andrea Garson,Chief People Officer, Guardian Dentistry Partners Gordana Terkalas,Chief People Officer, Aecon
This day focuses on preventing or minimizing the risks and extent of liability in the areas of employee misconduct, discipline and dismissal, and highlights the best practises to adopt to enable you to avoid costly errors and mistakes.
Just cause – the latest cases and tips and strategies for building and documenting the case
What amounts to condonation of, or acquiescence in, misconduct?
Investigating alleged or suspected misconduct
Assessing proportionality in the context of a just cause dismissal
What are the consequences if cause is alleged but is not proven?
Terminations without cause: the latest judicial trends in determining notice requirements
How do you go about structuring a severance package, and how do you deal with claims for bonus, commissions, pension plans, life and health insurance benefit extensions?
Drafting releases that work: how to draft an effective release and waiver of claims, and when to ask for a release
What effect does a release have in the context of a human rights complaint?
The duty to mitigate: how far does the law require ex-employees to go?
Best practises for conducting termination interviews
Dismissal meetings: when, where, who and how long?
Tips for giving references
Fireside Chat: To Terminate With or Without Cause?
Jill Bartley, Chief Operations Officer, Hope and Healing International Caroline Stephens,Former Chief Human Resources Officer, Interac Corp.
In the closing day of the program, you will receive detailed guidance on what happens if an employment case hits the courts or tribunals, as well as the key considerations to bear in mind regarding discoveries, mediation, arbitration
and settlement.
There will be a one hour break from 12:00 p.m. – 1:00 p.m. each day of the program. In addition, there will be 15 minute scheduled morning and afternoon breaks.
Substitution of registrants is permitted prior to the start date of the program. If you are unable to find a substitute, a full refund is available if a cancellation request is received in writing 21 days prior to the start of the program. If a cancellation request is made with less than 21 days notice, a $250 administrative fee will apply per person. Within 7 days of the program start date, no refund is available. Payment is required to receive access to the program.
We will make every effort to present the program as advertised, but it may be necessary to change the date, location, speakers or content with little or no notice. In the event of program cancellation, York University’s and Osgoode Hall Law School’s liability is limited to reimbursement of paid fees.
As law evolves, we know how important it is to stay up to date. We also understand the financial implications of continuously upgrading your professional skills and knowledge. For more information on available options, including Job Grants, OSAP, please visit:
You will receive a certificate upon completion of The Osgoode Certificate in Advanced Human Resources Law for Senior HR Executives. Participants must attend all 4 program modules to obtain the certificate.
CPD and Accreditation
Please Note
Final CPD accreditation has yet to be confirmed. The hours below are for the 2024 iteration of the program and should be used as an estimate only. Confirmed hours will be available soon.
OsgoodePD is an accredited provider with the LSO, the Law Society of BC and NY CLE Board. Select your location to view the eligible hours you may claim.
Are you a law graduate or an executive/senior professional with at least 5 years of specialized experience? Consider a full-time or part-time LLM degree.
Labour and Employment Law
Students typically complete the LLM in two years (6 terms).
Do you have an LLB/JD? Consider taking a single LLM course for deeper learning in a specific area of practice – all credits will apply towards a Professional LLM.
Program pages and brochures will include specific information including key dates, or see our Refunds & Cancellation Policies page.
Once a program reaches capacity, a waitlist will be created. This does not guarantee your registration in the program; however, it places you on a priority contact list. If any spots become available, you may be notified by email or phone to confirm if you would like to proceed with the registration. Once contacted, you will typically be given 24 hours to confirm your interest. If you do not confirm interest within the provided timeframe, you will be removed from the waitlist and the next person will be contacted.
A selection of our Certificates are eligible for OSAP funding.
Please note the following exceptions that may affect OSAP funding eligibility for our certificates:
Students receiving Second Career funding for a micro-credential during their study period are ineligible;
Although grants will not be converted to loans, a grant may become repayable if a student withdraws, is determined to be overpaid in grant funding, or income cannot be verified within one year;
A student cannot receive OSAP for micro-credential assistance for their study period if it overlaps with another micro-credential study period in which they are concurrently receiving OSAP for micro-credential funding. However, students may overlap their micro-credential study period with a study period that is part of a different full- or part-time program that they are concurrently receiving funding for through Full-Time OSAP or Part-Time OSAP, provided that OSAP funding was not assessed for the micro-credential course(s) through a Full-Time or Part-Time OSAP application.
NOTE: In order to obtain access to the program, full payment is required at least 1 business day prior to the first module of the program.
Job Grants
The Canada-Ontario Job grant may be applicable to employers seeking to train their staff. To find out if your organization is eligible for the grant and the program you wish to enrol in qualifies, visit: The MTCU Canada-Ontario Job Grant page
Many of our programs include 120-day unlimited, online access to view the recorded program. See the program page or brochure to find out if the program you’re interested in includes this access. If you need more time to view the content, or have questions about the access, please email: OPDSupport@osgoode.yorku.ca.
Our programs are typically offered once annually, around the same time each year; however, there are a few exceptions where certain programs are offered multiple times throughout the year (i.e. The Certificate in Adjudication). To receive updates on all our new and upcoming program offerings, please click here to subscribe to our email list.
If the program includes access to the recording, you will have unlimited online access to the recorded content for 120-days from the end date of the program.
Access is only for the registered delegate. In the event of misuse, access can be revoked.
CPD hours for each program can be found on the program web page and program brochure. For questions regarding CPD hours, please email cpd@osgoode.yorku.ca
A limited amount of financial assistance is available for OsgoodePD Programs unless specific bursary information appears on the program page/program brochure. Head to our Financial Assistance page for more information.
Yes. We do offer group rates on our programs. Please visit our group rate page for more information. Some exceptions apply, and rates are subject to change.
Our Continuing Legal Education (CLE) programs, ranging from one-hour briefings to more intensive certificate programs, are for all professionals. There are no general prerequisites for these programs; however, individual programs often have specific requirements to register. These are noted on individual program pages and .pdf brochures.
