Using Coaching to Lead! “Coaching is proving to be one of the fundamental skills of leadership. Effective coaching is inspiring, motivating and challenging. A good coach builds confidence, provides actionable feedback and unleashes creativity and talent. It is leadership in action.” This 'Coach-Approach' overview will: • Explore what coaching is…and is not. • Create clarity on how the business community is embracing coaching in the development of leaders. • Educate participants on how to determine when to have 'coaching conversations'. • Teach two ‘Core Coaching Skills’ to implement in the workplace. • Encourage participants in gaining insights into how they can use coaching to lead their respective organizations. • Ensure participants leave with a clear understanding of when to mentor and when to coach.

The North-West Chapter of the Human Resources Association of New Brunswick invites you to its annual general meeting, followed by a special presentation. This presentation is designed to provide you with information on labour market integration programs available in your area. You will learn the impact and benefits of hiring a high school student. Benefits for the employer • Gives our youth a valuable work experience. • Offers our youth the opportunity to develop a good work ethic. • Financial commitment to economic and social development within the community. • Takes part in succession planning in order to ensure the success of the company and the region. Make a difference … Hire a high school student

Terminating an employment relationship is rarely enjoyable. This is especially true when the employee being dismissed hasn’t done anything wrong but is simply the unfortunate victim of a tough economy. Employers having to lay off good workers won’t be able to turn the bad news of dismissal into a happy event, but there are ways to make it less painful for their employees. This session is designed to remind managers of the general legal principles that apply to layoffs and to identify practical and legal weaknesses in the dismissal strategies used by some employers. The employer-favourable complications of the “new” law of constructive dismissal and the old “Dismissal Mistakes of the Cryogenically Frozen HR Manager” are also amongst the topics to be examined.

Program Summary: Effectively managing and motivating others requires a deeper understanding of their personal styles, preferences and internal motivators. This session will cover: An understanding of the 8 psychological types Understanding intrinsic motivators Understanding motivational blockers (de-motivators) You Will Learn: • How to create the best environment for each employee • How to motivate each employee and eliminate their blockers Who Should Attend: Mid-level to senior professionals

Allegations of harassment in the workplace are on the rise. Jamie will review several recent cases involving allegations of harassment in the workplace. He will provide an overview of what conduct constitutes harassment, the appropriate employer response and practical examples of what steps employers should take.

Program Summary: More and more organizations are increasingly creating internal consultancy roles. In this dynamic, lively webinar, participants will learn how to be an effective negotiator to gain buy in and ensure their points are getting across. A general appreciation of the role of the internal consultant and the challenges they most often face will be explored. You Will Learn: • Why do organizations increasingly create internal consultancy roles? • What specific challenges and tensions do people experience in these roles and how do they overcome this? • How are internal consultants developed and how do they gain credibility and needed buy in? • Is the internal consultants role different from the externals? • How is it possible to be a consultant when you are part of the team to which you consult? Who Should Attend: HR specialists, HR generalists, HR business partners, Senior HR consultants, Employers/Supervisors/Managers and Small business owners.

The past year has produced several ground breaking legal cases in various industry settings that all HR Professionals should be aware of. Jamie will review several of the cases that have arisen over the past year here in New Brunswick as well as in other Provinces. This promises to be a high intensity session that will provide legal perspectives on the most influential employment decisions of 2014.

As an HR professional, have you been tasked with the leadership development function? Not so very long ago HR and leadership were not mentioned in the same sentence. Now this critical Organizational Development activity is taken on by HR either by choice, by frustration or by decree. This presentation will highlight the numerous options organisations have at their disposal to strengthen leadership capacity and what are some of the best practices of employers from all sectors and with various financial means. The presentation will also focus not only on the various combinations of specific leadership development initiatives but how to make the programs stick in such a way that employers invest long term in building leadership talent.

Program Summary: Employers with foreign candidates and temporary foreign workers (TFWs) applying for permanent residence will now need to obtain Labour Market Impart Assessments to support most of those permanent residence applications. There are two types of LMIAs that potentially support permanent residence applications: 1) temporary LMIAs to support work permits; and, 2) permanent LMIAs, required even for some applicants who would be LMIA-exempt for the purpose of a work permit. This webinar is for professionals with intermediate to advanced experience with LMIAs (formerly LMOs) and will identify new procedure and policy announced since December 01, 2014. You Will Learn: • Options for Foreign Workers to become Permanent Residents • Identify new and unpublished ESDC LMIA policies for temporary and permanent LMIAs • Identify when an LMIA is necessary to support a candidate or employee’s permanent residence application • Review Express Entry procedure • Identify risks in the LMIA process for employers. Who Should Attend: HR Professionals seeking to stay current on Canadian Immigration law and processes, or anyone involved in recruitment of foreign workers. This webinar is for professionals with intermediate to advanced experience with LMIAs (formerly LMOs).

Program Summary: If you are like many organizations out there you likely do not have the resources to hire full time compliance officers, or buy and implement governance, risk and compliance software suites. However, you likely have some form of training to ensure employees understand how to remain compliant to industry and/or government regulations. With the advent of hosted, open learning and talent management systems, executives in mid-sized companies can tackle compliance training and get the benefit of aligning individual employee performance with corporate strategy. Join us on February 25th for the 7 Step Compliance Process to ensure your organization not only remains complaint but turns it into a competitive advantage. You Will Learn: • How to turn the increasing compliance burden in to a competitive advantage • How to effectively communicate the importance of compliance regulations to employees • How to align compliance training to performance management and corporate strategy • How to execute compliance training so it ‘sticks’ • How to maintain compliance programs so that compliance is continually met Who Should Attend: HR Managers and Mid-market CEOs. If your organization doesn't have the resources to hire full-time compliance officers then this webinar is for you. Join us on February 25th and learn how to streamline the tasks and duties of a full-time compliance officer so that you not only avoid costly fines, but turn increasing compliance standards into a competitive advantage through well-informed employees.

Everybody’s talking about the dismal statistics surrounding employee engagement. What if all that’s really happening is the talking? This interactive session challenges your thinking and deliberately provokes you to think beyond the obvious. Come prepared to stretch your thinking about the topic, yourself, and be prepared to commit to one attitude or behavior change that could significantly impact your effectiveness to deal with Employee Engagement.

Succession, in an organization, is a challenge that many businesses of our region will face shortly. To ensure the sustainability of the business and to ensure the success of the transfer, it is necessary that the administrators follow a rigorous process and adopt a proactive rather than a reactive mode. In this workshop, Mr. Tanguay offers a careful examination of each step of the process. Thus, you will be able to see the importance of this approach that turns out to be a prerequisite for the success of your transfer.

Please note that the deadline to register for the upcoming CHRP National Knowledge exam is April 7, 2015. If you are writing the NKE, please note that HRANB is proud to offer our revised CHRP NKE Preparatory Session. This program, developed by the British Columbia Human Resources Management Association is now the official NKE preparatory program provided by five provincial HR associations including HRANB. It has just been revised to reflect the new CHRP Competency Framework that will be specific to the NKE beginning in 2015. This two-day course is designed to help you consolidate the knowledge you already have and - more importantly - identify where you need to focus additional studying in order to be successful in the National Knowledge Exam. During this interactive workshop, you will receive, review and discuss important HR theory for each competency area. You'll also receive the RPCs, terms, definitions and sample exam questions, which will enable you to identify and rectify knowledge gaps. YOU WILL LEARN • The structure and format of the CHRP knowledge exam - components and weightings • An overview of the updated body of knowledge covered by the exam • To apply the knowledge using sample questions and group activities • How to design and implement an individualized learning plan YOU WILL RECEIVE • a 300+ page manual containing concepts, terminology, principles, legislation and practices from the eight discipline areas covered in the exam • glossary exercises for each of the new nine functional areas of knowledge (over 350 terms and definitions) you can use to enhance your understanding of HR terminology • over 400 sample questions

Please note that the deadline to register for the upcoming CHRP National Knowledge exam is April 7, 2015. If you are writing the NKE, please note that HRANB is proud to offer our revised CHRP NKE Preparatory Session. This program, developed by the British Columbia Human Resources Management Association is now the official NKE preparatory program provided by five provincial HR associations including HRANB. It has just been revised to reflect the new CHRP Competency Framework that will be specific to the NKE beginning in 2015. This two-day course is designed to help you consolidate the knowledge you already have and - more importantly - identify where you need to focus additional studying in order to be successful in the National Knowledge Exam. During this interactive workshop, you will receive, review and discuss important HR theory for each competency area. You'll also receive the RPCs, terms, definitions and sample exam questions, which will enable you to identify and rectify knowledge gaps. YOU WILL LEARN • The structure and format of the CHRP knowledge exam - components and weightings • An overview of the updated body of knowledge covered by the exam • To apply the knowledge using sample questions and group activities • How to design and implement an individualized learning plan YOU WILL RECEIVE • a 300+ page manual containing concepts, terminology, principles, legislation and practices from the eight discipline areas covered in the exam • glossary exercises for each of the new nine functional areas of knowledge (over 350 terms and definitions) you can use to enhance your understanding of HR terminology • over 400 sample questions

Are you dealing with the following issues? • Attraction and retention • Aging demographics • Four generations in the workplace Eddie’s session will address each of these issues and more and provide you with techniques to manage an ever-changing workforce. In doing so, you will learn how this will lead to: • Improved productivity • Cost containment • Increased profitability Anybody can lead an organization during the good times. The tough times are when the true leaders stand out. Developing an engaged workforce will give any organization a competitive advantage. Engaged employees are more productive yet statistics show they only make up 25 to 30 percent of the workforce. The remaining disengaged employees are costing you money by being half as productive as engaged employees. They also use more time-off, sick leave, benefits and produce a negative work environment for others. In “A Journey to Engagement: Managing across the generations” Eddie offers a proven process for engaging employees. Attendees learn how to: • Recognize their strengths as a team and work collectively • to produce a stronger output • Understand age, gender and cultural diversity and • their influence on the workplace • Motivate the four generations in the workplace • Interpret future trends and their impact on the organization • Implement the three steps in closing the engagement gap CLICK HERE for a preview of the session: https://vimeo.com/119814015.

The past year has produced several ground breaking legal cases in various industry settings that all HR Professionals should be aware of. Jamie will review several of the cases that have arisen over the past year here in New Brunswick as well as in other Provinces. Please join us for a high intensity breakfast session that will provide employer and employee legal perspectives on the most influential employment decisions of 2014. We encourage you to bring your business leaders along. For those of you in unionized environments, why not invite your union leadership!

Program Summary: Management of attendance issues in the workplace can present a variety of challenges. In this session, we will cover issues related to attendance management in both unionized and non-unionized workplaces, including implementation of policies, human rights challenges, termination for non-culpable absenteeism, and frustration of contract. You Will Learn: • Innocent vs Culpable: How do you tell and why are they treated differently? • Accommodation and Statutory Rights to be Absent • Drafting an Attendance Policy: What to include, what to avoid • Case Law Update • Union vs Non-union

The Northwest chapter of the New Brunswick Human Resources Association invites you to a half-day workshop on Motivation and Stress Management with Mrs. Vanessa Haché, from VH Consultants. With interactive and colorful activities, participants learn to set personal goals. You will get practical tools to apply in your personal and professional lives to maintain your motivation and manage stress. Topics covered during the workshop: - Getting to know yourself - Set goals and develop a personal vision - Motivation tips - Manage your stress level

For the fourth consecutive year, HRANB Moncton is proud to partner with the Frye Festival and this year we are hosting Elizabeth Renezetti. Elizabeth is currently Columnist and Feature Writer at the Globe and Mail, where she deals with often controversial issues related to culture, socioeconomics, politics, environment and health. Twice weekly, she voices her opinion on current affairs, garnering a strong and dedicated readership nation-wide. Her columns are timely, witty, and intelligent, and Elizabeth is one of the leading female voices in Canadian journalism. Elizabeth’s presentation will address a topic which resonates with thousands of Canadians…the pursuit of work-life balance. In a recent Globe and Mail article, she tackles this head-on and promotes the benefits of embracing the messiness of chaos because that is what ultimately makes life beautiful and interesting. To read this column as a hint to her presentation, please go to: http://www.theglobeandmail.com/life/realtionships/craving-balance-in-chaos/article21323092/?page=1 Adding to the chaos of her own life, Elizabeth also just published her first novel, Based on a True Story, which is a work of humorous fiction about celebrities and journalists. Join us for a delicious breakfast buffet and meet Elizabeth Renezetti. *Help HRANB Moncton promote childhood literacy – for each new or gently-used child’s book you donate on April 28th you will receive a ballot for great door prizes. Literacy is the key to an enriched life!

A well-educated, skilled workforce is increasingly seen as key to success in today’s human resource landscape. Investment in employee training and education is becoming more necessary as a tool for employee preparation, workplace satisfaction, retention, and projected recruitment.

Dr. Bill will share his insights on current conversations around employee stress, productivity, engagement, and mental health in the workplace. He will report some findings from his national Globe and Mail study, Your Life at Work, and will provide HR leaders insight on impressing senior leaders on the importance of investing in respectful workplaces and mental health strategies. HR leaders will benefit from learning how to make the business case, as well as how to get the facts for maximizing employee engagement, productivity, and health. Dr. Bill will introduce his Quality of Work Life study methodology and organizational change management model. These insights and benchmarks provide the landmarks for setting and implementing strategic actions to reduce risk and increase opportunities for employees to be happy, with or without a mental health issue. He will encourage HR leaders to ask the tough questions that look beyond engagement for long-term workforce sustainability.

Come and support tomorrow’s human resources leaders by taking part in lively discussions. The Moncton Chapter has asked NBCC Moncton HR students to research local, provincial, national and international trends in HR. Join us and take advantage of this occasion to talk about trends that affect your organization or your career with colleagues. Hope to see you there. We need your input! There will be three groups presenting on the topic of HR trends. Each group will discuss HR trends that affect management at different levels of business participation: local; regional/ national; and global. They will discuss the following issues: What are the HR trends affecting organizations in New Brunswick? Are trends in New Brunswick different than trends in Canada in general? Are there common trends across our great nation? How do HR trends in Canada compare to trends in other parts of the world? Are there truly “global” HR trends? How are organizations coping with these challenges locally, nationally, and globally? How are these trends affecting each of us?

Program Summary: Nowadays employees expect to be covered under an employer-sponsored group benefits plan, and employers must offer a minimum level of coverage in order to attract and retain employees – to remain competitive in their industry. However, employee appreciation for this coverage is generally very low, regardless of the level of coverage provided. This is largely due to the lack of communication, or quality and frequency of the communication provided to employees. An effective communication strategy is imperative for employers to get the desired ROI for their benefits investment, while increasing employee morale and productivity. This webinar will help you get there. You Will Learn: • How to increase your employees’ understanding and value of the plan and the employer investment made on their behalf • How to reduce/eliminate employer liabilities relating to benefits coverage • How effective communication helps with the management/operation of the plan • The best times and methods to communicate with employees to increase engagement Who Should Attend: All Levels: HR professionals, Change Management professionals, Health & Wellness coordinators, and any professional responsible for employee benefits plans (i.e. small business owners/CFOs/controllers and payroll professionals).

The Effective management of workplace health and safety is important for the health and safety of workers, the longevity of organizations, the success of business and the protection of the environment. Throughout the Western world, the effective management of workplace and environmental health and safety issues has become an increasingly important and an expected dimension of responsible business practice. The discipline of occupational health and safety is rapidly changing to address the increasingly complex workplace needs. Additionally, legislation governing workplace health and safety practices is becoming far more sophisticated and stringent, and has contributed to a growing employer need for health and safety processional expertise. This session is geared towards updating Human Resources Professionals on the health and safety concerns that could affect their workplaces.

Program Summary: With modern technology, it increasingly seems that our private and work lives are merging. Employees use company cell phones for personal calls, use office computers for Facebook, and may even have a home office where they store corporate records and files. With this new workplace dynamic, what are employers entitled to access? Can they view emails, browser history and search computer cookies? For that matter, what can employees request from their employers? This timely discussion will discuss this interesting and evolving relationship. In The Devil in the Details, employment lawyers Keri Grenier and David Brown will explore traditional management rights that employers have relied upon and new challenges being presented by smart phones, social media, and the Personal Information Protection Act. You Will Learn: • Introduction to the law of privacy • Using privacy policies • Privacy in the employment context • Consequences of Privacy Breaches Who Should Attend: Entry to mid-level HR Practitioners: This presentation serves as an introduction to the law of privacy. It will be most relevant to in-house HR practitioners, managers, and owners of small and medium-sized businesses.

Providing a new and fresh perspective on disability management, Dr. Margison will approach the topic from the viewpoint of a family physician. He will provide insight into difficult return-to-work discussions from the family physician’s perspective, and challenges that family physicians face. He will address general public opinions and beliefs around disability management and why there needs to be a shift before we will see positive, long term change in this ever evolving area of Human Resources. He will review preliminary discussions with disability managers and insurance companies around how to address challenges family physicians face in trying to encourage a safe stay-at-work or an early safe return-to-work. Dr. Margison will then go on to propose a vision for the future. Nicola MacNaughton will approach the session from the perspective of an Occupational Therapist. She will define their scope of practice as it relates to disability management, and offer tips and advice on how to effectively manage disability and accommodation in the workplace. She will also address those “difficult return to work scenarios”, and provide outside the box solutions for employers. You do not want to miss this exciting half day session where you will be challenged to see the world of disability management in a new light, and walk away with valuable tips and practical solutions that you will be able to implement in your workplace. Come prepared with questions as there will be a Q&A period at the end.

Our Fredericton Chapter HRANB Executives wish to extend a Personal Invitation to our Annual Year End Social! Food, wine and networking with your fellow members! Appetizers, Refreshments & Networking Come out and meet other Fredericton area members, share a few stories and get to know your peers in a relaxing environment. Hot Topics Symposium Members are able to leverage the experiences of those in attendance to identify actions taken to ad-dress these challenges. During the HR Hot Topics Symposium discussions, participants will have the opportunity to learn from association members who have dealt with similar challenges and find some-one else that is facing similar issues and be able to work collaboratively afterwards to find solutions.

Program Summary: Are your employees performing at their best? This question is the acid test of how well your performance management system is working for you. The term "Performance Management System" is often used synonymously with "performance appraisal". Actually, thinking this way is one of the things that gets organizations into trouble, because the yearly appraisal process, no matter how well designed, is not enough to ensure that employees perform at their best. For a performance management system to deliver the goods, it must encourage the right behaviours from both the manager and employee throughout the year. In this interactive session you will not only learn about performance management best practices, but you will also diagnose your own organization and develop specific strategies and recommendations to take performance management to the next level. You Will Learn: • Best practices in system design, goal setting and the performance appraisal process • The 6 key manager-employee conversations that must be encouraged by the performance management system • How to hold managers accountable and develop their performance management skills • How to pay for performance without damaging employee trust • How to integrate the performance management system with other HR systems Who Should Attend: Mid-level Practitioners and above. Human Resource professionals and senior managers that are interested in improving performance management (design and behaviours) in their organization.

Program Summary: When an individual is experiencing high levels of change, their capacity to adapt can rapidly be depleted. Resilience and the ability to remain productive during turbulence helps people achieve better outcomes for themselves and their organizations. As HR professionals, it’s often our role to support others and help people achieve better outcomes for themselves and for the organization – and at the same time, manage our own ability to be resilient! This webinar explains resilience and introduces a set of seven “change muscles” that help individuals move through change. You Will Learn: • Define resilience and it’s workplace application • Recognize the resilience characteristics and your own natural pattern of how your respond to disruptive change • Develop a simple skill to enhance your own resilience • Develop an action plan to build your own resilience Who Should Attend: Emerging to mid-level HR: Anyone who is navigating through change in their workplace, from a personal standpoint or in a supporting role to other employees.

Program Summary: For the first time in history, labour demand in British Columbia is expected to outpace labour supply beginning in 2016. Unfortunately, most companies are ill prepared for what experts are calling a ‘global succession crisis.’ In many organizations, hiring managers continue to gamble on external candidates to fill key positions, and recruiting never seems to keep up with demand. Succession Planning That Works shows participants that building a strong pipeline of talent boils down to three things: 1. Succession planning must be led by the CEO, not HR. 2. Organizations must focus on the most important succession planning priorities at the right time and in the right order. 3. Keeping it simple. Based on a comprehensive collection of real world best practices, Succession Planning That Works shows participants how to avoid the most common pitfalls and how to build the foundation of a world-class talent management program no matter what the size of their organization. You Will Learn: The two essential levels of executive buy-in, and how to influence them both. • The most important succession planning priorities to focus on depending on the size of the organization. • The 10 most common challenges in implementing and sustaining succession planning, and strategies to overcome them. Who Should Attend: HR leaders who have some exposure to succession planning will benefit the most from this course as they will learn how to enhance their ability to implement succession planning programs or improve an existing one.

Please note that the deadline to register for the upcoming CHRP National Knowledge exam is September 8, 2015. If you are writing the NKE, please note that HRANB is proud to offer our revised CHRP NKE Preparatory Session. This program, developed by the British Columbia Human Resources Management Association is now the official NKE preparatory program provided by five provincial HR associations including HRANB. It has just been revised to reflect the new CHRP Competency Framework that became specific to the NKE beginning in 2015. This two-day course is designed to help you consolidate the knowledge you already have and - more importantly - identify where you need to focus additional studying in order to be successful in the National Knowledge Exam. During this interactive workshop, you will receive, review and discuss important HR theory for each competency area. You'll also receive the RPCs, terms, definitions and sample exam questions, which will enable you to identify and rectify knowledge gaps. YOU WILL LEARN • The structure and format of the CHRP knowledge exam - components and weightings • An overview of the updated body of knowledge covered by the exam • To apply the knowledge using sample questions and group activities • How to design and implement an individualized learning plan YOU WILL RECEIVE • a 300+ page manual containing concepts, terminology, principles, legislation and practices from the eight discipline areas covered in the exam • glossary exercises for each of the new nine functional areas of knowledge (over 350 terms and definitions) you can use to enhance your understanding of HR terminology • over 400 sample questions

Join us for our annual legal update with Lucie LaBoissonnière and Dominique Fontaine from McInnes Cooper. This year, we will be doing a half-day session on off-duty conduct, privacy in the workplace and the enforcement of termination clauses and confidentiality agreements. Every employer in Canada has heard of Shawn Simoes, the Hydro One employee who was terminated for cause after publicly harassing an on-air reporter. Hydro One acted quickly and - most employers would agree - made an estimable decision. Since Mr. Simoes’s termination made headlines across Canada, terminations for “off-duty conduct” have been in the spotlight. Can employers manage employees outside of the workplace? What factors will courts consider to determine whether off-duty conduct justifies a termination for cause or other discipline? Is reputational damage a necessary factor? Can an employee who is seen on Facebook using recreational marijuana be terminated for cause? Privacy in the workplace remains an evolving area of employment law. Employees expect to have some privacy at work while employers must know what their employees are doing while at work. It can be challenging to know where to draw the line, for instance, with GPS devices on company-owned vehicles used by employees and other methods of conducting surveillance on employees in the workplace or on their work phones. Finally, recent case law on the enforcement of termination clauses and confidentiality agreements will be discussed. We will address the enforceability of termination clauses as well as an employer’s available remedies in the case of an employee’s breach of a confidentiality agreement. This session will provide insight to employers as to their rights and obligations in regards to these emerging topics.

Join us for our annual legal update with Lucie LaBoissonnière and Dominique Fontaine from McInnes Cooper. This year, we will be doing a half-day session on off-duty conduct, privacy in the workplace and the enforcement of termination clauses and confidentiality agreements. Every employer in Canada has heard of Shawn Simoes, the Hydro One employee who was terminated for cause after publicly harassing an on-air reporter. Hydro One acted quickly and - most employers would agree - made an estimable decision. Since Mr. Simoes’s termination made headlines across Canada, terminations for “off-duty conduct” have been in the spotlight. Can employers manage employees outside of the workplace? What factors will courts consider to determine whether off-duty conduct justifies a termination for cause or other discipline? Is reputational damage a necessary factor? Can an employee who is seen on Facebook using recreational marijuana be terminated for cause? Privacy in the workplace remains an evolving area of employment law. Employees expect to have some privacy at work while employers must know what their employees are doing while at work. It can be challenging to know where to draw the line, for instance, with GPS devices on company-owned vehicles used by employees and other methods of conducting surveillance on employees in the workplace or on their work phones. Finally, recent case law on the enforcement of termination clauses and confidentiality agreements will be discussed. We will address the enforceability of termination clauses as well as an employer’s available remedies in the case of an employee’s breach of a confidentiality agreement. This session will provide insight to employers as to their rights and obligations in regards to these emerging topics.

Program Summary: Sustainability is a global concern. However, sustaining the wellbeing of people and the organizations they serve is a specific responsibility of HR professionals. In stressful times, a holistic approach to wellbeing is essential – there isn’t a one-size-fits all solution. Engaged employees are more able to cope with stress and change. Optimism is closely linked to both career success and job satisfaction. This webinar will equip you to rethink wellness initiatives, positioning them as key drivers of individual and organizational sustainability during stressful times. You Will Learn: • How engagement, career development, and wellbeing initiatives interact to equip workers to thrive in times of stress • About the impact of shifting workplace expectations, role conflict, and chronic, relentless stress • Practical strategies for minimizing stressors, enhancing resiliency, and restoring balance • Tips for sustaining optimism during particularly stressful times

Join us for our annual legal update with Lucie LaBoissonnière and Dominique Fontaine from McInnes Cooper. This year, we will be doing a half-day session on off-duty conduct, privacy in the workplace and the enforcement of termination clauses and confidentiality agreements. Every employer in Canada has heard of Shawn Simoes, the Hydro One employee who was terminated for cause after publicly harassing an on-air reporter. Hydro One acted quickly and - most employers would agree - made an estimable decision. Since Mr. Simoes’s termination made headlines across Canada, terminations for “off-duty conduct” have been in the spotlight. Can employers manage employees outside of the workplace? What factors will courts consider to determine whether off-duty conduct justifies a termination for cause or other discipline? Is reputational damage a necessary factor? Can an employee who is seen on Facebook using recreational marijuana be terminated for cause? Privacy in the workplace remains an evolving area of employment law. Employees expect to have some privacy at work while employers must know what their employees are doing while at work. It can be challenging to know where to draw the line, for instance, with GPS devices on company-owned vehicles used by employees and other methods of conducting surveillance on employees in the workplace or on their work phones. Finally, recent case law on the enforcement of termination clauses and confidentiality agreements will be discussed. We will address the enforceability of termination clauses as well as an employer’s available remedies in the case of an employee’s breach of a confidentiality agreement. This session will provide insight to employers as to their rights and obligations in regards to these emerging topics.

Leadership is a necessary ingredient for success. Leaders, regardless of their title or role must exercise sound leadership in management, human resources, finance and strategy. Effective leaders understand their role, obtain the necessary skills and competencies and behave in ways that inspire others. In this session participants will better understand the core leadership competencies and assess themselves against those competencies. They will also identify the behaviours and values they must adopt to be effective leaders. This workshop is inspired by the Harvard Adaptive Leadership Model where participants make progress on their real life leadership challenges.

Program Summary: So often in organizations, HR systems and processes are selected based on best practice rather than best fit. This results in theoretically sound HR programs, put in place with the best of intentions, but lacking the crucial organizational alignment to make them successful. Every organization is driven by cultural norms and values, whether they are written down or not. If your HR practices are well grounded but are not successful in your organization, join this webinar to learn how to gain clarity around your culture and values, audit your HR systems and processes for organizational alignment, apply practical strategies to build best fit processes. You Will Learn: • To identify your organization’s core culture / values drivers. • A simple process to identify where your HR systems / processes align to and diverge from your organizational outcomes. • Practical strategies to build alignment between your core HR systems and your company goals. • Tips to overcome common challenges in identifying your culture and aligning your HR systems / processes. Who Should Attend: Mid-level Practitioners and above. Human resources professionals who are responsible for designing, implementing, and / or managing HR systems and processes in organizations who would like to improve the effectiveness of old systems or ensure the success of new systems.

Mental illness is the leading cause of workplace disability in Canada. As a champion employer for workplace mental health, Bell Canada is committed to leading by example in their workplace – as early adopters of the National Standard of Canada for Psychological Health and Safety in the Workplace. Join Bell Canada, to gain deeper insight on how the Standard can be leveraged to build a psychologically healthy work environment. Bell has worked with corporate Canada and the healthcare community to develop and adopt mental health best practices in the workplace. Hear how Bell Canada is: • Creating awareness to reduce stigma and engage employees • Offering mental health training for all employees, including the tailored Workplace Mental Health LeadershipTM certificate program • Applying principles of psychological health to their annual employee survey • Using metrics to measure and track progress and drive continuous improvement

The North-West chapter of the Human Resources Association of New Brunswick invites you to a half-day sesiosn with Lucie LaBoissonnière and Dominique Fontaine, McInnes Cooper. Every employer in Canada has heard of Shawn Simoes, the Hydro One employee who was terminated for cause after publicly harassing an on-air reporter. Hydro One acted quickly and - most employers would agree - made an estimable decision. Since Mr. Simoes’s termination made headlines across Canada, terminations for “off-duty conduct” have been in the spotlight. Can employers manage employees outside of the workplace? What factors will courts consider to determine whether off-duty conduct justifies a termination for cause or other discipline? Is reputational damage a necessary factor? Can an employee who is seen on Facebook using recreational marijuana be terminated for cause? Privacy in the workplace remains an evolving area of employment law. Employees expect to have some privacy at work while employers must know what their employees are doing while at work. It can be challenging to know where to draw the line, for instance, with GPS devices on company-owned vehicles used by employees and other methods of conducting surveillance on employees in the workplace or on their work phones. Finally, recent case law on the enforcement of termination clauses and confidentiality agreements will be discussed. We will address the enforceability of termination clauses as well as an employer’s available remedies in the case of an employee’s breach of a confidentiality agreement. This session will provide insight to employers as to their rights and obligations in regards to these emerging topics.

With open discussion with Nicole E Druckman immigration lawyer, review the application process and learn the steps of offering temporary foreign worker positions in New Brunswick. Review the new regulations of the program, and learn additional topics that may reduce the cost and time to offer these very important employment opportunities.

Now at its midpoint, the Mental Health Commission of Canada’s three-year Case Study Research Project provides some interesting early results of 41 organizations’ journey to implement the National Standard of Canada for Psychological Health and Safety in the Workplace. This webinar will highlight early observations and promising practices, including how the journey differs depending on an organization’s size. Join us to hear from the research team and a participating organization on what it’s like for Canadian employers to use the Standard.

Organizational change is the new “normal” for most public and private sector organizations today. Research suggests that the primary reason organizations struggle with successful implementation of change initiatives is due to a lack of focus on the “people side” of the change. As HR professionals, we see first-hand the toll that poorly managed change efforts take on people and ultimately on business results. This interactive session will help to improve your understanding of the key ingredients for leading successful change and provide a roadmap to get there. A model will be shared, highlighting how the HR community can support and enable their leaders and organization to successfully navigate change.

Program Summary: Join us as we identify the major steps involved in e-learning: Analysis, Design, Development and Launch. This nuts and bolts session will help you get started in building your own course or will help you understand what an elearning developer will guide you through if you outsource. You Will Learn: • The key activities in analysis • The key activities in creative and instructional design • Interactive development • Key activities in launching your program. Who Should Attend: Those new to E-Learning

Program Summary: Today's HR professionals have many tools available to enhance mutual understanding and co-operation, such as personality and other assessments. Yet, no matter how good the tool, it cannot do the job for us. Even the best candidate assessments should inform a hiring decision by no more than 30%. In fact, any assessment instrument’s full value lies in helping both the organization (to manage, coach and mentor the person to his/her best performance), and the individual (to improve self-understanding that allows full cooperation with that process). The HR challenge lies in structuring the debriefing interview for maximum benefit to both. You Will Learn: • To structure a debriefing conversation based on the key features of each of the two major categories of assessments –ipsative and normative. • To provide a supportive climate in which the individual is able to gain maximum benefit from the knowledge contained in the assessment report/profile. • To use the debriefing conversation to set the employee – or candidate – up for success in the prospective role (new job, promotion, coaching, mentoring, etc.) Who Should Attend: • Mid-level HR generalists, particularly those who want to improve recruitment and retention interview skills. • HR recruiters for whom the use of assessments in the hiring process is new. • In-house HR consultants who need to guide operational managers through hiring and performance-management conversations based on psychometric assessment results.

Program Summary: One of the most powerful tools for helping leaders become more effective is the use of 360-degree feedback. The traditional approach, whereby individuals receive feedback only from the people to whom they report through the performance appraisal process, is inherently limited because the manager typically lacks information on how the individual interacts with peers, customers, and direct reports. Despite all the benefits of 360-degree feedback, there are many pitfalls in the overall process that must be avoided in order to get the desired results. The objective of this webinar is to help you to either refine your existing 360-degree feedback process or to get it right the first time. You Will Learn: • Best practices that make the overall process work • How to choose between standard and custom questionnaires • Survey design best practices that make the reports easy to interpret • How the typical behavioral patterns show up in 360 reports • How to synthesize a report into a clear development goal • A coaching framework to create meaningful action plans • How to roll out a 360 process in your organization Who Should Attend: Mid-level Practitioners and above. Human Resource professionals and senior managers that are interested in improving performance management (design and behaviours) in their organization.

Nancy Sherman has over 20 years of experience as a nurse, health programs manager, entrepreneur and wellness strategist. Over the last 9 years, she has operated and owned her own business: Rehab Solutions, where she worked directly with employees and senior management to help them with illness and disability cost. Working in the disability management field for almost 20 years, Nancy has seen the difference that innovative programs and services like early intervention, and a progressive extended benefits package can do to help keep employees at their job, returning to their jobs quicker, and creating healthier workplaces. She will be presenting on Practical Approaches to Mental Health Issues in the Workplace to help HR Professional & Management.

Alcohol and drug use is pervasive in our society, and the workplace is not immune to this reality. As an employer or a supervisor, you must exercise due diligence. By better understanding this occurrence, you will be better prepared to intervene in order to prevent workplace incidents or accidents and reduce productivity losses associated with addiction problems. During this session, we will offer you the tools needed to manage crisis situations or unresolved cases. We will also offer you the means to address this taboo subject with your employees and promote a healthy workplace. • Overview of the services offered by Addiction Services • Virtual tour of the new location • Documents and tools to better manage addiction problems

Join us for our annual legal update with Lucie LaBoissonnière and Dominique Fontaine from McInnes Cooper. This year, we will be doing a half-day session on off-duty conduct, privacy in the workplace and the enforcement of termination clauses and confidentiality agreements. Every employer in Canada has heard of Shawn Simoes, the Hydro One employee who was terminated for cause after publicly harassing an on-air reporter. Hydro One acted quickly and - most employers would agree - made an estimable decision. Since Mr. Simoes’s termination made headlines across Canada, terminations for “off-duty conduct” have been in the spotlight. Can employers manage employees outside of the workplace? What factors will courts consider to determine whether off-duty conduct justifies a termination for cause or other discipline? Is reputational damage a necessary factor? Can an employee who is seen on Facebook using recreational marijuana be terminated for cause? Privacy in the workplace remains an evolving area of employment law. Employees expect to have some privacy at work while employers must know what their employees are doing while at work. It can be challenging to know where to draw the line, for instance, with GPS devices on company-owned vehicles used by employees and other methods of conducting surveillance on employees in the workplace or on their work phones. Finally, recent case law on the enforcement of termination clauses and confidentiality agreements will be discussed. We will address the enforceability of termination clauses as well as an employer’s available remedies in the case of an employee’s breach of a confidentiality agreement. This session will provide insight to employers as to their rights and obligations in regards to these emerging topics.

Resilient individuals are able to adapt quickly and deal with a variety of difficult situations in a calm and rational manner. This is an increasingly important concept in today’s workplace because building and maintaining the mental resiliency of a workforce yields a more productive and successful workplace environment. Hear from Karen Seward at SCM Health Solutions on resiliency and other strategies for improving workplace mental health.

This notice is to inform the members of HRANB that the Annual General Meeting of HRANB Fredericton Chapter is scheduled for November 26th 2015 at the Delta Fredericton. The meeting will take place at 2:30pm prior to our monthly professional development session featuring Assistant Commissioner, Roger Brown. Various reports will be given, including Financial, PD Events, Mentorship program, Students, CHRP and Marketing updates. A call for nominations will be made for various Executive roles. Your presence is requested for voting.

PLEASE NOTE THIS IS AN AFTERNOON SESSION Leadership is not about a position. We are all leaders who have the ability to influence others and change outcomes. Leaders, given today's reality, often find themselves in a position where they have to lead without the benefit of clear guidelines and plans. What then should leaders resort to? This very question will be explored through numerous real life examples and you will leave the session knowing how you can be one of those leaders who does make a difference. Join us for an impactful and thought-provoking session with Assistant Commissioner Roger Brown who will share with us his past experiences during some of their most challenging and life-defining moments as a leader.

The HRANB Moncton Chapter Executive Board cordially invites members and up to one guest each to our appreciation holiday celebration. This drop-in event will also be a fundraiser for local charities. We will be accepting donations of non-perishable food or an item of new winter wear (ex: hat, gloves, scarf). In return for your donation, you will receive a drink ticket. Delicious hors d’oeuvres will be served during live festive music. To cap off this wonderful evening of afterhours socializing, several door prizes totaling over $500 will be given to lucky winners. We look forward to welcoming our members and their guest as a thank you for your support throughout the year. There is no fee for this event however we require that you register yourself and your guest. To complete your registration, select cash or cheque as method of payment. NOTE: limit of 1 guest per member.

The presentation will outline basic principles of disability case management. Discussion will also take place about how both the employee’s and the employer’s interest are represented in the process. Adjudication of a Short Term Disability benefit application for a 'Stress Claim' will be used as an example.