"Become a Certified Workplace Fairness Analyst", 1 day Seminar.
Now available as a Webinar for international audiences.
Saturday, 29 October 2011, Toronto, Canada.
The Workplace Fairness Institute is holding a one day training session to those who qualified to become Workplace Fairness Analysts. course outline >>
PLACE: ADRIO, Room 405, 234 Eglinton Ave East, Toronto, ON. Webinar available depending on demand.
TIME: 8:30 a.m. arrival, 9 a.m. start to 4:30 pm Eastern Standard Time.
DATE: Saturday, 29th October, 2011. Please contact us if you are interested.
COST: $400 + $119 + taxes per person [$119 is the one-time cost of books: Workplaces That Work ($89) and WFI White Paper ($30)]. Shipping is additional.
NOTE: To become a certified Workplace Fairness Analyst (WFA), there is an additional fee of $200 + taxes.
CONTACT 416-720-1229 or
donais[at]workplacefairness.ca
"Become a Certified Workplace Fairness Analyst", 1 day.
TBA, Winter 2012, Toronto, Canada. Please contact us if you are interested.
The Workplace Fairness Institute is offering a one day training session to those who qualify to become Workplace Fairness Analysts. Students should be well acquainted with workplace dispute resolution mechanisms. This means some significant labour relations background gained from being a union steward, human resources professional or manager. course outline >>
PLACE: Webinar with host classroom at ADRIO, Room 405, 234 Eglinton Ave East, Toronto, ON.
TIME: 8:30 a.m. arrival, 9 a.m. start to 4:30 pm Eastern Standard Time.
DATE: Saturday, Winter, 2012. TBA. Please contact us if you are interested.
COST: $400 + $119 + taxes per person [$119 is the one-time cost of books: Workplaces That Work ($89) and WFI White Paper ($30)]. Shipping is additional.
NOTE: To become a certified Workplace Fairness Analyst (WFA), there is an additional fee of $200 + taxes.
CONTACT US DIRECTLY to discuss qualification: 416-720-1229 or
donais[at]workplacefairness.ca
"Introduction to Workplace Conflict Management", 2 days.
(Pre-Qualifying Course for: Become a Certified Workplace Fairness Analyst)
TBA, Toronto, Canada. Please contact us if you are interested.
For those who are new to workplace conflict management or would like to refresh their knowledge in the field, we begin with a two day course called “Introduction to Workplace Conflict Management”. This course introduces participants to workplace law and the available options for managing conflict in both union and non-union workplaces. We will also explore the role of unions in managing workplace conflict. This course will prepare students for the one day course designed to introduce Conflict Management Systems analysis and design. Students will receive a certificate of completion upon finishing the 2 day course. course outline >>
PLACE: St. Paul’s Church (227 Bloor St. East, between Jarvis and Church)
TIME: 8:30 a.m. arrival, 9 a.m. start to 4:30 pm
DATE: TBA. Please contact us if you are interested.
COST: $800 + $143 + tax per person [$143 for the one-time cost of books: Workplaces That Work ($89), Engaging Unionized Employee ($54)].
CONTACT US DIRECTLY: 416-720-1229 or
donais[at]workplacefairness.ca.
"How to Analyze Workplace Conflict Management Practices and the Head Down Theory ".
ACR Workplace TeleSeminar Series, 6 April, 2011. Noon.
This teleseminar defined the various response to unfairness in the workplace for the purpose of analyzing the true costs of unfairness. Wel introduced a model called the "Head Down Theory" which explains individual reactions to a culture of unfairness. We explored the implications of this theory as it relates to attracting and retaining staff, the engagement and disengagement of employees, and the morale of the workplace. Finally we explored how to move from a culture of unfairness to a culture of appreciation, while avoiding a culture of entitlement.
" Become a Certified Workplace Fairness Analyst", 1 day TeleSeminar.
19 March 2011, Calgary, Petawawa and Toronto, Canada.
The Workplace Fairness Institute offered a one day training session to those who qualified to become Workplace Fairness Analysts. Workplace Fairness Analysts work with organizations to prevent and manage conflict and facilitate effective change in the workplace. The premise of Workplace Fairness is that all employees are treated with equality of concern and respect in the management of workplace conflict. This designation demonstrates that a workplace practitioner is qualified in the use of the tools
developed by the Workplace Fairness Institute to analyze workplace conflict management systems.
This session brought to you by WFI Alberta Co-Directors, Michelle Phaneuf, REA-Reaching and Enduring Agreements, and Marjorie Munroe, PULSE Institute.
FALL EDUCATIONALS - 2010:
"CIIAN to Host Information Session, Module I and II."
7 September 2010, 5-7 pm, St. Paul's at 227 Bloor St. East, Toronto.
This is a great opportunity to learn more about Canadian International Institute of Applied Negotiation (CIIAN) training, how it can be used to apply for CIIAN's Registered Practitioner in Dispute Resolution (RPDR) designation or applied towards the designation of C. Med. (Chartered Mediator) from the ADR Institute of Canada. Meet the instructors and to learn what types of career opportunities are available for people completing this training.
CONTACT: www.ciian.org
"Become a Certified Workplace Fairness Analyst"
11 September 2010, Toronto, Canada.
The Workplace Fairness Institute offered a one day training session to those who qualify to become Workplace Fairness Analysts.
PLACE: St. Paul’s Church (227 Bloor St. East, between Jarvis and Church)
"CIIAN'S Conflict Resolution Training, Module I"
September 28th - October 1, 2010, Toronto, Canada.
This four-day module is an extensive immersion in ADR on the pre-course readings and the notion of "frontiers" of dispute resolution: self, theory, and practice.
Candidates can earn a Certificate in ADR by completing Modules I and II, and an Advanced Certificate in ADR by completing Modules I to III. People who have completed the Advanced Certificate in ADR may seek the designation of Registered Practitioner in Dispute Resolution (RPDR).*
DATE: 4 days, September 28 - October 1, 2010.
COST: $2310.00 + HST, approved for Federal Income Tax Deduction.
CONTACT: www.ciian.org
SPEAKING ENGAGEMENTS, Selected
PEOPLE FOR PEOPLE 2011 CONFERENCE , EDMONTON, 12-16 SEPTEMBER 2011.
Guest Speakers: Blaine Donais, Kenneth Cloke, Joan Goldsmith, Paul White, Raj Dhasi, Sonja Haggerman, Neil Sargent, Bob Acton, Terry Harris, Cinnie Noble, Gordon White, Alan Edwards, Jennifer Haslett, Tania Fierro, Gary Harper, Vik Maraj, Sharon Wilson, Rick Moss and Bernie Mayer.
conference pamphlet >>
WORKPLACE FAIRNESS THOUGHT COMMUNITY LUNCHEON, CALGARY, 9 SEPTEMBER 2011.
WFI Calgarywelcomed Blaine Donais to speak at the Workplace Fairness Thought Community Luncheon in Calgary. Blaine Donais, the founder of the Workplace Fairness Institute in Toronto, discussed the Science of Workplace Fairness and a number of theories related to conflict in the workplace.
Sponsored by WFI Calgary: Marjorie Munroe and Michelle Phaneuf.
THE MADISON MOMENT: NORTH AMERICAN PUBLIC SECTOR COLLECTIVE BARGAINING Ted Rogers School of Management, Ryerson University, Toronto, ON, Canada, 23 June 2011.
Over the last year there have been over 700 attacks in the United States upon public sector collective bargaining. This alarming trend is also finding root in Canada with the elimination of collective bargaining rights for transit workers, the legislation back to work of Crown prosecutors, and government attacks to impose wage restraints upon the public sector. This free symposium explores this issue through a distinquished panel of speakers.
Speakers: Elaine Bernard, Exec Dir, Labor and WorkLife, Harvard Law School, Robert Hebdon, Faculty of Management, McGill University, Elizabeth Shilton, Labour Lawyer and Author, Sam Gindin, Packer Chair in Social Justice, York University.
Sponsors: WFI, U of T CIRHR, Ryerson U CLMR, CUPE 3902, Society of Energy Prof. symposium pamphlet >>
ENGAGING EMPLOYEES IN A UNIONIIZED WORKPLACE, LABOUR RELATIONS CONFERENCE
Health Association Nova Scotia, Halifax, Nova Scotia, Canada, 1 June 2011.
Key Note Speaker: Blaine Donais. conference pamphlet >>
CONFLICT MANAGEMENT IN WORKPLACES AND BUSINESS ENVIRONMENTS Mediation and ADR Post Graduate Certificate Programme, Durham College, Oshawa, 6 April 2011.
Presenting: Blaine Donais. Instructor: Bernd Weller for School of Justice and Emergency Services.
TALK ON ENGAGING UNIONIZED EMPLOYEES Centre for Industrial Relations, Room 205, 121 St. George St, U of Toronto , Toronto, Canada, 21 March, 2011.
Presenting: Blaine Donais. RSVP to Andrea Snider: andrea.snider@utoronto.ca. flyer >>
VIOLENCE AND HARASSMENT IN THE WORKPLACE: New Approaches to Prevention and Correction Lancaster House, Toronto, Ontario, Canada, 10 December, 2010.
Presenting: Blaine Donais, Kristin Eliot and Jeremy Warning.
“The Importance of Fairness in Workplace Conflict Management ”
Association for Conflict Resolution 10th Annual Conference, Chicago, IL., USA, Sept 3, 2010.
Speaker: Blaine Donais
“Engaging Unionized Employees in Workplace Conflict Management ”
Association for Conflict Resolution 10th Annual Conference, Chicago, IL., USA, Sept 4, 2010.
Speaker: Blaine Donais
“Mediation and Arbitration Agreements: Avoiding the Pitfalls for Smooth Sailing ”
ADR Institute of Ontario at Ontario Bar Association, Toronto, ON, 1 June 2010.
Moderator: Kathryn Munn. Speakers: Blaine Donais, Barry Leon, Kathleen Kelly.
“Workplace Violence and Harassment Workshop: Exercising your rights, meeting your obligations under Ontario's new Bill 168 Lancaster House, Toronto, Ontario, 2 June 2010
Speakers: Blaine Donais, Elaine Newman, Sarah Atkinson and Jeremy Warning.
“Workplace Grievance Dispute Resolution”
Latrobe University, Four day workshop, Melbourne, Australia, Sept 2008
“Workplace Conflict Management Systems Analysis and Design”
Queensland University, Four day workshop, Melbourne, Australia, Sept 2008
COURSE OUTLINE: "Become a Certified Workplace Fairness Analyst"
This one-day course is directed at teaching students how to analyze the following:
workplace culture identification
sources of workplace conflict
workplace Conflict Management Systems identification
workplace Conflict Management System evaluation and diagnosis
prescribing change to the Conflict Management System that will make it work better
evaluating the prescribed change
Students will be asked to select a workplace they are familiar with to act as their "subject workplace" for the exercise. They will analyze their workplace throughout the day and discuss their results with other students. By sharing their analysis with others, students will gain an appreciation for the exercise of analyzing conflict management systems. The process for the day has the following components:
Workplace Culture Analysis
We will talk about the fact that every workplace has a culture, including: language, fashion, conventions, rules, hierarchies etc. Students will then fill out the Workplace Culture Checklist.
2. Introduction to Workplace Conflict Analysis
Students will be given an exercise and will report in groups back to the main plenary about the results. We will explore:
fundamental attribution errors
group attribution errors
actor-observer bias
conflict transformations
individual and group responses to conflict
the difference between "dispute resolution" and "conflict management"
Then students will fill out their "workplace conflict checklist". After this, we will discuss what they have done so far. There will be an open plenary discussion and people will share unique things about culture and conflict in their workplaces.
3. Conflict Management Systems Identification
Students will be introduced to the various options in use for managing conflict in both union and non-union workplaces. Then they will fill out the Workplace Conflict Management (Fairness) System Checklist. We will discuss the differences between the systems they have identified.
4. Testing Instrument for Fairness Systems #1
After students have identified and discussed their conflict management systems, we will invite them to evaluate the system using the tools and measures we have provided. They will look at their system from 21 different perspectives and rate each category for strength or weakness. Then we will discuss their results and why they graded the systems in the way they did.
5. Proposed Amendments
After rating their conflict management systems, students will "prescribe" measures that might improve the scores on their TIFFS analysis.
6. TIFFS#2
When they complete their amendments, they will re-rate their systems to as a "prognosis" for improvement. When this is complete, students will be asked to present their amendments and discuss how the amendments changed their scores.
COURSE OUTLINE: "Introduction to Workplace Conflict Management ", 2 days.
This course is designed to provide students and practitioners with a basic understanding of workplace conflict management. We will consider workplace regulation and various conflict management options at play in both union and non-union workplaces. This course will pre-qualify students to take the certification seminar to become a “Workplace Fairness Analyst” with the Workplace Fairness Institute.
Day 1 – Workplace Law
Morning: Introduction to Conflict and Conflict Analysis
Students will be introduced to theories of conflict analysis. This will include discussion on the roots of conflict, the course of conflict, conflict escalation and de-escalation and legal responses to conflict in the workplace. In addition there will be discussion on the cost and value of conflict in the workplace.
Workplace Law in Non-Union Workplaces
Students will be introduced to the complex matrix of laws that regulate non-union workplaces in Canada including legislation concerning:
human rights
minimum employment standards
occupational health and safety
workplace safety insurance
privacy and health privacy
employment equity
In addition students will be introduced to the system of common law which regulates non-union workplaces.
Afternoon Workplace Law in Unionized Workplaces
Here we will explore the system of laws that relate specifically to unionized workplaces in North America. This will include labour legislation which enshrines the rights of a union to represent employees. We will also look at collective agreements and the collective bargaining process for the purposes of understanding how conflict is regulated in unionized workplaces.
The Role of Unions in Workplace Conflict Management
This segment will cover the union’s role as a partner in workplace conflict management. We will consider various types of unions and the diverse role that unions play in the workplace.
Day 2 – Workplace Conflict Management Options
Morning Introduction to Conflict Management Options in Non-Union Workplaces
We begin the day with an exploration of the various options that are used to manage conflict, with an emphasis on non-union workplaces. We build on the principle that all workplaces have a conflict management system and that it consists of a number of options that are integrated to deal with conflict at various stages. Specific options we will consider are:
Mediation
Investigation
Conflict Coaching
Training and Education
Workplace Regulation
Managerial Decision-Making
Ombuds Functions
Open Door Policy
Afternoon Introduction to Conflict Management in Union Workplaces
Following up from the afternoon of Day 1, we will consider the options at play to manage conflict in unionized workplaces. While many of the options are the same as in non-union workplaces, the existence of a union makes the administration of these options subject to conflict management partnership enshrined in unionized workplaces. We will consider the following specific options:
The Grievance Procedure
Arbitration
Grievance Mediation
Collective Agreement Regulation
Fairness Committees
Union-Management Committees
CONTACT US DIRECTLY to discuss qualification: 416-720-1229 or donais[at]workplacefairness.ca
