Canadian employers have a legal obligation to accommodate employees to the point of undue hardship. What is accommodation? What is undue hardship? These questions and more will be answered during this very interactive program.

The program explores some of the more contemporary accommodation issues such as: mental illness, duty to inquire, Covid-19, gender transition, medical cannabis / zero tolerance policies and a whole lot more.

Accommodation is an important human rights issue that requires a delicate balance of empathy, trust, credibility, and perseverance. As usual, we approach this topic from the perspective of the employer and provide participants with practical solutions to issues facing the modern manager.


When: Wednesday, October 14, 2020, 8am to 12pm (4-hour duration)

Where: virtual-CANSCOTT© – a link will be emailed to you

Who Should Attend: Operations Managers, Corporate Managers, Human Resources, Disability / Ability Management Coordinators

Price: $400/person + GST. We accept email electronic funds transfer (EFT) or direct billing for our Corporate Clients (pre-authorization required). Payment must be received by Oct. 8th to ensure participants receive course material.

Pre-work: There is 15-mins of pre-work required.

Prerequisites: This is not an introductory course; rather, this is a managerial-level program. Participants must already have working knowledge of: human rights, prohibited grounds, and the duty to accommodate.

For more information or to book your attendance, call (604) 533-8222 or right here on




We are extremely excited about virtual-CANSCOTT© our new virtual training & coaching service. Some of our training programs will be offered virtually and to the public; that’s right public programs!

Although fairly self-explanatory, a public program is one that is offered to the general public. This type of delivery aligns us with what some of our Clients have been asking for.

Payment options include direct billing (i.e. pre-authorization required) or email Electronic Funds Transfer (EFT).

In the near future, we will be advertising our brand new (i.e. and first virtual public program) called: “The Duty to Accommodate: Manager’s Program”, a 4-hour session. Stay tuned!

For more information visit right here at: or call 604-533-8222

The BC Human Rights Commission has posted a guide addressing Covid-19.  This document can be found here:   While this guide admittedly is not in place of legal advice, it is instructive of the Commission’s perspective.   In this document, the BC Human Rights Commissioner is quoted as follows:

“In this time of rapidly changing circumstances, neither the Human Rights Tribunal nor the courts have had time to weigh in on whether COVID-19 amounts to a disability. However, in my view as BC’s Human Rights Commissioner, it does”.

At CANSCOTT, we will be following this story closely as this topic unfolds and incorporating it into our Human Rights & Duty to Accommodate training. For more info visit us right here at

Recognizing that an overused autocratic Management style dampens employee commitment, more and more Employers are realizing the importance of employee buy-in /engagement. Coaching is a problem-solving tool that both addresses the problem and increases commitment to the team.

The attached video articulates how the Supervisor recognizes a team member is not being accountable and uses coaching to resolve the problem.

A dual energy technique (i.e. it requires participation from both parties) coaching involves basic emotional intelligence. E.g. Instead of Supervisor telling an employee what to do called ‘directing’, coaching involves soliciting a solution to the problem from the employee all the while recognizing that many people can get defensive when receiving feedback on their performance. If the goal is communicated effectively the results are real buy-in from the employee to change behaviour.

At CANSCOTT we teach the 2-Minute Challenge, a simple & practical coaching tool; it does not require a P.H.D. to figure out! For all your coaching & training needs visit us right here at

Thinking about adjusting your employees schedule? Fully thought through the potential fall-out? What appears to be a simple decision might not be. Here are some things to consider:

Does your employee have; a family, a family member with a disability?
Will this shift change create a serious interference with a substantial parental obligation?
Are there other extenuating circumstances that require consideration?

Family status is a prohibited ground in employment so this has human rights implications. Need help, contact one of our Consultants. Also, we teach human rights including these more contemporary topics. Visit us right here at

As part of these new regulations, federal employers are required to complete mandatory harassment & violence prevention training for all employees. Need help? Visit us at

At CANSCOTT we have Consultants available to assist our Clients in navigating potentially challenging accommodation issues. And, as always, we approach these issues from the perspective of the Employer. Need help? Visit us right here at

In today’s modern workplace the word ‘discipline’ typically carries a very negative connotation. It is not out of the ordinary for Employer’s to “turn a blind eye” or give an employee ‘just a talking to” when faced with safety violations. Unfortunately, these Employers fail to recognize they have legal obligations to ensure a safe workplace including that all safety rules be followed. Discipline and progressive discipline are important Management tools that must be used in order to enforce the Employer’s obligations under federal and provincial/state OH&S law. Even if all of the other elements of a due diligence defence can be demonstrated in court (i.e. formal risk assessments, documented safety meetings, documented training program etc.), lack of ongoing enforcement of the system is treated as a lack of complete due diligence and the defence will fail on this ground. See attached article for more information.

At CANSCOTT we understand how important due diligence is. Also, we understand how important it is for our Clients to have Supervisors/Superintendents/Managers who clearly understand their rights, roles and responsibilities under OH&S / Environmental law.

Check out our ‘Safety Program’ or the ‘Industrial Supervisor’ program for training that carefully covers the topics of ‘Due Diligence’ & ‘Discipline / Progressive Discipline’ on

We are excited to introduce our new virtual training & coaching studio called virtual-CANSCOTT©. This allows us to deliver our services virtually using cutting-edge software & hardware.

Q: How does virtual-CANSCOTT© work? Different than (e.g. a typical work Zoom meeting) where folks logon via their work/personal PC, participants will gather in smaller groups (i.e. to allow for proper social distancing) in a boardroom-style setting and attend the all-day session by watching/listening/interacting directly with the instructor.

Q: Is on-line E-Learning the same as virtual? NO. E-Learning uses a mix of text audio/video (i.e. think of an individual ‘clicking’ through on-line PowerPoint slides) whereby virtual-CANSCOTT© is real time instructor-led training in a virtual classroom; exactly the same as in-person training just done virtually.

For more info or to book your next program, visit us right here at or call us at 1-604-533-8222.

We want to give you an update on face coverings and some of the recent work we have been doing. We recognize there is some anxiety surrounding the risk associated with hosting in-person training sessions. Arguably no one is more aware of these issues than our team at CANSCOTT. We understand how important it is that any Client work we do is done to the highest safety standard.

Over the past few weeks, we have successfully conducted in-person training sessions while working with our Clients to ensure effective hazard controls were in place. For e.g. we just completed a 2-day in-person training program where the Instructor and all Participants dawned a face covering throughout the entire session and he enforced the use of hand sanitizer after every re-entry to the room and used hand sanitizer prior to any handouts…something that makes sense given the uniqueness of CANSCOTT programs. A Participant was responsible for sanitizing the room including table and chair arms at the end of each day and social distancing was maintained throughout. This session was a complete success and the participants found these strict standards easy to comply with.

We have been doing debriefs of all training sessions since our restart a few weeks ago. It has become apparent to us that we need to strongly consider the idea of regularly using face-coverings during our sessions. We encourage our Clients to consider face coverings for all Participants and Instructor as it makes sense not just from a safety perspective but also to reassure all stakeholders that our sessions will be done without incident.

We trust that not only will you understand this approach but that it will appeal to you given the heightened awareness of Covid-19 issues. We look forward to working with you in the near future.

Kind Regards,