Rishi Bandhu | SpeakerHub

Personal Details

Bio

Rishi Bandhu practices labour and employment law out of Oakville, Ontario. Rishi is a 1998 graduate of high distinction from the University of Toronto, Trinity College, he received his LLB from Osgoode Hall in 2003. He was called to the Ontario Bar in 2004. His practice since that time has been focused on labour and employment matters, exclusively. His experience and expertise ranges from labour relations, including labour arbitration proceedings and collective bargaining, to civil litigation of employment law disputes and workplace investigations. He advises and represents employers in Human Rights proceedings and matters before the Ontario Labour Relations Board. Rishi is frequently asked to speak at conferences and seminars and lead training seminars for lawyers and human resource professionals. Since 2018, Rishi has served as an instructor for the University of Torontos School of Continuing Educations Industrial Relations course, which caters to candidates for the Canadian Human Resources Professional (CHRP) designation. He was President of the South Asian Bar Association of Toronto, overseeing a significant period of the organizations growth. Rishi has competed in several triathlons and in 2018 completed the Muskoka Half Ironman.

Current position (1)

Principal

Bandhu Law Professional Corporation

Presentations

Presentations (5)

Termination and Severance of Employment

Where it is necessary to end an employment relationship, employers can limit financial liability through well-structured termination and severance packages and properly drafted termination clauses in employment contracts. Learning Objectives: - Understanding the difference between statutory, contractual, and common law termination and severance pay obligations - Understanding the law of mitigation, and how it may impact an organization’s obligation to provide termination and severance pay - Understanding the different obligations between provincially and federally

Understand how COVID-19 has affected HR from an employment law standpoint

HR and HR Law have been dramatically impacted by COVID-19, and organizations have struggled to adapt to constantly changing circumstances and legislation. - Did you impose layoffs without a temporary layoff clause? - Did your termination clauses help to reduce your severance costs? - Are your termination clauses compliant with the requirements set out in the multitude of cases decided over the past few months addressing the enforceability of termination clauses and the duty to pay bonuses and other variable pay after termination? - Do you have systems in place to enforce health and safety rules and respond to complaints of an unsafe workplace? - Do you have remote work policies that rise to the challenge? Learning Objectives: - Understand how COVID-19 has affected HR from an employment law standpoint - Gain insight on the challenges related to remote work - Obtain guidance on revamping of internal documents to reflect the new circumstances

Managing Disability in the Workplace and The Duty to Accommodate

Managing Disability in the Workplace and The Duty to Accommodate Employee requests for accommodation are more frequent, complex and time-consuming. This session will address the legal requirements for considering and responding to accommodation requests, while also providing practical tips to HR practitioners when dealing with these requests. Learning Objectives: - Examining the prevalence and impact of disability in the workplace - Understanding the state of the law regarding disability and accommodation in the workplace - Developing best practices for addressing disability issues in the workplace - Distinguishing between the substantive and procedural components of the duty to accommodate - Creating an accommodation plan with reference to real-life scenarios.

Independent Contractor vs. Employees : Risks and Benefits

The benefits and risks of working with independent contractors and how to distinguish those workers from employees. Learning Objectives: - The difference between independent contractors and employees. - The benefits of using independent contractors. - The consequences of misclassifying employees as independent contractors. - The tests used to determine independent contractor status. - Best practices in working with independent contractors.

Why, When and How to Conduct a Workplace Investigation

It is never easy to deal with situations of conflict or allegations of harassment or bullying in the workplace. This session will help you navigate through the steps to take to ensure things get resolved properly. Learning Objectives: - Recognizing situations that require a workplace investigation - When should you consider retaining a 3rd party or an outside investigator? - What does the Ministry of Labour suggest in how to conduct an investigation: maintaining confidentiality, fact finding, assessing credibility, and the report - Risks of an investigation being done improperly or not doing one at all.

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HRPA competencies

Core Competencies (Primary)

Labour & Employee Relations / Law

Core Competencies (Secondary)

Labour & Employee Relations / Law

Enabling Competencies

Decision-Making Skills

Business Acumen

Ethical Behaviours and Professionalism

Relationship Management

Strategic and Organizational Leadership

Integration

Critical Legal Thinking

Critical Thinking Analysis