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Half-Day Intensive Virtual Workshop

Every employment relationship comes to an end. Although termination of employment can trigger potential liability for an employer, liability can often be minimized or eliminated with planning and sound decision-making.

This practical, half-day workshop provides participants with the knowledge and tools to handle some of the trickiest situations that can arise when terminating an employee. Using interactive learning and real life-scenarios, topics include:

• • Wilful Misconduct & Just Cause: What do these terms mean and why do they matter? When will an employee have no entitlement to notice of termination, or pay in lieu of notice?

• • Statutory Leaves: Can an employee on a statutory leave of absence ever be terminated? What special considerations apply?

• • Disability Leaves: When does a long-term disability leave end the employment relationship? What is an employee on disability leave owed if the employment relationship ends?

• • Bad Faith: When will an employer be liable for damages arising out of the manner of termination? What can an employer do to reduce this risk?

• • Strategic Considerations: When and why might an employer offer a settlement to an employee when the relationship ends?

Half-Day Intensive Virtual Workshop

In Ontario and many other Canadian jurisdictions, an employer is required by law to conduct an investigation in response to an allegation of workplace harassment.

A well planned and executed investigation will help management make sound and defensible decisions and minimize any liability that may arise.

In this workshop, you will acquire the knowledge and tools needed to conduct an effective workplace harassment investigation.  Using interactive learning and real life-scenarios, topics include:

• What type of complaint or misconduct must be investigated?
• How to conduct an interview.
• Dealing with tricky investigation situations.
• How to reach defensible findings of fact.
• What is (and is not) harassment?
• How to write a complete, well-organized and effective harassment report.

Half-Day Intensive Virtual Workshop

In a unionized workplace it can be a challenge to fully understand the impact of a collective agreement on management’s ability to organize the workplace.  In addition, workplace leaders often find it difficult to effectively manage and discipline unionized employees.  Applying interactive learning and real life-scenarios, this half-day workshop examines these topics:

1. The Collective Agreement

• What falls within management rights?
• The impact of key provisions on management’s ability to organize work.
• Understanding the grievance and arbitration process.

2. Effective Management of Unionized Employees

• Dealing with union stewards and representatives.
• Effective performance management.
• Motivating and communicating with unionized employees.

3.  Discipline and Discharge

• What do arbitrators consider in upholding discipline?
• Best (and worst) practices for discipline and discharge in a unionized environment.

Half-Day Intensive Virtual Workshop

Increasingly, requests for accommodation in the workplace focus on mental, not physical, disability. Yet, understanding when a mental health issue may be a disability and how far the duty to accommodate a mental disability extends can be challenging for an employer.

This practical, half-day workshop provides participants with the knowledge and tools to confidently assess and respond to a request for mental health accommodation in the workplace.

Using interactive learning and real life-scenarios, topics include:

• Mental Disability vs. Workplace Woe: When does an ailment such as stress or anxiety require accommodation (and when does it not).
•  Medical Documentation: How to obtain useful medical documentation related to mental disability.
• The Accommodation Process: How accommodation of a mental disability differs from accommodation of a physical disability, and ways to accommodate mental disability.
• Leaves of Absence and Termination of Employment: When is an employer justified in placing an employee on a leave of absence, or terminating the employment relationship, for reasons related to a mental disability.

Half-Day Intensive Virtual Workshop

Effective and proactive management of return to work protocols can significantly improve cost outcomes related to most WSIB claims.

Applying interactive learning and real life-scenarios, this half-day workshop examines the following topics:

• WSIB Return to Work Obligations: What are they?
• WSIB Players: Who are they and what is their role in the process?
• Human Rights and Return to Work: How the duty to accommodate intersects with WSIB return to work obligations.
• Common WSIB Return to Work Issues: Key challenges when managing return to work issues and proactive ways to address them.
• Claim Costs: How ineffective management can impact claim costs and penalties.

ABSENTEEISM AND ATTENDANCE MANAGEMENT

Half-Day Intensive Virtual Workshop

Workplace absenteeism creates some of the most challenging issues faced by employers. It can be difficult to determine when absenteeism is culpable, what impact human rights considerations will have on attendance management, how to obtain meaningful medical information, and at what point there may be “cause” to terminate the employment relationship.  

Using interactive learning and real-life scenarios, this half-day workshop examines the following topics: 

1. Managing Workplace Absenteeism

• Human rights and privacy considerations.
• How to obtain meaningful medical information.

2. Attendance Management Programs

• Understand the difference between culpable and non-culpable absence.
• How to establish effective and defensible absenteeism thresholds.
• Tips and traps when implementing an attendance management program.

3. Discipline and Discharge for Attendance-Related Reasons

• When and how to use discipline to manage absenteeism.
• When will absenteeism constitute “cause” for termination.
• When to terminate for frustration of contract and innocent absenteeism.

Half-Day Intensive Virtual Workshop

What is the impact of a collective agreement on management’s ability to
organize the workplace?

How can workplace leaders effectively manage and discipline employees
in a unionized environment?

Applying interactive learning and real life-scenarios, this half-day workshop examines these topics:

1. The Collective Agreement

• What falls within management rights?
• The impact of key provisions on management’s ability to organize work (job postings, layoff, seniority, probation, etc.).
• Understanding the grievance and arbitration process.

2. Effective Management of Unionized Employees

• Dealing with union stewards and representatives.
• Effective performance management.
• Motivating and communicating with unionized employees.

3. Discipline and Discharge

• What do arbitrators consider in upholding discipline?
• The impact of workplace policies and procedures.
• Best (and worst) practices for discipline and discharge in a unionized environment.

Half-Day Intensive Virtual Workshop

Increasingly, requests for accommodation in the workplace focus on mental, not physical, disability. Yet, understanding when a mental health issue may be a disability and how far the duty to accommodate a mental disability extends can be challenging for an employer.

This practical, half-day workshop provides participants with the knowledge and tools to confidently assess and respond to a request for mental health accommodation in the workplace.

Using interactive learning and real life-scenarios, topics include: 

• Mental Disability vs. Workplace Woe: When does an ailment such as stress or anxiety require accommodation (and when does it not).
• Medical Documentation: How to obtain useful medical documentation related to mental disability.
• The Accommodation Process: How accommodation of a mental disability differs from accommodation of a physical disability, and ways to accommodate mental disability.
• Leaves of Absence and Termination of Employment: When is an employer justified in placing an employee on a leave of absence, or terminating the employment relationship, for reasons related to a mental disability

Half-Day Intensive Virtual Workshop

In Ontario and many other Canadian jurisdictions, an employer is required by law to conduct an investigation in response to an allegation of workplace harassment.  A well planned and executed investigation will help management make sound and defensible decisions and minimize any liability that may arise.

In this workshop, you will acquire the knowledge and tools needed to conduct an effective workplace harassment investigation.  Using interactive learning and real life-scenarios, topics include:

Ø                  What type of complaint or misconduct must be investigated?

Ø                  How to conduct an interview.

Ø                  The impact of COVID-19 on the investigation process.

Ø                  Dealing with tricky investigation situations.

Ø                  How to reach defensible findings of fact.

Ø                  What is (and is not) harassment?

Ø                  How to write a complete, well-organized and effective harassment report.

Half-Day Intensive Virtual Workshop

In Ontario and many other Canadian jurisdictions, an employer is required by law to conduct an investigation in response to an allegation of workplace harassment.  A well planned and executed investigation will help management make sound and defensible decisions and minimize any liability that may arise.

In this workshop, you will acquire the knowledge and tools needed to conduct an effective workplace harassment investigation.  Using interactive learning and real life-scenarios, topics include:

                  What type of complaint or misconduct must be investigated?

                  How to conduct an interview.

                  The impact of COVID-19 on the investigation process.

                  Dealing with tricky investigation situations.

                  How to reach defensible findings of fact.

                  What is (and is not) harassment?

                  How to write a complete, well-organized and effective harassment report.

Half-Day Intensive Virtual Workshop

As Canadian employers implement vaccination and return to work policies, many face new and challenging requests for accommodation based on disability, religious and family status grounds.  In these unprecedented times, understanding when the duty to accommodate is triggered and how far it extends can be challenging for an employer.

This practical, half-day workshop provides participants with the knowledge and tools to assess and respond to a request for COVID-19 related accommodation in the workplace.

Using interactive learning and real life-scenarios, topics include:

1. The Duty to Accommodate: An Overview

• When is the duty to accommodate triggered?
• Factors that establish undue hardship.
• The employee’s role in the accommodation process.

2. COVID-19 Vaccination and Accommodation

• What is the threshold to establish a medical or religious exemption to vaccination?
• Strategies to respond to a request for medical or religious exemption to vaccination.
• Undue hardship in the context of COVID-19 vaccination.

3. Work-From-Home Accommodation

• When is an employee entitled to a work-from-home arrangement as a means of accommodation?
• Strategies to respond to and address requests for work-from-home arrangements.

Half-Day Intensive Virtual Workshop

With a two dose summer within reach for most adult Canadians, many employers have begun to plan for “return to work”. The good news is no two workplaces are exactly alike and there is considerable flexibility in how a workplace decides to proceed. On the other hand, it is important to be aware of the legal, practical and financial parameters that may shape the decisions made.

Using interactive learning and real-life scenarios, this half-day workshop examines the following topics:

1. COVID-19 Vaccination
   • Mandating vaccination as a condition of employment.
     
   • Who wants to know? Disclosing vaccination status to other employees or members of the public.
   • Vaccination incentive programs.
   • Vaccination policies.
2. Leave and Accommodation
   • Family status: what to consider when in-person learning resumes.
   • Return to work considerations for employees currently on leave.
   • Accommodation of mental conditions related to, or exacerbated by, the pandemic.
3. Work-Reintegration
   • The employment agreement and workplace policies: considerations for a flexible work arrangement.
   • Health and safety.
   • Employee conflict related to personal opinions on COVID-19-related issues.

What is the impact of a collective agreement on management’s ability to organize the workplace?

How can workplace leaders effectively manage and discipline employees in a unionized environment?

Applying interactive learning and real life-scenarios, this half-day workshop examines these topics:

1. The Collective Agreement
   • What falls within management rights?
   • The impact of key provisions on management’s ability to organize work (job postings, layoff, seniority, probation, ).
   • Understanding the grievance and arbitration process.
2. Effective Management of Unionized Employees
   • Dealing with union stewards and representatives.
   • Effective performance management.
   • Motivating and communicating with unionized employees.
3. Discipline and Discharge

• • What do arbitrators consider in upholding discipline?
  • The impact of workplace policies and procedures.
  • Best (and worst) practices for discipline and discharge in a unionized environment

Half-Day Intensive Virtual Workshop

Workplace absenteeism creates some of the most challenging issues faced by employers.  For example, when is absenteeism culpable, human rights considerations, how to obtain meaningful medical information, how to design and implement a defensible attendance management program, and at what point is there “cause” to terminate?

Using interactive learning and real-life scenarios, this half-day workshop examines the following topics:

1. Managing Workplace Absenteeism

• Human rights and privacy considerations.
• How to obtain meaningful medical information.

2. Attendance Management Programs

• Understand the difference between culpable and non-culpable absence.
• How to establish effective and defensible absenteeism thresholds.
• Tips and traps when implementing an attendance management program.

3. Discipline and Discharge for Attendance-Related Reasons

• When and how to use discipline to manage absenteeism.
• When will absenteeism constitute “cause” for termination.
• When to terminate for frustration of contract and innocent absenteeism.

Half-Day Intensive Virtual Workshop

Every employment relationship comes to an end.  Although termination of employment can trigger potential liability for an employer, liability can often be minimized or eliminated with planning and sound decision-making.

This practical, half-day workshop provides participants with the knowledge and tools to handle some of the trickiest situations that can arise when terminating an employee.  Using interactive learning and real life-scenarios, topics include:

• Just Cause: What constitutes “just cause” for termination? When will a violation of COVID-19 health and safety requirements constitute cause?

• Statutory Leaves: Can an employee on a statutory leave ever be terminated? What special considerations apply?

• Disability Leaves: When does a long-term disability leave end the employment relationship?  What is an employee on disability leave owed if the employment relationship ends? 

• “Bad Faith: When will an employer be liable for damages for the manner of termination? What can an employer do to reduce this risk? 

• Impact of COVID-19 on Termination Entitlements: Can a long-term reduction in hours or pay, trigger a termination of employment? Could an employee be entitled to a longer notice period because of the economic impact of COVID-19?

Half-Day Intensive Virtual Workshop

In Ontario and many other Canadian jurisdictions, an employer is required by law to conduct an investigation in response to an allegation of workplace harassment.  A well planned and executed investigation will help management make sound and defensible decisions and minimize any liability that may arise.

In this workshop, you will acquire the knowledge and tools needed to conduct an effective workplace harassment investigation.  Using interactive learning and real life-scenarios, topics include:

• • What type of complaint or misconduct must be investigated?
  • How to conduct an interview.
  • The impact of COVID-19 on the investigation process.
  • Dealing with tricky investigation situations.
  • How to reach defensible findings of fact.
  • What is (and is not) harassment?
  • How to write a complete, well-organized and effective harassment report.

Half-Day Intensive Virtual Workshop

When most workplaces shuttered in March of 2020 due to COVID-19, work-from-home arrangements became a necessity for many employers. While most physical workplaces have now reopened, many employers continue to have all, or part, of their workforce work remotely.

In this practical, half-day workshop, participants will acquire knowledge and tools to address a range of issues related to remote work. Using interactive learning and real life-scenarios, topics include:

• Performance Management: Can an employer use surveillance or other forms of monitoring to
  manage remote work? Can a work-from-home employee be disciplined for low productivity?
• Health and Safety: Is remote work covered by WSIB and the Occupational Health and Safety Act?
  Does an employer have any obligation to protect health and safety in the home?
• Family Care: When is an employee entitled to work remotely for childcare reasons? Does an employer have an obligation to accommodate low productivity due to a home schooling arrangement?
• Compensation: Is an employee entitled to compensation for work supplies and equipment required at home? Conversely, can an employer reduce compensation when the employee is no longer required to commute to work?
• Making it Permanent: Can an employer require an employee to accept a permanent work-from-home
  arrangement? If remote work is to become the norm, what changes should an employer consider making to its employment agreements and workplace policies?

Half-Day Intensive Virtual Workshop

As the Ontario economy reopens, employers face a range of challenges related to COVID-19.  Among the most pressing is how to manage employees who fail or refuse to adhere to workplace policies designed to reduce COVID-19 transmission, and how to respond to employees who engage in “high risk” COVID-19 behaviour outside of the workplace.

In addition, while many businesses reopen, others face the prospect of long-term workplace reductions or even closure. What is the impact of COVID-19 on termination entitlements?  How can an employer minimize its exposure?

In this practical, half-day workshop, participants will acquire knowledge and tools to address a range of issues related to COVID-19.  Using interactive learning and real life-scenarios, topics include:

• Testing: Can an employee be required to undergo testing for COVID-19? What factors should be considered if an employee refuses?

• Workplace Policies: Can an employee refuse to wear a mask or adhere to other COVID-19 related health and safety policies? How might an employer respond? Can an employer restrict employee travel outside of Canada?  What are the appropriate considerations?

• Off-Duty Misconduct: Can an employee be disciplined or terminated for engaging in behaviour outside of work that increases the risk they may contract COVID-19? 

• Impact of COVID-19 on Termination Entitlements: Can a long-term reduction in hours or pay, trigger a termination of employment? Could an employee be entitled to a longer notice period because of the economic impact of COVID-19?

Half-Day Intensive Virtual Workshop

As the Ontario economy reopens and employees are permitted to return to work on-site, the potential for increased absenteeism is real. At the height of the pandemic scare, the Government of Ontario introduced a new COVID-19-related protected leave under the Employment Standards Act, 2000, to complement the general duty to accommodate disability and family status under human rights legislation.

In this practical, half-day workshop participants will acquire knowledge and tools to address a range of absenteeism and attendance issues related to COVID-19, including: when is an employee entitled to time off of work, what is an employer’s entitlement to medical (and other) information, and are there best practices to manage a request for time off or a refusal to return to the workplace?

Using interactive learning and real life-scenarios, topics include:

• Illness and Isolation: When should an employee be required to remain at home?
• Leave Entitlements: To what leaves of absence might an employee be entitled?
• Family Status: Is there an obligation to provide accommodation for childcare or eldercare?
• Medical (and Other) Evidence: What can be requested to substantiate a request for time off, or to verify an ability to return?
• Work Refusal: How to respond if an employee refuses work either related to COVID-19, or because of a desire to remain on government benefits?

HALF-DAY INTENSIVE WORKSHOP

Every employment relationship comes to an end.  Although termination of employment can trigger potential liability for an employer, liability can often be minimized or eliminated with planning and sound decision-making.

This practical, half-day workshop provides participants with the knowledge and tools to make good decisions about when, and how, to terminate an employee.

Using interactive learning and real life-scenarios, topics include:

• What constitutes “just cause” for termination?
• Assessing liability for a “without cause” termination.
• Human rights and WSIB considerations.
• Strategies when preparing a termination offer.
• Conducting an effective termination meeting.
• Managing the fall-out.

HALF-DAY INTENSIVE WORKSHOP

In Ontario, as in many other jurisdictions across Canada, an employer is required by law to conduct an investigation in response to an allegation of workplace harassment.  A well planned and executed investigation will help management make sound and defensible decisions and reduce the potential for liability arising out of the investigation.  This practical, half-day workshop provides participants with the knowledge and tools to conduct an effective workplace harassment investigation.  Using interactive learning and real life-scenarios, topics include:

• What type of complaint or misconduct must be investigated?
• How to conduct an interview.
• Dealing with tricky investigation situations.
• How to reach defensible findings of fact.
• What is (and is not) harassment?
• Writing a complete, well-organized and effective harassment report.

HALF-DAY INTENSIVE WORKSHOP

Increasingly, employers are faced with human rights issues that extend well beyond disability accommodation. Family status, age, religious accommodation and gender related matters, are but a few of the most common and challenging types of human rights issues employers must address in the workplace.  What is an employer to do??

This practical, half-day workshop provides participants with the knowledge and tools to confidently assess and respond to these challenging human rights issues.  Using interactive learning and real life-scenarios, topics include:

• Family Status Accommodation: When does an employer have an obligation to accommodate a child-care (or elder-care) request?
• Age Discrimination: Can a workplace benefit plan limit eligibility based on age? How can an employer manage retirement with an aging workforce?  Does “age” require accommodation?
• Religious Observance: Are all religions and creeds created equally? How to manage a request for religious observance accommodation in the workplace.
• Gender Identity and Expression: Understand an employer’s rights and obligations when an individual is in the transition process

HALF-DAY INTENSIVE WORKSHOP

Effective and proactive management of return to work protocols can significantly improve cost outcomes related to most WSIB claims.  Applying interactive learning and real-life scenarios, topics for this half-day intensive workshop include:

• WSIB Return to Work Obligations: What are they?
• WSIB Players: Who are they and what is their role in the process?
• Common WSIB Return to Work Issues (and how to avoid them): Key challenges and proactive ways to address them.
• Human Rights and Return to Work: How does the duty to accommodate intersect with
  WSIB return to work obligations?
• Claim Costs: How ineffective management can impact claim costs and penalties.

HALF-DAY INTENSIVE WORKSHOP

Increasingly, requests for accommodation in the workplace focus on mental, not physical, disability.
Yet, understanding when a mental health issue may be a disability and how far the duty to accommodate a mental disability extends can be challenging for an employer.

This practical, half-day workshop provides participants with the knowledge and tools to confidently assess and respond to a request for mental health accommodation in the workplace.

Using interactive learning and real life-scenarios, topics include:

• Mental Disability vs. Workplace Woe: When does an ailment such as stress or anxiety require accommodation (and when does it not).
• Medical Documentation: How to obtain useful medical documentation related to mental disability.
• The Accommodation Process: How accommodation of a mental disability differs from accommodation of a physical disability, and ways to accommodate mental disability.

Leaves of Absence and Termination of Employment: When is an employer justified in placing an employee on a leave of absence, or terminating the employment relationship, for reasons related to a mental disability

Absenteeism and Attendance Management

HALF-DAY INTENSIVE WORKSHOP

Workplace absenteeism creates some of the most challenging issues faced by employers.  For example: when is absenteeism culpable; human rights considerations; how to obtain meaningful medical information; how to design and implement a defensible attendance management program; and at what point do we have “cause” to terminate?

Using interactive learning and real-life scenarios, this half-day workshop examines the following key topics:

1. Managing Workplace Absenteeism

• Human rights and privacy considerations.
• How to obtain meaningful medical information.

2. Attendance Management Programs

• Understand the difference between culpable and non-culpable absence.
• How to establish effective and defensible absenteeism thresholds.
• Tips and traps when implementing an attendance management program.

3. Discipline and Discharge for Attendance-Related Reasons

• When and how to use discipline to manage absenteeism.
• When will absenteeism constitute “cause” for termination.
• When to terminate for frustration of contract and innocent absenteeism.

HALF-DAY INTENSIVE WORKSHOP

What is the impact of a collective agreement on management’s ability to
organize the workplace?

How can workplace leaders effectively manage and discipline employees
in a unionized environment?

Applying interactive learning and real life-scenarios, this half-day workshop examines these topics:

1. The Collective Agreement

• What falls within management rights?
• Key provisions and their impact on management’s ability to organize work (job postings, layoff, seniority, probation, ).
• Understanding the grievance and arbitration process.

2. Effective Management of Unionized Employees

• Dealing with union stewards and representatives.
• Implementing effective performance management.
• Motivating and communicating with unionized employees.

3. Discipline and Discharge

• What do arbitrators consider in upholding discipline?
• The impact of workplace policies and procedures on discipline and discharge.
• Best (and worst) practices for discipline and discharge in a unionized environment.

HALF-DAY INTENSIVE WORKSHOP

Effective management of WSIB claims and appeals can make a significant difference to the bottom-line. This half-day workshop will help you acquire the tools you need to confidently address key issues in WSIB claims management.

Applying interactive learning and real-life scenarios, topics include:

• “Who’s Who” at the WSIB: Roles and responsibilities of key staff and decision-makers.
• Decision-Making at the WSIB: Understand how decisions are made.
• The Appeal Process: When (and how) to effectively appeal a WSIB decision.
• Get the Most Out of a Claim File and Case Record: How to obtain, review and understand information in a worker claim file and case record.
• Employer Account Issues: Appreciate the content of an employer account and how (and when) to request a transfer of costs or make a claim to the secondary injury enhancement fund.

FULL-DAY INTENSIVE WORKSHOP

In Ontario, as in many other jurisdictions across Canada, an employer is required by law to conduct an investigation in response to an allegation of workplace harassment (for example, in Ontario there is Bill 132 (Sexual Violence and Harassment Action Plan Act (Supporting Survivors and Challenging Sexual Violence and Harassment), 2016).

However, how to conduct an effective investigation is rarely straight forward. For more complex or sensitive matters, it is often prudent to retain counsel to investigate and report to management. In other cases, an employer may be well suited to conduct the investigation ‘in house’.

A well planned and executed investigation will help management make sound and defensible decisions, enhance employee morale and bolster the credibility of its finding if brought before an adjudicator for review. By contrast, a poorly planned and executed investigation can result in less than optimal decision-making, a finding by an adjudicator the investigation was flawed or unlawful, and attract damages against the employer for acting in bad faith.

This workshop will provide participants with training on how to conduct an effective workplace harassment investigation using real-life scenarios and interactive learning sessions.

Topics include:

• What type of complaint or misconduct must be investigated?
• How to conduct an interview.
• Dealing with tricky investigation situations.
• How to reach defensible findings of fact.
• What is (and is not) harassment?
• Writing a complete, well-organized and effective harassment report.
• Post-report issues.

The number of Canadians who will use cannabis for medical or recreational purposes is expected to grow significantly as a result of its recent decriminalization, creating new and challenging issues for employers.

Together with a medical expert on substance use disorders and testing, and applying interactive learning and real life-scenarios, this half-day workshop examines employer obligations and best practices regarding the following key topics:

1. Impairment

• The impact of cannabis on cognitive ability.
• How to recognize signs of impairment.
• Measuring impairment, including new developments in testing.

2. Balancing Safety, Privacy and Human Rights

• Employer rights and obligations.
• The significance of medical vs. recreational use of cannabis.
• Accommodating medical cannabis in the workplace.
• When the duty to accommodate is engaged by a substance use disorder.

3. Testing

• Pre-employment; pre-access; random; post-incident; and return to work.
• When testing is (and is not) permissible.

4. Discipline and Policies

• Holding employees accountable for drug and alcohol use and impairment in the workplace.
• Practical tips for developing and implementing a drug and alcohol policy.

We look forward to seeing you!

* Law Society of Ontario CPD Credits: This workshop may be applied toward general CPD credits.

* HRPAO CHRP designated members should inquire at www.hrpa.ca for certification eligibility guidelines regarding this workshop.

Sherrard Kuzz LLP, Employment & Labour Lawyers

Sherrard Kuzz LLP, Employment & Labour Lawyers

Sherrard Kuzz LLP, Employment & Labour Lawyers

Sherrard Kuzz LLP, Employment & Labour Lawyers