Individual Online Classes

2 Weeks (40 hours) Mediation is a form of alternative dispute resolution (ADR), which spans facilitation, negotiation, mediation, arbitration, adjudication, and litigation. Participants in this course will explore the history and goals of mediation, and the elements of the mediation process. This course examines the role of a mediator and delivers an overview of the skills necessary to successfully mediate.  

2 Weeks (40 hours) There are a number of options for resolving conflict that clients can choose from. The Dispute Resolution Assessment training course describes many avenues for dispute resolution and discusses the importance of understanding the range of options available for both non-adversarial and adversarial dispute resolutions. This information is crucial for assisting clients navigate the most appropriate method[s] for their particular situation.

2 Weeks (40 hours) In the Workplace Dispute Resolution training course, the participants examine the sources and dynamics of workplace conflicts. Participants lean to identify the sources and dynamics of conflict in the workplace, with an emphasis on minimizing power imbalances in interpersonal workplace conflict. This course examines the issues of the impact of organizational culture on employees, diversity in the workplace, harassment policies and the various methods of resolving workplace conflict including coaching, negotiating, and mediating with special emphasis on difficult work situations. Finally, participants evaluate conflicts, their sources, the parties, the relationships between the parties, and the legislative and regulatory environments to best implement organizational and workplace conflict management principles.

A rewarding and fulfilling career helping separated couples reach settlements and chart a better future for themselves and their children lies ahead for those who take part in our field-leading, cutting-edge Family Mediation course. The Introduction to Family Mediation training course delivers the foundation to work in a variety of settings where you will learn to provide family dispute resolution services and interventions for families experiencing relationship conflict and going through the process of separation. The course will equip students with the knowledge and skills to mediate family disputes by understanding the fundamentals of family dispute resolution. Topics covered focus on family mediation in practice and cover Screening Clients for Mediation, Strategies for Family Mediation and Steps in the Family Mediation Model, and the separation of Finances and Property. You will practice applying your family dispute resolution skills in a safe and professional online learning environment, learn to facilitate a family mediation and will examine and apply an ethical framework to your mediation using codes of practice and standards. .

2 Weeks (40 hours) Family Mediation is practiced by Lawyers and Non-Lawyers. It is fundamental that all Mediators understand the legal options and issues that arise during a family separation. While Mediators do not provide legal advice; it is important to be aware of the implications of Support and Property, Custody and Access. In the Family Law for Non-Lawyer Mediators training course students will learn how to draft a Memorandum of Understanding and Agreement; when a Family Mediation has concluded. Students will also learn about the importance of collaboration practice and options for a Family Mediation.

(4 weeks, 40 hours) Mediation is a form of alternative dispute resolution (ADR), which spans facilitation, negotiation, mediation, arbitration, adjudication, and litigation. Participants in this course will explore the history and goals of mediation, and the elements of the mediation process. This course examines the role of a mediator and delivers an overview of the skills necessary to successfully mediate. This course introduces you to the concepts, skills, and techniques needed to mediate disputes: determining whether mediation is appropriate, the role of the mediator, guiding the process, managing emotions, and using communication skills as a mediator. Mediation is a practical method for helping people resolve their conflicts and attain mutually satisfactory outcomes. You will mediate simulated disputes involving parents, children, extended families, in-laws, neighbors, and step-parents. Emphasis is on skill development through simulated mediations assisted by OAFM Accredited Family Mediators.

(21 hours, 2 weeks) *This course fulfills 21 hours of the specialized mediation and related training education requirement for the Q.Med designation (40 total are required) and is accredited by The ADR Institute of Canada (ADRIC) and The ADR Institute of Ontario (ADRIO) Participants will be introduced to advanced issues encountered throughout a family mediation. By defining the roles and stages of the mediation process, participants will begin to apply mediation theory and skills to the mediation process through role-playing, discussions, and reflective journaling. Participants will be exposed to the ethical principles and codes of conduct and ethics relating the field of mediation. Finally, participants will learn the components to drafting a Memorandum of Understanding and a Separation Agreement. Advanced Family Mediation goes into detail about how problem-solving strategies can be supported to facilitate communication and to make decisions relevant to resolving a family dispute. Required Textbook: The Family Dispute Resolution Handbook, 6th Edition + USB – (Print – $130)

(21 hours, 2 weeks) The genesis for Family Law in Ontario is England. To understand family law in the Province of Ontario, it is necessary to understand the legal system’s evolution within English speaking nations. This course will discuss and will provide a detailed overview of Family Law in the Province of Ontario. Marriage & Divorce will be discussed with specific reference to the Marriage Act, Constitution Act, 1867, the Ontario Children’s Law Reform Act, R.S.O 1990, Child, Youth and Family Services Act, 2017 and the Family Law Act, R.S.O 1990.

(21 hours, 2 weeks) Understanding the structure and dynamics of a family is important to the practice of family mediation. This course will discuss the Family Systems Theory and highlight the impact separation and divorce can have on the family unit. Specifically, the physical, cognitive, social, and emotional implications on children and the parents. Students should gain insight into the re-negotiated family unit and learn about the impact this life change can have on all relationships involved and how to reinforce positive reciprocal relationships through the practice of mediation.

(21 hours - 2 weeks) Mediation requires that all parties are screened for appropriateness for mediation. All parties must be screened to be sure they are appropriate candidates. Parties must be able to negotiate safely, voluntarily, and competently, free of danger & harm from the other. All parties must enter voluntarily. The process is vital for mediation to take place for the safety of the parties and mediator. This will be discussed in exhaustive detail. This course includes 8.4 hours of live/synchronous sessions with the Instructor.  

The Introduction to Arbitration Law in Canada online arbitration course will provide a detailed look at arbitration and its various processes. The Provincial Arbitration Acts will be reviewed that are applicable to students’ jurisdictions. International Arbitration Law will be discussed as will the Commercial Arbitration Act. Students will understand the legal regulation of the arbitration of disputes in Canada, including the standard for judicial review of arbitration decisions. Students will be instructed on how to draft an arbitration agreement between parties. Students will identify and apply natural justice principles that are inherent to arbitration. A 4-hour mandatory role play will include conducting a pre-hearing conference call and presiding over a mock arbitration focusing on standard rules of procedure in a hearing. (4 hours mandatory Role Play)

It is fundamental that all arbitrators understand the legal system; Students will be provided with an overview of tort law and contract law, and how it relates to the arbitration process. The legal test of “balance of probabilities” will be examined The rules of evidence will be introduced including admissibility, the role of the Charter of Rights and Freedom in excluding certain types of evidence, and the standard of “balance of probabilities.” In the Administrative Law online arbitration course students will demonstrate an understanding of and an ability to apply the principles and law relevant to the settlement through arbitration of disputes, by participation in online discussion and role plays. (4 hours mandatory Role Play)

Students will gain an understanding of the questioning, cross-examination, and redirect of witnesses. The difference between an inquisitorial and adversarial approach to evidence, subpoenas, drawing negative inferences, affidavits, expert witnesses, and other types of evidence. In the Law of Evidence in Canada online arbitration course students will learn about legal precedent and the role of legislation and case law in reaching a decision as well as how to record evidence, note writing, and properly managing exhibits and evidence. The students will also learn the basics of writing an arbitration award in both points based and narrative based structure.

In the Conducting an Arbitration Hearing online arbitration course students will gain detailed insight into the structure of an arbitration hearing and understand the formal process. They will apply the ADR standard of practice and be coached on how to oversee an arbitration hearing that respects the philosophies of impartialness, collaboration, dealing with power imbalances, and confidentiality. This course includes a major mock arbitration hearing. Students will be required to attend and must write and submit a decision regarding the hearing. (3 hour mock Arbitration Hearing)

The Laws and Ethics online arbitration course will focus on ethical compliance and obligations for Arbitration and compliance regarding regulations and codes of conduct in Canada. The purpose of this course is to teach the fundamentals of the Code of Professional Conduct from the Canadian Bar Association and the Code of Ethics from ADR Canada, to provide an overview of the importance of transparency, disclosure, and rules which are important for arbitration to maintain legal legitimacy and to discuss arbitrator-client conflicts of interest, complaints process, competency and credentialing of Arbitrators in Canada. The role play will focus on practical issues that arise in arbitration such as preliminary objections, objections to jurisdiction, and dealing with common ethical dilemmas to develop students to be able to perform the duties of an arbitrator without any apprehension of bias or conflict of interest. (3 hours mandatory Role Play)

1-2 weeks Youth mental health facts/definitions, Youth development, signs of negative mental health in youth, risk factors, addiction/substance use, and technology/social media. This course thoroughly investigates the wide spectrum of Youth Mental Health and Addiction.  Students will discuss mental health facts and definitions and study their application in relevant case studies.  To further understand the spectrum of youth mental health students will also dive into recognizing the impact of the teenage brain and youth neurological development.  Students will also participate into an exploration of associated risk factors, addiction/substance abuse and the  overtone of youth technology and social media to solidify their understanding of this demographic.

3-6 weeks Bias and Stigma, Social Determinants of Health, Health Equity, Aboriginal peoples, Culture and religion, and LGBTQ+ This course will examine the details involved with impacting Canadian mental health today. With mental health issues drastically on the rise, it is imperative that we understand the wide spectrum of elements that contribute to the development of mental health.

2-4 weeks Depression & anxiety disorders, Bipolar Disorder, and personality and  - impulse control disorders. Mood Disorders involve disabling disturbances in emotion. From the sadness of depression to the elation of mania. Mood disorders are often associated with other psychological problems, such as panic attacks, substance abuse, and personality disorders. The purpose of this course is to provide students with an advanced understanding of the state of research and controversies in the area of depression by examining primary empirical and review articles from leading researchers in psychology and psychiatry.  Students will also explore anxiety, its associated experience, coping mechanisms and potential treatments, in addition to focusing on cognitive, social, and biological theories of etiology and treatment.

2-4 weeks Psychosis, Dissociative Identity Disorder, PTSD, and mental status exams. Trauma related and psychotic mental health disorder are examined in this course through discussion ad application case studies. This course is designed to introduce students to the current standard used in diagnosing mental disorders, DSM-IV-TR. Students will learn the components of the mental status examination and clinical inquiry necessary to collect sufficient data to utilize the DSMIV-TR effectively. Mindful of the biological, psychological, social, and spiritual dimensions of each person, students will be challenged to approach the evaluation of individuals with mental and emotional disorders in a holistic fashion. The course will address differential diagnosis and associated disorders of the primary diagnoses in the multi-axial system with a focus on psychosis and disassociation.  

The Aging Process training module will explore the social, biological and psychological aspects of aging.  Social theories of aging will be explored. Students will explore the functional changes of aging, common illnesses related to aging, and the relationship between aging and quality of life. Diversity in aging will be explored from a cultural and religious perspective. Psycho-social issues facing aging population will be explored including:  relationships with children, sexuality and love, retirement. A brief orientation to death and dying is discussed.

The Cognitive Issues in Aging training module will look at issue of mental health as it relates to the aging process.  Illnesses such as dementia, depression, and delirium will be explored in the context of causes, symptoms, treatment, and prevention. Students will explore various cognitive assessment tools and supports available. Current issues related to mental health and aging will be discussed.

The Ethical and Legal Aspects of Aging training module explores the issues of consent and capacity as they relate to aging.  Students will identify and discuss when capacity is assessed and how; issues of consent, including substitute decision makers. Advanced care planning is discussed.  The issue of MAID (medical assistance in dying) is explored and discussed. Elder abuse is explored in the context of signs & symptoms and how to report.

The Health promotion training module explores how to engage people in adopting a healthy lifestyle during the aging process. Recreational activities and programs are explored as well as community resources available. This module also explores pain management and issues of sleep.  Aging and technology are also explored in this module.

The Community Resources and Social Policy training module explores community resources available for seniors. Social issues related to aging including housing, transportation, income will be explored. Long-term care and palliative care are explored in relation to funding and policy.

Transitioning from being one of the team to leading the team is a significant change, not only in roles but in thinking. In the Strategic Leadership training course you will explore ways to manage the transition to HR Business Partner, or having to administer the HR Function, and prepare for ongoing responsibilities by developing business acumen, strategic planning capabilities, and a personal leadership style that will work with your diverse group of employees.

Recognizing the importance of pay and benefits to employees, in the Compensation, Benefits and Other Rewards training course you will discover the connection between employee motivation and compensation. You will learn how to create a competitive, equitable pay structure that is linked to the other HR functions and influences employee behaviour in the desired direction. You will explore using a variety of monetary and non-monetary benefits to enhance your compensation system, and prepare to show employees how to use certain benefits and recognize the value they are receiving.

Finding and hiring the right person for any job requires cooperation between HR and department managers, creating up-to-do job descriptions, promoting the position in the right places, and using effective, compliant selection methods to ensure the person can do the work and will fit in with the people and environment. These days, branding your company as a great place to work and using various social media platforms can assist you in finding and attracting the best person for the job. Once the job offer is accepted, your ability to create a positive impression of the organization extends to the orientation period, where you onboard employees to your workplace culture, and ensure they are adequately trained for their duties and the environment.

Successful conflict resolution training facilitates difficult conversations. With the skills and knowledge of conflict resolution, new supervisors are better able to positively engage with their teams and other coworkers whether the mandate is to deliver difficult news, to express constructive criticism or to answer negative comments. This course will help organizations improve psychological health and safety and create an overall positive work climate by reducing unnecessary stress in the workplace and increasing support for mental health. It will introduce labour legislations, which involves unions, with considerations for unionized and nonunionized organizations.  

In the Learning, Performance and Development training course, you will train to build human capital in your organization and will assess current and future needs for talent. You will learn how to plan, execute, and evaluate training programs and take steps to ensure the training transfers to the workplace. As a way to increase motivation and satisfaction, you will assist employees with career planning and help them diagnose and plan their development experiences.  You will be able to create a valid, effective performance management system, by creating useful tools and approaches, and either using them yourself, or training others how to use them correctly, so useful feedback can be provided to employees.

Prevention should be a top priority for all organizations. A good culture of safety promotes fewer injuries, which in turn increases employee morale and improves a corporation’s reputation. Putting health and safety first allows companies to reduce capital and operating costs as well as liability costs. In this module, you will learn the importance of approaching accident prevention systematically.

Risk management is part of organization decision making. In this module you will learn the effects of poor risk management and how it factors in workplace fatalities, injuries, disease and ill-health (mental and physical) and how you can influence decision makers to make informed choices with respect to risk.

Occupational Health and Safety (OHS) professionals and those involved in corporate OHS culture have an inbuilt desire to be an ethical professional. Individual factors such as biases, blind spots and moral disengagement can have a profound impact in the decision-making process. This module presents ethical theory as a basis for identifying issues, carrying out health and safety processes and activities and making decisions.

A leader is someone who influences the safety culture of an organization. In this module you will learn communication and consultation skills, discuss leadership and leadership techniques, learn how to engage management and employees and build successful relationships. You will gain an understanding of the broader demands of an organization and develop skills to operate as a strategic partner who can guide change management, build credibility and influence without using power.

One way to achieve a psychologically safe workplace is to create and implement a comprehensive workplace health and safety program. This module will identify strategies and related activities, initiatives and policies developed by the employer in consultation with employees to continually improve on the quality of working life health and well being of the workforce.

Conflict is inevitable in our day to day lives, relationships, our workplace and family. However, it is also ubiquitous in decision making impacting public policy and politics! Cities are not signing international treaties, nor do they have embassies around the world. However, cities and municipalities can certainly engage in all kinds of negotiations, reach agreements, and influence public policy & politics. Cities form networks, engage in dialogue with counterparts, facilitate public diplomacy, share best practices, and encourage collaboration between private and public entities. This course will discuss the importance of diplomacy as a tool of good governance and how it can serve public policy discourse.

All policy is inherently and unavoidably political. Policy is seen as having certain incontrovertible characteristics. It is purposive. It is a decision to pursue a particular course of action and to achieve a specified goal. It is outcome focused; policy decisions consider both ends and means. Policy may involve action or in action, policy must be more than mere political rhetoric. The main goal of the course is to help you think systematically, critically, and creatively in giving policy advice to decision makers in the public sector. The specific objectives of the course are to: help you understand how a problem is identified and defined in the public realm; develop your skills in crafting policy options for addressing the problem; expose you to a variety of qualitative and quantitative tools that will help you select a particular policy option for the problem; and, guide you in persuasively communicating policy advice with multiple and diverse publics in written and verbal form.

Policy in Practice delivers the essential toolkit to the public sector. Public Servants are adept at tackling complex policy challenges, from concept to delivery. This complexity means that an increasingly broad range of skills is required if you are to be effective in government. This course will add new tools to your toolkit, sharpen your existing skills, and unleash your policy leadership potential. Who is it that practices Policy? It is rare that any one person, or even any one organisation, is responsible for the identification of a particular problem, the generation of an original solution, the development of a specific proposal and the creation of the necessary support required to see a new policy implemented. These multiple layers of ‘policy making’ allow for a wide range of individuals and organisations to participate in the policy process. While the skills and knowledge required to contribute to different elements of the process may differ, an awareness of other participants is likely to be of use to all involved, if only to ensure that they develop the necessary relationships to ensure that their contribution is supported by others.

Governments depend on the policy advice they receive to help inform their policy decisions before putting it into action and informing the public and/or relevant actors and stakeholders. In an environment where ministers are bombarded with complex information, such as managing mental health strategies, affordable housing plans, tax cuts, environmental consultations, budgets, crisis communications, high profile project setbacks [Billion Dollar LNG project in Prince Rupert] from a range of sources with varying degrees of credibility and influence, a trusted adviser is of paramount importance!! Such an individual, who can hold the title of Policy Advisor or Analyst [and who we want to target this course towards], provides timely and comprehensive advice that simplifies complicated and technical information, and balances good information with political strategy.

(2-4 weeks) In this module, you will explore why D&I continues to be a key focus for organizations around the world. Different organizations in North America have established D&I programs focused on different priorities, making it complex to evaluate which approach is considered the most efficient. You will learn more about current initiatives being undertaken to improve D&I practices and how different D&I leaders feel about the program’s performance. This will allow you to reflect on what you believe is the best approach for your organization. Topics covered include:

• Countering unconscious biases and microaggressions
• The need for uncomfortable conversations and how to normalize open dialogue
• Intersectionality and identity
• Neurodiversity in the workplace
• Gender disparity
• Indigenous inclusion
• Accommodations and accessibility
• Inclusive policies and processes
• Health and safety
• Dismantling barriers to inclusion and addressing power, privilege, and systems
• Amplifying the voices, lived experiences, and perspectives of historically marginalized groups