Experience You Can Trust
Presented by Lucy Kovalova-Woods and Jim Woods, through HR Strategy Institute, a division of Seattle Consulting Group.
We train more than 19,000 professionals annually across more than 51 countries. Professionals from organizations including Scotiabank, 3M, Pitney Bowes, and Whirlpool have attended SCG programs.
Lucy Kovalova-Woods is a disability inclusion advocate and patient partner with more than 20 years of experience. Founder of WKG Strategy and the WKG Foundation, she brings professional expertise and lived experience to workplace disability inclusion.
Jim Woods is Managing Partner of HR Strategy Institute, author of HR Unchained, and creator of The Woods HR Power Model. He holds a master's degree in organizational development and human resources and founded his consulting practice in 1998.
Together, they connect disability inclusion with the practical realities of management accountability and Canadian workplace decisions.
Who Should Attend
Canadian HR professionals, employee and labour relations specialists, disability management and return-to-work professionals, managers, supervisors, executives, and business owners responsible for addressing attendance, performance, misconduct, or accommodation concerns.
Particularly valuable when managers need to act but are uncertain whether disability-related obligations affect the decision.
How You Will Benefit
Know when to accommodate, when to address performance, and how to proceed without unnecessary risk.
Recognize your obligations. Identify circumstances that may trigger the duty to accommodate before disciplinary action begins.
Ask the right questions. Obtain relevant functional information without making inappropriate medical inquiries.
Address performance confidently. Maintain reasonable workplace expectations while considering disability-related limitations.
Avoid costly mistakes. Recognize decisions that could expose your organization to human rights complaints or employment disputes.
Document defensible decisions. Record accommodation discussions, responsibilities, actions, and follow-up.
Give managers a clear process. Replace hesitation and inconsistent responses with practical guidance they can apply immediately.
What You Will Cover
When disability and workplace discipline overlap, the challenge isn't choosing between employee rights and management accountability. It's understanding how both responsibilities apply.
Learn how to assess attendance and performance concerns, recognize when accommodation may be required, obtain appropriate information, and document decisions. Canadian workplace examples and a practical case demonstrate how to apply these principles.
Seminar Outline
Session 1: Disability, Attendance and Accommodation — 90 Minutes
Recognizing Accommodation Obligations
Understand invisible and episodic disabilities, workplace barriers, and circumstances that may trigger an employer's duty to accommodate.
Asking Questions Without Crossing the Line
Learn what information managers can appropriately request, how to protect medical privacy, and how to conduct productive accommodation conversations.
Session 2: Performance, Misconduct and Workplace Discipline — 90 Minutes
When Accommodation and Accountability Intersect
Examine performance expectations, disability-related conduct, progressive discipline, and the importance of individualized assessment.
Making Decisions You Can Defend
Evaluate accommodation options, establish responsibilities, document your reasoning, and respond when employee circumstances change.
Practical Application
Work through a Canadian workplace case involving recurring absences, changing limitations, and management concerns using the Accommodation Conversation Toolkit.
Your Accommodation Conversation Toolkit
Three practical resources included with registration.
Manager Conversation Script
Know how to raise attendance and performance concerns clearly and respectfully without assuming an employee has a medical condition.
What to Ask, What Not to Ask Guide
Identify appropriate questions about functional limitations and job requirements while respecting medical privacy.
Accommodation Tracking Template
Document requests, actions, responsibilities, decisions, and review dates so important steps aren't overlooked.
Use these resources whenever disability, attendance, performance, or discipline concerns arise.
Program Details and Credits
Format: Live online, instructor-led program
Duration: Two consecutive 90-minute sessions
Tuition: CA$399 per person
Class Size: Limited to 25 participants per offering
Recording: 12 months of access included
Materials: Accommodation Conversation Toolkit containing three practical resources
Certificate: Certificate of Completion documenting 3 instructional hours
Acceptance of instructional hours or professional development credits is determined by your employer or professional association.
Our Satisfaction Guarantee
Attend the program and judge its value for yourself. If you are not satisfied that it gave you practical guidance you can use, contact Seattle Consulting Group within seven calendar days after the seminar and we will refund your registration fee in full.
Know What to Do Before Discipline Becomes a Human Rights Complaint
A manager is demanding action. An employee may need accommodation. The rest of the team expects accountability.
You need a decision-making process that respects disability rights without allowing legitimate workplace concerns to go unresolved.
Join us for two focused sessions and gain the practical guidance, tools, and confidence to manage these situations responsibly.
CA$399 per person | Two Live 90-Minute Sessions | Accommodation Conversation Toolkit | 12-Month Recording | Satisfaction Guarantee
Limited to 25 participants per offering
Click to Choose Your Seminar Date & Register
Cancellation, Substitution and Transfer Policy
Can't attend? You have three options:
Send a substitute at no additional charge. Let us know before the seminar begins.
Transfer once to another scheduled date of the same seminar, subject to availability. Any tuition difference applies. Notify us before the original seminar begins.
Attend and use our satisfaction guarantee. If you are not satisfied that the seminar gave you practical guidance you can use, contact us within seven calendar days after the seminar ends for a full refund.
If Seattle Consulting Group cancels or reschedules a seminar, you may choose a full refund or a transfer to another available session.
Send requests to sales@seattleconsultinggrp.com. These terms do not limit any rights provided by applicable law.