The benefits of mindfulness meditation are well researched. Wendy Quan, Founder of The Calm Monkey, will introduce mindfulness and meditation in a non-religious fashion, and teach you some easy skills that you can start using right away at work and at home. Use these techniques to get centered, de-stress and calm yourself at any time. Mindfulness is a ‘way of being’ that anyone can learn and creates a more positive experience of life.

We are lucky to have Wendy Quan hold this webinar. She is the industry thought leader and author on the topic of integrating change management and workplace mindfulness meditation to build personal and workplace resiliency.


In this presentation, you will learn:
• Understand the differences between mindfulness and meditation
• Hear real-life and researched-based benefits
• Learn the keys that make a mindfulness meditation practice successful
• See the amazing uptake that occurred at Pacific Blue Cross for their meditation program
• Participate in an experiential guided meditation during the webinar


Who should attend:
• This session is applicable to everyone, and especially will help those who feel overwhelmed, stressed or just too busy.

Insightful organizations know that bringing mindfulness into their workplaces result in many benefits. But how do you go about introducing it? And how can you self-sustain without relying on an outside facilitator?

We are lucky to have Wendy Quan hold this webinar. She is the industry thought leader and author on the topic of integrating change management and workplace mindfulness meditation to build personal and workplace resiliency.

Wendy will cover the key tactics that lead to a successful workplace implementation. Learn how to approach this in a way that produces high engagement, grassroots growth and real business benefits.


In this presentation, you will learn:
• Understand the roadmap that creates a sensible, self-sustaining mindfulness workplace program, at no on-going operational cost.
• Hear real-life and researched-based benefits
• Learn how to enlist employees as volunteers, and what qualities they should possess
• Learn what mistakes to avoid


Who should attend:
• Anyone with an interest in helping co-workers reduce their stress and build their resiliency can initiate and drive the introduction of a mindfulness practice at work.

Join the Mental Health Commission of Canada as we discuss an innovative community project, led by the Canadian Mental Health Association, that aims to increase employment opportunities for individuals living with a mental illness.

Please note that the deadline to register for the upcoming CPHR National Knowledge exam is September 5, 2017.

If you are writing the NKE, please note that CPHR New Brunswick is proud to offer our revised CPHR 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 CPHR New Brunswick. It has been revised to reflect the new CPHR 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 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 CPHR 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

YOUR RESPONSIBILITIES
It is important to note that the preparatory session is designed to give you direction on how to prepare for the exam as well as providing a source of study materials. Success in writing the National Knowledge Exam requires understanding of a vast body of knowledge. Participating in this session alone will not guarantee success. It will require on-going studying to ensure that you are as prepared as you possibly can be for the exam.

Hiring the best talent for each individual position takes preparation and flexibility, especially when one is hiring from a multi-generational group of potential employees. Your organization’s leaders must take the right steps to attract well qualified candidates, bring out the best in every employee, and create an environment that lowers anxiety, boosts morale and increases productivity.

Participants leave this workshop with the ability to:

• Understand the differences between the generations and how that affects the interview process.

• Understand the FOUR critical steps in hiring the right talent for each position and keeping them.

• Determine the importance of company values and how that fits with choosing the best talent.

• Recognize how flexibility plays a critical role in choosing the right talent for the company and position.

• Create a list of interview questions that will pull out the information needed to make an informed decision on hiring your new recruits.

Create a plan of action for new employees, their orientation to the organization, and a map of career development for their growth with the company.

Webinar Program:

Overview of Training Program and Outcomes: 10 Min.

Generational Differences and Preferences: 10 Min.

Overview of generational differences and similarities

STEP 1: Planning for the Interview - 15 Min.
Determining who you need to consult
Knowing the position, job details, qualifying criteria
Prepare the questions
Flexibility questions

STEP 2: Finding the Common Denominators - 10 Min.
Are they aligned with the organization’s goals and values
"Who are you really looking for" checklist
What questions do you ask to determine the fit?

STEP 3: Hiring Stars By Building Relationships Through Rapport - 15 Min.
Gaining knowledge and determining who do you need to talk to?
Attitude can't be taught, is expected
Creating flexible questions that get results
Why is Rapport important in the interview and beyond
Practicing Rapport (Interactive)
The downfalls of breaking rapport
The power of curiosity, listening, inspiring and mentoring

STEP 4: Keeping the Best Talent - 15 Min.
Setting Boundaries for high performers
Orientation Day preparation
Designing a Career Map for employee development
Distribution of Certificates

Wrap Up and Questions - 15 Min.

Description: Learn how to create an employment contract that will limit liability and provide stability and predictability in the relationship. Understand the numerous contractual provisions that are available and how an effective employment agreement can protect your business, products, confidential information, staff and more.


In this presentation, you will learn:
• Interpret and draft employment agreements with emphasis on: probationary clauses, termination language, constructive terminations and post-employment restrictions (non-compete and non-solicit agreements).
• How to effectively implement enforceable agreements with new staff and current staff.
• Effective negotiation strategies.
• Understanding the inherent value of written employment agreements.
• Contractual pitfalls to avoid.
• BConstructing a severance package


Who should attend:
• HR professionals and those involved in contract negotiations and implementation with employees

Please join us for the annual legal update with Lucie LaBoissonnière and Lauren Cicin from McInnes Cooper. We will be doing our format of a half-day session once again. This year, there will be a refresher on workplace investigations. We will address when they should be conducted, what are the hallmarks of a good investigation and other related issues such as procedural fairness, confidentiality, assessing credibility and evidentiary issues.  

In 2017, New Brunswick’s Human Rights Act was amended to include two new prohibited grounds of discrimination: “family status” and “gender identity and expression”. We will address how these amendments might affect the workplace and how HR professionals can be prepared to deal with the duty to accommodate in these types of cases.

The legalization of recreational marijuana scheduled for July 1, 2018 is expected to have some impact on the workplace. We will highlight the potential issues from a health and safety perspective as well as the employer’s duty to accommodate, the scope of drug testing and employees privacy rights.  

Finally, we will be presenting summaries of recent cases of particular interest to members of CPHR New Brunswick, on a wide range of issues related to the workplace, focusing on how they might impact employers. We hope that you will join us.

At this workshop, a panel made up of professionals from the New Brunswick Employer Support Services, New Brunswick Employment Standards, and Cox and Palmer will present a variety of information, updates, and “hot topics” including family status, gender, disabilities, and more. The workshop will include presentations, discussions, and a Q and A. This workshop is not to be missed because of its diverse topics and leaders providing up-to-date key information. 

Employers are increasingly challenged with difficult decisions on how to address issues of substance use in the workplace, including balancing public safety, employee productivity, human rights compliance, and providing effective and appropriate employee support among others. Proposed legislation to legalize cannabis has created an area of uncertainty as employers and employees attempt to discern between medical and recreational use and the impact on fitness for duty.

In response to increased demand from employers, practitioners, and other stakeholders wanting more information on, and knowledge of how to address, substance use affecting the workplace, the Canadian Centre on Substance Use and Addiction (CCSA) conducted a broad study to better understand the issue and make recommendations.

This webinar will set the context of substance use and the workplace. The CCSA presenters will then discuss the findings from the study, which included an environmental scan of current policies, national survey, and key informant interviews. The discussion will finish with suggestions on how to apply some of the knowledge gained from the study in the workplace and ways to move forward.

All employers want a healthy and safe workplace. Safety at work can be negatively impacted by many factors, not the least of which is substance abuse. While 10% of the population self-identifies as having an active addiction, the reality of use is much higher and presents a real and present concern in the workplace. Drug and alcohol abuse in the workplace leads to injuries, decreased morale and lost time, to name a few. Employers’ costs related to human resources and health and medical benefits increase substantially, and the negative effect on employees impacts productivity and profitability in countless ways.

With the availability of medically authorized cannabis for medical purposes and with legalization of marijuana legislation just around the corner, Human Resource Professionals are being asked to ensure proper policies and programs are in place to address workplace health and safety concerns – for all employees.  Senior Leadership as well as employees will be looking to HR to guide them when substance use/abuse issues arise. What we do and how we do it will set precedent and needs to be established using logical processes reflective of best practices.

Learning Objectives

Join us for this workshop as presenter, Nadine Wentzell, prepares us as HR Professionals to address the critical issue of managing substance use and abuse in the workplace.  The session will cover the following:
- Recognition and how to address issues
- Workplace Drug and Alcohol Policy & Programs
- Employers rights and responsibilities under that policy
- When medical prescriptions cause safety concerns – What rights does the employer have?

Return to Work Programs

Processes to follow
- Writing a comprehensive agreement
- What to say to whom & when, and
- How to re-integrate for success/minimize relapse

Participants will leave this session with strategies to address substance use and abuse in the workplace, templates of example policies, and other resources to help guide HR Professionals through this topic.

Description:
Learn about Alternative Working Methods and the latest Technologies to Support Employees

Have you heard employees say "My office chair is killing me!"? Many employees are sedentary, and even for those that are fit, the solution is not to abandon sitting and stand for the entire day. We have seen the "sit and stand" workstation become common place. Is this a good thing or a bad thing? We will cover the pros and cons of using the new alternative working methods, do some myth busting and look at cool technologies to support employees.


In this presentation, you will learn:
• How and why proper sitting at the desk can improve productivity
• 5 most important workstation adjustments anyone can do
• Standing correctly is easier said than done, we will show you how
• Short breaks can make all the difference, we will show you the correct ones
• Technologies that make a difference


Who should attend:
• Those who are deskbound, data entry, coders, graphic designers, writers, accountants, lawyers and legal assistants. Anyone that uses a keyboard and mouse all day will benefit from this session.

Enroll in Part 1 and Part 2 webinars and be automatically entered to win The Optimum Performance Program (value $3700 CAN).

Enroll in this webinar and be automatically entered to win 1 of 2 Stressless 40-Day programs (value $399 each).

All employers want a healthy and safe workplace. Safety at work can be negatively impacted by many factors, not the least of which is substance abuse. While 10% of the population self-identifies as having an active addiction, the reality of use is much higher and presents a real and present concern in the workplace. Drug and alcohol abuse in the workplace leads to injuries, decreased morale and lost time, to name a few. Employers’ costs related to human resources and health and medical benefits increase substantially, and the negative effect on employees impacts productivity and profitability in countless ways.

With the availability of medically authorized cannabis for medical purposes and with legalization of marijuana legislation just around the corner, Human Resource Professionals are being asked to ensure proper policies and programs are in place to address workplace health and safety concerns – for all employees.  Senior Leadership as well as employees will be looking to HR to guide them when substance use/abuse issues arise. What we do and how we do it will set precedent and needs to be established using logical processes reflective of best practices.

Learning Objectives

Join us for this workshop as presenter, Nadine Wentzell, prepares us as HR Professionals to address the critical issue of managing substance use and abuse in the workplace.  The session will cover the following:
- Recognition and how to address issues
- Workplace Drug and Alcohol Policy & Programs
- Employers rights and responsibilities under that policy
- When medical prescriptions cause safety concerns – What rights does the employer have?

Return to Work Programs

Processes to follow
- Writing a comprehensive agreement
- What to say to whom & when, and
- How to re-integrate for success/minimize relapse

Participants will leave this session with strategies to address substance use and abuse in the workplace, templates of example policies, and other resources to help guide HR Professionals through this topic.

Join us to explore the results and to look at the compensation trends and strategies we can expect for 2018.

In July 2017, Korn Ferry Hay Group conducted its annual compensation planning update for the upcoming year. Organizations were surveyed with an online questionnaire for their forecasts for base salary policy and base salary actual for the next twelve months. Seven hundred and twenty organizations responded: 461 industrial, 123 financial and 251 organizations from the broader public sector. Join us to explore the results and to look at the compensation trends and strategies we can expect for 2018.

Employers are challenged by employees who abuse sick leave benefits; engage in activities other than work during work; or, actually deprive employers of materials, goods, equipment or information. Effective and expeditious investigation as well as knowledge of applicable principles is crucial to making legally defensible positions.

In this presentation, you will learn:

• Principles of investigations

• Analysis of critical information

• Key factors in decision making

Who should attend:

• HR Professional responsible for both the stewardship of corporate resources and culture

The North-West Chapter of the Chartered Professionals in Human Resources of New Brunswick in collaboration with CBDC Madawaska invites you to a luncheon featuring clinical psychologist and speaker, Mr. Claude Beaulieu.

In this session, we will identify the main mental health factors that can be addressed both personally and within an organization.

Learning Objectives

• Understand what is mental health.

• Discover the personal and organizational factors that promote mental health at work.

• Redefine and understand the importance of work-life balance to maintain good mental health. 

In July 2017, Korn Ferry Hay Group conducted its annual compensation planning update for the upcoming year. Organizations were surveyed with an online questionnaire for their forecasts for base salary policy and base salary actual for the next twelve months. Seven hundred and twenty organizations responded: 461 industrial, 123 financial and 251 organizations from the broader public sector. Join us to explore the results and to look at the compensation trends and strategies we can expect for 2018.

Lucie will present on two topics: workplace investigations and amendments to the Human Rights Act.

The session will start with a refresher on workplace investigations. Lucie will address when they should be conducted, what are the hallmarks of a good investigation and other related issues such as procedural fairness, confidentiality, assessing credibility and evidentiary issues.

In 2017, New Brunswick’s Human Rights Act was amended to include two new prohibited grounds of discrimination: “family status” and “gender identity and expression”. The second portion of the presentation will address how these amendments might affect the workplace and how HR professionals can be prepared to deal with the duty to accommodate in these types of cases.

Description:
In this workshop, you will gain tools to Stressless by: utilizing techniques to focus only on what you do want; learning to have conversations for possibilities vs stress; shift your thoughts, attitude and stories toward inspired-action when stress triggers surface.

States of stress (fear, anxiety, procrastination, worry) result from unmet needs which negatively influence daily conversations, commitments and choices. These states diminish optimum performance in all life areas.


From this presentation, you will learn:
• Lean into stress; get clear on your goal, take action, detach from outcome
• Get from where you are to where you want to be; inspired-action
• 9 life areas inventory; what goes on internally, goes on externally
• Take inspired-action through stress (fear, procrastination, doubt, etc)

This webinar is Part 2 of a two-part series. You may also be interested in Part 1 "StressLess – How to Destress and Manage Life the Way You Want it: The 5% Exercise".


WHO SHOULD ATTEND:
• Employees and executives who want to increase optimum performance by learning to Stressless (fearless, worryless, procrastinateless). Sales, operations, creatives with structured deadlines, HR, leadership training.

Disability Case Management and Return to Work Planning can be difficult and filled with obstacles. This session is designed to give you practical tools and tips that will help you navigate through the complexities of employee return to work. It will discuss moving away from the medical model and the dreaded doctor's note to an abilities model.


In this presentation, you will learn:

• How to identify the benefits of Stay at Work/Return to Work Programs

• To understand the components of Stay at Work/Return to Work

• How communication is paramount and timing is of the essence

• How Stay at work/Return to Work keeps people engaged, can have a positive effect on all involved and save money

• How to build a modified duty list for any occupation

Who should attend:

• HR Professionals that would benefit from tools to engage senior executives to front line workers in the benefits of "recover at work".

Learn about Alternative Working Methods and the latest Technologies to Support Employees

Have you heard employees say "My office chair is killing me!"? Many employees are sedentary, and even for those that are fit, the solution is not to abandon sitting and stand for the entire day. We have seen the "sit and stand" workstation become common place. Is this a good thing or a bad thing? We will cover the pros and cons of using the new alternative working methods, do some myth busting and look at cool technologies to support employees.


In this presentation, you will learn:
• How and why proper sitting at the desk can improve productivity
• 5 most important workstation adjustments anyone can do
• Standing correctly is easier said than done, we will show you how
• Short breaks can make all the difference, we will show you the correct ones
• Technologies that make a difference


Who should attend:
• Those who are deskbound, data entry, coders, graphic designers, writers, accountants, lawyers and legal assistants. Anyone that uses a keyboard and mouse all day will benefit from this session.

All employers want a healthy and safe workplace. Safety at work can be negatively impacted by many factors, not the least of which is substance abuse. While 10% of the population self-identifies as having an active addiction, the reality of use is much higher and presents a real and present concern in the workplace. Drug and alcohol abuse in the workplace leads to injuries, decreased morale and lost time, to name a few. Employers’ costs related to human resources and health and medical benefits increase substantially, and the negative effect on employees impacts productivity and profitability in countless ways.

With the availability of medically authorized cannabis for medical purposes and with legalization of marijuana legislation just around the corner, Human Resource Professionals are being asked to ensure proper policies and programs are in place to address workplace health and safety concerns – for all employees.  Senior Leadership as well as employees will be looking to HR to guide them when substance use/abuse issues arise. What we do and how we do it will set precedent and needs to be established using logical processes reflective of best practices.

Learning Objectives

Join us for this workshop as presenter, Nadine Wentzell, prepares us as HR Professionals to address the critical issue of managing substance use and abuse in the workplace.  The session will cover the following:
- Recognition and how to address issues
- Workplace Drug and Alcohol Policy & Programs
- Employers rights and responsibilities under that policy
- When medical prescriptions cause safety concerns – What rights does the employer have?

Return to Work Programs

- Processes to follow
- How to re-integrate for success/minimize relapse

Participants will leave this session with strategies to address substance use and abuse in the workplace, templates of example policies, and other resources to help guide HR Professionals through this topic.

This notice is to inform the members of CPHR New Brunswick that the Annual General Meeting of CPHR New Brunswick is scheduled for November 21st at the Wingate Hotel, 69 Rue du Marché, Dieppe. The meeting will take place prior to the Moncton chapter professional development session.  

All employers want a healthy and safe workplace. Safety at work can be negatively impacted by many factors, not the least of which is substance abuse. While 10% of the population self-identifies as having an active addiction, the reality of use is much higher and presents a real and present concern in the workplace. Drug and alcohol abuse in the workplace leads to injuries, decreased morale and lost time, to name a few. Employers’ costs related to human resources and health and medical benefits increase substantially, and the negative effect on employees impacts productivity and profitability in countless ways.

With the availability of medically authorized cannabis for medical purposes and with legalization of marijuana legislation just around the corner, Human Resource Professionals are being asked to ensure proper policies and programs are in place to address workplace health and safety concerns – for all employees.  Senior Leadership as well as employees will be looking to HR to guide them when substance use/abuse issues arise. What we do and how we do it will set precedent and needs to be established using logical processes reflective of best practices.

Learning Objectives

Join us for this workshop as presenter, Nadine Wentzell, prepares us as HR Professionals to address the critical issue of managing substance use and abuse in the workplace.  The session will cover the following:
- Recognition and how to address issues
- Workplace Drug and Alcohol Policy & Programs
- Employers rights and responsibilities under that policy
- When medical prescriptions cause safety concerns – What rights does the employer have?

Return to Work Programs

- Processes to follow
- How to re-integrate for success/minimize relapse

Participants will leave this session with strategies to address substance use and abuse in the workplace, templates of example policies, and other resources to help guide HR Professionals through this topic.

All employers want a healthy and safe workplace. Safety at work can be negatively impacted by many factors, not the least of which is substance abuse. While 10% of the population self-identifies as having an active addiction, the reality of use is much higher and presents a real and present concern in the workplace. Drug and alcohol abuse in the workplace leads to injuries, decreased morale and lost time, to name a few. Employers’ costs related to human resources and health and medical benefits increase substantially, and the negative effect on employees impacts productivity and profitability in countless ways.

With the availability of medically authorized cannabis for medical purposes and with legalization of marijuana legislation just around the corner, Human Resource Professionals are being asked to ensure proper policies and programs are in place to address workplace health and safety concerns – for all employees.  Senior Leadership as well as employees will be looking to HR to guide them when substance use/abuse issues arise. What we do and how we do it will set precedent and needs to be established using logical processes reflective of best practices.

Learning Objectives

Join us for this workshop as presenter, Nadine Wentzell, prepares us as HR Professionals to address the critical issue of managing substance use and abuse in the workplace.  The session will cover the following:
- Recognition and how to address issues
- Workplace Drug and Alcohol Policy & Programs
- Employers rights and responsibilities under that policy
- When medical prescriptions cause safety concerns – What rights does the employer have?

Return to Work Programs

- Processes to follow
- How to re-integrate for success/minimize relapse

Participants will leave this session with strategies to address substance use and abuse in the workplace, templates of example policies, and other resources to help guide HR Professionals through this topic.

Does the state of the economy affect the suicide rate?
I’m concerned about my colleague at work…what should I say?
I’m stressed out at work and not sure I can take much more…

Research tells us that there is a direct 0.79% correlation between the unemployment rate and the rate of suicide deaths.  We also know that 70% of all suicide deaths in Canada are among working aged adults (ages 30-64).

The Mental Health Commission of Canada alerts us that businesses in Canada lost $6 billion in productivity costs to due to poor mental health in 2011. The human costs are equally as severe: stress, anxiety, absenteeism, loss of productivity, substance abuse, sick leave, strain on other colleagues, short-term disability and more.

Centre for Suicide Prevention works with corporate and public sector partners to educate and train employees and teams on simple steps for suicide awareness and prevention in the workplace.

Join us for this webinar focusing on the myths and facts of suicide, the costs and impact of suicide, warning signs, and how to respond after the death of a colleague. This webinar will also provide details about the Centre for Suicide Prevention’s education services and information resources available to all organizations across Canada. Content will feature our newest toolkit publication, “The workplace and suicide prevention”, available as a free resource on Centre for Suicide Prevention’s website.

Jamie will review several cases that have arisen over the past year here in New Brunswick as well as in other Provinces providing advice, tips and take-aways you, as HR Professionals, can implement in your workplace. Please join us for a high intensity half day session that will cover legal trends in some of the most challenging areas facing HR professionals today. 

We encourage you to bring your business leaders along. For those of you in unionized environments, why not invite your union leadership!

This notice is to inform the members of CPHR New Brunswick that the Annual General Meeting of CPHRNB Fredericton Chapter is scheduled for November 30th, 2017 at the Delta Fredericton.  The meeting will take place at 8:00am prior to our monthly professional development session featuring Cox & Palmer, Legal Trends in Human Resources.

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.

A key component of the Federal Liberal party’s election mandate was the legalization of recreational marijuana. While it is believed that a fully functional legislative and regulatory scheme ending the prohibition of cannabis will not be ready for some time, the prospects of legalized cannabis in the workplace has some companies feeling more than a little dazed and confused. But cannabis, at least in some instances, is already legal and is already in our workplaces. In fact, in 2014 it was estimated that there were 40,000 people in Canada with valid “authorizations to possess” – a number that has been growing rapidly. All of this begs the question: what are the risks and challenges that cannabis presents to the workplace in a changing legislative and cultural landscape?

In this presentation, you will learn:
•    All Weed is not Created Equal
•    Human Rights are not Going up in Smoke
•    It's a Brave New World: Legal Weed and Work
•    Suggestions for Policy and Contract Development

In this presentation, you will learn:
•    All Weed is not Created Equal
•    Human Rights are not Going up in Smoke
•    It's a Brave New World: Legal Weed and Work
•    Suggestions for Policy and Contract Development

Who should attend:
•    Business Owners
•    HR Professionals
•    Disability Managers

The Duty to Accommodate is now a well-established legal principle in Canadian Employment Law. The Courts, Arbitrators and Adjudicators are applying the duty to accommodate in a wide range of circumstances that has resulted in an expansion of the duty. This webinar will discuss the current state of the law as it continues to evolve.


In this presentation, you will learn:
• Understanding human rights legislation as it relates to accommodation
• Minimizing claims and complaints for failing to accommodate
• Short and Long-term Disability claims and the impact of insurance
• GRTW – Learn how to manage disability claims


Who should attend:
• HR practitioners and business professionals. Attendees will span all levels, with the largest proportion being mid and senior level practitioners.

The CPHR New Brunswick Moncton Chapter Executive cordially invites members and one guest each to our appreciation holiday celebration. This drop-in event will also be a fundraiser for the Food Depot Alimentaire. We will be accepting donations of non-perishable food items, and in return members will receive a free drink ticket while quantities last. Delicious hors d’oeuvres will be served during live festive music. To cap off this wonderful evening, several door prizes 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.

Discussion topics:
•    Definition of sexual violence
•    Law enforcement
•    Health in labor relations
•    Presentation and explanation of available services