Join Us For Our Next Seminar:

Managing the Complexities of Employee Disability in the Workplace

In Ontario, 1 in 7 people has a disability. In 20 years that number will be 1 in 5. Managing disabled employees is becoming more complex every day and employers are feeling highly vulnerable and unclear of their rights and obligations. Damage awards under the Human Rights Code for disability can be significant.

Join us in this interactive workshop to understand your legal obligations and how to work effectively with disabled employees (with non-occupational injuries) with solid HR Disability Management practices.

Your workshop leaders:

Doug MacLeod – Principal – MacLeod Law Firm

Lotte Struwing – President – Lasting Solutions HR Consulting & Coaching

Lucy Cormier – President – Partners Disability Management

What you will learn:

  • What is a disability within the meaning of the Human Rights Code (Code) and what is the duty to accommodate
  • Why having an attendance and sick leave policy and standardizing processes is key to managing absence successfully
  • Who the key stakeholders are for each aspect and identify their roles and responsibilities
  • What elements need to be included in accommodation plans
  • How to work with all parties collaboratively and facilitate a successful return to work
  •  How to successfully separate medical issues from performance related matters

Date: Monday November 3, 2014

Time: 9 am to 12 pm

Location: ESS Direct & Suite Success 411 Huronia Road, Unit 5 Barrie, ON  L4N 9B3

Investment: $49 plus HST

To register, please here.


Our last seminar covered “Everything You Wanted to Know about OHSA but Were Afraid to Ask!”

MacLeod Law Firm took a look at the numerous obligations that are imposed on Ontario employers under the Occupational Health & Safety Act. For example:

  • An employer must post various policies and posters in the workplace as well as a copy of the Act.
  • An employer must investigate workplace harassment and workplace violence complaints and cannot discipline an employee for filing such a complaint.
  • Employees must elect a health and safety representative in some workplaces whereas employees have the right to equal representation on joint health & safety committees in other workplaces. Members of this committee must be “certified” which requires the successful completion of prescribed training. Health and safety committees have extensive powers.
  • Employers are required to investigate work refusals and an employer cannot generally discipline a worker for refusing unsafe work


Our Referral Program

Most of our clients come to us by word of mouth. If you are satisfied with the work we do for you or you have benefitted from one of our past seminars, we hope that you will recommend us.




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