Landscape Ontario - December 2021 by Landscape Ontario

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December 2021

CONGRESS RETURNS

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December 2021 • Volume 39 - No. 09 HortTrades.com Landscape Ontario’s mandate is to be the leader in representing, promoting and fostering a favourable environment for the advancement of the horticultural profession in Ontario.

PRESIDENT’S MESSAGE

Features 4 8

Congress trade show The power of Apprenticeship

Departments 11 17 16 18 22 26

Association News GROW Profile New Members Professional News Columns Advertisers

Director of Communications and Publications Scott Barber sbarber@landscapeontario.com, 647-478-3171 Creative Director / IT Coordinator Mike Wasilewski mikew@landscapeontario.com, 647-723-5343 Communications Coordinator and Content Manager Robert Ellidge rellidge@landscapeontario.com, 647-722-5645 Account Manager Greg Sumsion gsumsion@landscapeontario.com, 647-722-6977 Business Development Liz Lant elant@landscapeontario.com, 416-848-7557 Communications Coordinator Angela Lindsay alindsay@landscapeontario.com, 647-723-5305 Digital Marketing Specialist Adele Bedard abedard@landscapeontario.com, 416-848-4144 Accountant Joe Sabatino jsabatino@landscapeontario.com, 647-724-8585 LANDSCAPE ONTARIO STAFF

Sonam Arora, Nolan Bechtel, Amy Buchanan, Joan D’Souza, Kaneisha De Leon, Tony DiGiovanni CHT, Cassandra Garrard, Meghan Greaves, Lori Harding, Sally Harvey CLT CLM, Anna Hulskramer, Amanda Laszcz, Keri MacIvor, Heather MacRae, Kathy McLean, Andrew McNabb, Shalini Mehta, Sarah Rafols, Joe Salemi, Christy Sebastian, Ian Service, Jessica Tucker, David Turnbull, Tom Somerville

COMMUNICATIONS COMMITTEE

Gerald Boot CLM, Laura Catalano, Lindsay Drake Nightingale, Jeremy Feenstra, Mark Fisher, Hank Gelderman, Marty Lamers, Bob Tubby, Nick Winkelmolen Return undeliverable Canadian addresses to: Circulation Department - Landscape Ontario 7856 Fifth Line South, Milton, ON L9T 2X8 Canada Phone: 905-875-1805 ISSN 1928-9553 Publications Mail Agreement No. PM40013519 Views expressed are those of the writer concerned. Landscape Ontario assumes no responsibility for the validity or correctness of any opinions or references made by the author. Copyright 2021, reproduction or the use of whole or any part of the contents without written permission is prohibited. Published 9x per year. Rates and deadlines are available on request. Subscription price: $43.51 per year (HST included). For subscription and address changes, please e-mail subscriptions@landscapeontario.com

It’s time we all became exceptional employers different, she will always have the member’s interests at heart. I look forward to hearing the direction and focus of Lindsay’s twoyear term. As Past-President, I take on the role of CNLA Provincial Board Rep for the next two years. In this position, I will take the issues and needs of LO members to the national level. While there are many things going on at that level, the one that affects us all is the acute labour shortage. Labour has been at the forefront of LO and CNLA discussions for as long as I can remember. The workforce development programs we enjoy are all a result of those discussions. There is also something bigger that we all need to look at (and I suspect LO and CNLA are only scratching the surface on the real issue) — I have said it before: I believe the real issue is that we are not great employers. I realize I’m stirring the pot, but the fact is we are in competition with the construction, manufacturing and logistics industries., as well as Amazon. LO’s GROW program touches on this via the Employers of Choice Program. We all need to be the best employers possible and move on from being dealers in part-time jobs. We have to be purveyors of exceptional career opportunities. It might even mean we need to give up our overtime exemption. I challenge you to keep coming back to this topic and to be open to thinking outside the box. Strive to be the very best employer and everything else will fall into place. Send me your ideas for becoming an exceptional employer and I will take it to the top.

wo years have gone by quickly. It seems like only yesterday I was thinking through the theme for my presidency. Legacy has always been important to me — the idea of reflecting on my own past, and building for the future has been a big part of what I do every day. When I began this term as president, I was sure there would be a lot of hard work, but that I would also benefit from the social events and opportunities to meet members and represent the association to the government and the public. I lamented at the last board meeting that because of the pandemic, I missed out on the fun stuff and just got the work. This got me thinking… I hope everyone takes a minute to reflect on how we have all survived the great pandemic — and realize we are all stronger and wiser for it. I learned that with effective communication and peer support, we, as an association, can do anything. The achievements of the LO COVID-19 Task Force are a testament to that notion. When everyone pulls together, mountains can be moved. I also witnessed how quickly and easily things can go sideways when we don’t communicate as well as we should. I have never been accused of being a great communicator. It is important to identify these situations quickly so we can all get back on track. Next month, I will hand the presidential gavel over to Lindsay Drake Nightingale, and move into the Past-President seat. I have always enjoyed Lindsay’s thoughtful dialogue, and while her approach will be

Dave Wright LO President

davew@wrightlandscape.ca

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IT’S TIME TO RECONNECT LANDSCAPE ONTARIO CONGRESS RETURNS AS AN IN-PERSON EVENT IN 2022

andscape Ontario Congress is back and in person. Returning as Congress Redefined, the annual trade show takes place at the Toronto Congress Centre on Jan. 11-13, 2022 and will feature more than 400 exhibitors. Celebrating its 49th year, Congress will once again prove why it is the definitive trade show for Canadian landscape and horticulture professionals. Alongside the latest products for the various landscape and horticulture sectors, Congress also provides the opportunity to connect with like-minded professionals and reconnect with old friends. “To me, the show is a homecoming where just about everyone in the industry gets together, including those that are just entering the profession,” said Tony DiGiovanni, executive director of Landscape Ontario. “The value is within the relationship building that defines a community. It is also exciting to see the diversity and size of our sector under one roof. Congress is community-building accelerated.” On the trade show floor, attendees will be able to attend free demonstrations from various industry sectors on the LIVE Stage. As well, the New Products Showcase will highlight the latest equipment, technology and plants, located right at the show entrance. For prospective employers and jobseekers, Recruit LIVE creates the opportunity for networking, interviewing and hiring candidates right at the show. There’s also no better place to expand your professional knowledge than at Landscape Ontario Congress. Held Jan. 18-20, the Congress Virtual Conference will deliver 36 sessions featuring 46 leading experts from across the various sectors of horticulture and landscaping. For more information on sessions, or to register, visit congressredefined.com/conference. Early bird discounts are in effect until Dec. 17 and Landscape Ontario members qualify for additional savings. Continued >

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TRADE SHOW PASS

JANUARY 11, 12, 13 TORONTO CONGRESS CENTRE Includes access to more than 400 exhibitors, as well as the Live Stage, the New Product Showcase, recruitment opportunities and more. Parking on-site is free.

IPM SYMPOSIUM

JANUARY 6 VIRTUAL CONFERENCE VIA ZOOM

RATES UNTIL DEC. 17 $15 for LO members $30 for non-members

Landscape Ontario’s Integrated Pest Management (IPM) Symposium has been a uniquely respected event since 1965. Symposium attendees earn six CECs from the IPM Council of Canada upon completion of an online exam. Seminars will also be available on-demand, and registrations received by Jan. 6 will receive free entry into the trade show.

RATES AFTER DEC. 17 $30 for LO members $40 for non-members

RATES UNTIL DEC. 17 $75 for LO members, $100 for non-members, $25 for students or educators

FREE FOR STUDENTS AND MEDIA

RATES AFTER DEC. 17 $100 for LO members, $125 for non-members, $25 for students or educators

VIRTUAL CONFERENCE PASS JANUARY 18, 19, 20

VIRTUAL CONFERENCE VIA ZOOM Includes virtual access to all 36 sessions as well as the ability to replay seminars for a limited time. Those who register before Jan. 12 will also receive a free pass to the trade show at the Toronto Congress Centre.

LANDSCAPE DESIGNER CONFERENCE

RATES UNTIL DEC. 17 $225 for LO members $275 for non-members $40 for students FREE FOR MEDIA

JANUARY 25 VIRTUAL CONFERENCE VIA ZOOM

An initiative of Landscape Ontario’s Landscape Designer Sector Group, this conference delivers a full day of seminars created for landscape designers and landscape architects. Throughout the day, 16 industry experts will deliver six seminars covering a variety of topics from selecting the right plants based on home, style and environmental conditions to using drones in landscape design. The 2022 edition is presented with recognition of the Ontario Association of Landscape Architects (OALA). Sessions qualify for OALA Continuing Education Credits. All registrations received by January 12 receive free entry into the trade show.

RATES AFTER DEC. 17 $275 for LO members $325 for non-members $50 for students FREE FOR MEDIA

TEAM UP AND SAVE When registering for the conference, every fifth employee from the same company receives a FREE FULL CONFERENCE PASS. All five employees must register at the same time to be eligible.

RATES UNTIL JAN. 4 $75 for LO members, $100 for non-member, $25 for students or educators RATES AFTER JAN. 4 $100 for LO members, $125 for non-members, $25 for students or educators

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AWARDS OF EXCELLENCE FEBRUARY 3 VIRTUAL CEREMONY

The Awards of Excellence juried competition recognizes the best in landscape construction, maintenance, design, lighting and irrigation projects created by LO members. Winners of the 49th annual Awards of Excellence will be announced during a virtual ceremony at LOawards.com. The ceremony is made possible thanks to LO’s Presenting Partner G&L Group, and Supporting Partners in-lite Outdoor Lighting, Connon Nurseries, Aspire Software and SiteOne Landscape Supply.

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K n ow l e d g e

i s

p ow e r a week for 12 weeks. It’s going to drive me nuts.’ What I always tell people is that apprenticeship is a very hands-on program. Yeah, you may be in school for eight hours a day, but you’re probably not going to be sitting in the classroom for much more than two. The rest of the time you are Steve Neumann going to be working with your hands, doing practical work and experiments, getting your hands in soil, or on brick or concrete or whatever it happens to be that day. It’s very interactive and you’re very much involved. It’s practical, hands-on learning that you’re going to be able to put to use right away. You are in a classroom to discuss a concept, then you go right into a lab situation where you get to work that concept out, in concrete, or wood or with plants.

he Landscape Ontario podcast recently interviewed a red seal journeyperson, a landscape business owner, and an Algonquin College professor to find out why they are passionate about apprenticeship. This is what they had to say:

Steve Neumann, professor, Algonquin College

Scott Barber (SB): Why are you passionate about apprenticeship?

Steve Neumann (SN): If you’re in the industry and you like it, why not get the most out of it? Every trade and every job I’ve ever had, my attitude was always, ‘I’m going to do it the best possible way I can,’ and generally, the best way was to get more training and education. It’s all fine and good to show up at a job with a boss who says, “dig a hole hole here, fill this over there.” But why? Why are we digging the hole there? Why does it need to be that deep? Why do we have to put stuff back in layers? Why do we use this material? It just makes the apprentice that much more involved in what they’re doing. So they understand what they’re doing and it helps create a sense of knowledge for them, and it teaches them how to be safer in what they’re doing, knowing the how, the why, the when, and then it ultimately makes them a more valuable employee. More knowledge means more power, and the more satisfaction you’re going to get from your job.

SB: What do you tell people considering entering the apprenticeship program?

SN: Colleges and the Ministry [of Labour, Training and Skills Development] offer a huge amount of support for apprentices. You just have to reach out and ask. And once you have that red seal certification, it is recognized nationally. You can go anywhere across the country and they are going to recognize that you’ve accomplished this part of your education. You are certified, so we know you can fit right in with our group at this level. It shows that you’ve made the commitment to your training, and in this day and age, a lot of people are looking for that certification. Employers are looking for it, and clientele are looking for it too. They want to know they are dealing with professionals.

SB: Why should employers encourage their staff to pursue apprenticeship?

SN: You’re getting a more knowledgeable employee that understands their job better. Yes, they’re going to want more money, but they’re worth it, because they are going to do that much more work. They’re going to do things properly. This is an industry where it’s very hard to find and keep staff. If your employees see that you’re willing to make an investment in them and that you’re willing to help train them for the future, I think in many cases, that builds a sense of loyalty. That employee is going to feel like you care about their future and well-being.

SB: Have you seen apprenticeship impact lives?

SN: I’ve had students in my classrooms going through exercises and lessons who just look back at me with blank stares, not understanding. Thinking, ‘what are you talking about? Why are we dealing with this?’ And then I’ll run into them at a garden centre or a conference a couple years later and they’ll tap me on the shoulder and say, ‘you know what, that day we did that lecture, and I didn’t know what I was doing, it makes total sense why we were doing that now.’ I’ve had so many students that have gone on and come back full circle, saying ‘it didn’t make 100 per cent sense to me at the time, but once I got the full picture all together, I get it now.’ I’ve seen students go on to start their own businesses, and become big supporters of apprenticeship and education for their own employees, because they went through it and they realize how important and valuable it is.

SB: What are some obstacles that hold people back from the program?

SN: A lot of people are in this industry because they love working with their hands, and they may not like dealing with books or computers. They don’t like school. So they think, ‘OK, I’ve got through school, and now I actually have to go back and make that commitment.’ I think that’s the biggest thing for most apprentices, they think, ‘I can’t sit in a classroom five days

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James Canton, owner, Canton’s Mindful Gardens, Kinburn, Ont. SB: Why is it important to you as a business owner to promote apprenticeship to your staff?

James Canton (JC): I know for my staff the apprenticeship program and training at Algonquin College has been a really positive experience. Being a seasonal business, they did have the opportunity in January when they were off to go back to school and sharpen the proverbial saw, if you will. They were able to improve their skills and their understanding of the industry and they have come back even better equipped to perform. And then once the schooling is over, by March and April, they are really raring to go. They are excited and energized. They come back very motivated.

Set yourself up for success in 2022

SB: What would you tell other business owners about apprenticeship?

JC: There really isn’t very much paperwork involved, and Landscape Ontario makes it painless. Basically, you have a few forms to fill out to validate who you are and that you are a competent sponsor. And then there’s the ongoing management and sign offs of the skills that are outlined in the guide. It’s not that much work, really. I think it’s a really good trade off. It’s a good program. It’s a good way to maintain your staffing season over season, which is a big challenge in our industry. This is one good way to show that you are creating a career path. And also, clients appreciate it. Whenever I am putting in a bid for new business, I always include a section about our commitment to our staff and our apprentices. We do that for a couple reasons. One is to show that we are passionate about James Canton and Kelsey Harsh the work that we do and that we are that we are knowledgeable and educated. I think it has helped with our sales, because right from the get go, it creates a perception that we aren’t just here for a quick buck, that we’re here for the long term, and it shows in how we manage our staff.

SB: What has it been like to be an employer sponsor of apprentices?

JC: There are a few reasons why I encourage apprenticeship. As a sponsor, it’s not a big investment, it’s reasonable. And you do get back an employee that has a better skill set and who is very motivated. I think one of the reasons why they get really motivated is that they are with their peers, and I don’t think there are too many people who participate in the program who don’t really want to be in this industry. So, you’re with people who are where they want to be. They are passionate about their jobs and the industry. Continued >

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Kelsey Harsh, Red Seal Certified Landscape Horticulturist, Canton’s Mindful Gardens SB: How did you learn about apprenticeship?

Kelsey Harsh (KH): My mom told me about it. Once I had been working in landscaping for a few years, she saw how much I was enjoying being out in the field, and she found the program, which I hadn’t heard about before. It seemed like such a good opportunity to be able to work all season and then go to school during the winter. And the costs of the Kelsey Harsh program were so reasonable. I don’t have any student debt, which is great. And even some of my travel costs were covered by grants, because I was living a bit further from the school at that time.

SB: What was the program like?

KH: It was awesome. The thought of learning more about plants and soils and bugs, was a

dream come true for me because I love that kind of stuff. It was a perfect fit and I really enjoyed every single day. The teachers were amazing and I made so many friends at school. They were like minded people that I really got along with, and it felt great to feel part of a community. Spending every day with the class, learning about what we all loved, was great.

SB: Would you recommend the program?

KH: Absolutely, I definitely try to tell others about it when they are starting out. It’s really good to broaden your knowledge in this field, and there is so much to learn about plants, it’s never ending. Even if you’re not a plant person, you get to learn about hardscaping as well.

Jan 11-13, 2022

SB: How has apprenticeship impacted your career and what are your goals for the future?

KH: I don’t think I would be where I am without it. I have a great relationship with my coworkers and I feel like I’m able to lead and guide them with plant knowledge as well as customer service. I want to see where my current job is going, and to keep growing my knowledge. James is really big into education too, so I am doing a bunch of programs with Landscape Ontario this winter. I did the Fusion program last winter. I just want to continue to grow as an individual and in my career and I also want to inspire other women in trades as well as young people who are considering a career in horticulture. It’s a really great trade to be in. This article was adapted from interviews featured on the Landscape Ontario Podcast episode “The Impact of Apprenticeship.” Listen at landscapeontario.com/podcast or on your favourite podcast app.

Jan 18-20, 2022

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ASSOCIATION NEWS

Garden makeover doubles as housewarming gift for ICU nurse

The Landscape Ontario Golden Horseshoe Chapter completed a garden makeover for Rebecca Davis (middle) in Grimby, Ont. this fall. The Golden Horseshoe Chapter of Landscape Ontario has helped ease the difficulties of moving into a new home for ICU nurse Rebecca Davis. After winning a $5,000 garden makeover from Landscape Ontario, Davis and her family began moving to a new home within Grimsby, Ont. “We moved over the summer, which was very overwhelming. So gardening had taken a backseat to all the other projects that needed attention,” Davis said, who lives with her husband Ed who is also a nurse, and their three children. “The gardens were overgrown and we weren’t sure where to start.” The garden makeover program was created to recognize the efforts of Ontario’s frontline workers during the COVID-19 pandemic. The program received more than 1,000 nominations, and Davis was one of 10 recipients awarded a $5,000 garden makeover from association volunteers. For more than 20 years, Davis has worked as an ICU nurse at Credit Valley

Hospital in Mississauga, Ont. When COVID19 arrived in Canada, Davis was returning to work following two years of chemotherapy, surgery and radiation to treat breast cancer. “It was really challenging to go back to such a high intensity and stressful environment, and not knowing if I was going to be able to even do the job anymore,” Davis said. “Then the pandemic hit, and that was a challenging situation for everybody. Coming back after a sick leave was daunting.” For their new home, the garden makeover provided a refresh for the front and backyard. “We developed a simple plan.... We just got some direction where she wanted to end up,” said Tim Cruickshanks of Cruickshanks Property Services. “The finished product was nice and tidy and refreshed.” Missie Porter, Drew Regnerus, Cole Magill and Zack Tomlinson from Lynden Lawncare provided the labour required to complete the makeover. The team removed overgrown plants and trees on the property, replacing

them with shrubs, ground cover and flowers. They also replaced missing armour stone in the backyard. “We are extremely pleased with the garden makeover. It’s really opened up the space and everything looks fresh. We can’t wait for next spring and summer to see all the blooms,” Davis said. “I am very thankful and humbled for receiving the prize and for everyone’s hard work that was involved.” The makeover was completed in the fall, allowing the Davis family to settle into their new home. “Fall is the best time for this kind of thing. It turned out to be the best for them too,” Cruickshanks said. While the Golden Horseshoe Chapter of Landscape Ontario has completed several other charitable landscaping projects in its region, the garden makeover is the first to involve frontline workers. “It’s a satisfying feeling doing something like this. Everyone is under a lot of stress in healthcare, so I think it’s a good thing to do for people,” Cruickshanks said.

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Snow removal contractors share tips on how to mitigate insurance claims

Insurance claims have become an unfortunate, but frequent element of the snow and ice management business. During Landscape Ontario’s 2021

Snowposium conference, snow and ice contractors had the opportunity to share defence strategies via a virtual Insurance Claims Town Hall.

For Pristine Property Maintenance, based in Ajax, Ont., Self-Insured Retention (SIR) is part of their claims mitigation strategy. Using a SIR allows claims ranging

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from $0 to $50,000 to be handled by the contractor. Claims in the $50,000 to $1 million range are managed by the selfinsured group of contractors, and for claims exceeding $1 million, the insurance company steps in. “It’s a completely new way of looking at insurance,” said Jon Agg, co-owner of Pristine Property Management. To join the group, a contractor must meet certain criteria surrounding equipment maintenance and repair, as well as training and record keeping. “A lot of it revolves around record keeping. It’s making sure that you do the right thing, but making sure you can prove it,” said Jim Monk, president of Markham Property Services, which is a member of the SIR group. “There’s the truth, then there’s what you can prove.” Agg agreed that documentation is an important aspect of a successful defence against a claim. He added that lacklustre records are “easy pickings” for lawyers. Paul Lammers, vice president of Garden

Grove Landscaping, based in Watertown, Ont., said equipment is also part of documentation, as GPS weather reports and photos can all help form a defence. “One thing I learned very quickly is we’re not just snow plow contractors. We’re snow managers,” Lammers said. “Gone are the days of just going out to plow snow. We’re managing snow.” Pre-season inspections are also important for avoiding accusations of property damage, Lammers explained. “They’re key. Before you step on the site, do your preseason site inspections. Make sure someone else’s damages are not your damage,” Lammers said. Some snow removal companies are opting to remove riskier environments from their client base. Chris Burns, president of Clintar Ottawa, said slip and fall claims have changed where they work. The company now focuses on snow removal for government properties, office buildings and schools rather than retail centres.

“They’re not as claims happy as retail seems to be. We still do some retail, but we’re just more selective,” Burns said. David Amadori, senior vice president of Marsh Canada, an insurance broker and risk advisor company, agreed retail centres, as well as condos and apartment buildings generate more claims. “All snow removal work is not created equal from a risk standpoint,” Amadori said. He also stressed that documentation is key for a successful defence when facing a slip and fall claim. “When it comes to responding to a claim, it’s a war of information. It’s what you can prove,” Amadori said. “Try to over-document. It’s a challenge, but a requirement.” Digital logbooks have also proven to be a useful tool for snow management contractors in defence against claims. “It’s a little different from a coffeestained sheet pulled out of the glovebox,” Amadori said.

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New study examines garden centre shopper habits

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The price of a plant is rarely a deciding factor for garden centre shoppers, according to a new study. Over an 18-month period, the Vineland Research and Innovation Centre and the Department of Marketing and Consumers Studies at the University of Guelph examined consumer buying habits at garden centres across Canada. The study’s findings were presented during the Nursery Growers and Garden Centre Virtual Town Hall, hosted by Landscape Ontario on Nov. 9. “The garden centre clientele is not your average Canadian plant purchaser. These are people who are true plant lovers,” said Amy Bowen, director of consumer insight at Vineland. “They’re buying more plants than the average Canadian.” The study found 34 per cent of garden centre shoppers made a purchase based on plant dimensions, with 32 per cent of customers buying based on aesthetics and 31 per cent buying plants based on vitality. Only seven per cent of customers made their selection based on pricing. Furthermore, 68 per cent of consumers either did not notice the price of a plant, or noticed the cost and did not make a comparison before purchasing. “Garden centre consumers aren’t price sensitive and they’re willing to pay more for features they value when they come into the garden centre,” Bowen said. “Price was generally an afterthought. … It’s sort of interesting to see such a high percentage of consumers that aren’t really paying attention to it.” As well, performance features, such as light requirements or hardiness, accounted for about 15 per cent of purchase decisions. “They may know that’s important, but those aren’t the key things that are top of mind when they come in looking for a plant,” Bowen said. While the study found price isn’t a deciding factor, only garden centre customers were included in the research. “Price sensitive consumers are probably going to big box stores,” Bowen said. The research also revealed nearly two-thirds of clientele shop exclusively at garden centres, and generally purchase more than 10 plants per season. Once customers arrive in store, they generally have an idea of what they plan to buy. Impulse purchases were rare, with only 16 per cent of shoppers buying a plant on whim. In comparison, about 80 per cent of grocery shoppers will make an impulse purchase. “Once they go to the garden centre, they might browse around, but they pretty much know what they want,” Bowen said. While customers generally know the plant type they intend to buy, 41 per cent of shoppers turned to staff to help make the final decision. “They were looking to the garden centre staff to help them in making choices on what they would be deciding going forward,” Bowen said. “Store staff play a major role in what plants they are purchasing.” Based on the study, Bowen explained garden centres have some flexibility on pricing. “There is room to build in some more margins, but it’s probably going to depend on the plant type, size and other characteristics,” she said. As customers have an idea of what they plan to purchase before entering the garden centre, Bowen also recommends organizing the store based on features that are desired in the region. “If you’re in a colder climate, and hardiness matters, advertise plants or set plants out based on hardiness zones,” she said.

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LO members support St. Matthew’s House project

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The children at the Daycare Centre at St. Matthew’s House in the Barton Village community in Hamilton, Ont., have a new way to connect with nature. In November 2021, the Green Cities Foundation (GCF) completed the second phase of the #GreenMyCity project at St. Matthew’s House, plus a Fall Lawn Care Program at Woodlands and Birge Parks. Landscape Ontario’s Golden Horseshoe Chapter are proud supporters of the project. The renovated playground now features seven new trees, new garden beds with fresh soil and mulch, reclaimed log benching and tables, and the removal of years of built up asphalt which has been stabilized with limestone screening in preparation for interlock paver paths to be installed in 2022. The Fall Lawn Care Program at both parks: Woodlands and Birge, consisted of lawn aeration, grass seeding and fertilizing to prepare the parks for winter. GCF anticipates completing the project next summer, COVID permitting. Once completed, St. Matthew’s House will have a completely redesigned natural playground with logs, sand areas, hills, plants, and trees, plus a parking lot that will be transformed into a community gathering space to serve a fully-populated and dense urban area. Three parks in the neighbourhood will also have improved landscape spaces. The Green Cities Foundation thanks its partners and sponsors for their support of the Phase 2 project build: RBC Insurance, Hamilton Community Foundation, St. Matthew’s House, Barton Village BIA, Golden Horseshoe Chapter of Landscape Ontario, Canadian Nursery Landscape Association, Beautiful Alleys, City of Hamilton, Connon Nurseries, Dutra Landscape, Three Seasons Landscape, AVK Nursery Holdings, Arborwood Tree Service, Miller Compost, Budgetbin, Martek Supply, Abingdon Heights, Oriole Landscaping, Wentworth Landscapes, Turf Systems, Al’s Lawnmower, Rock Crest Landscapes, Fibertop, Scotts, and Plant Products.

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Ron Koudys elevated to ASLA Council of Fellows Congratulations to Landscape Ontario member Ron Koudys of Ron Koudys Landscape Architects in London, Ont., on being designated a Fellow of the American Society of Landscape Architects (ASLA). Koudys is one of 35 members (and one of only two Canadians) elevated to ASLA Fellow for 2021 during a special investiture ceremony held Nov. 21, 2021 at the 2021 Conference on Landscape Architecture in Nashville, Tenn. Fellowship is among the highest honors the ASLA bestows on members and is based on their works, leadership/management, knowledge, service and exceptional contributions to the landscape architecture profession and society at large over a sustained period of time. Over a career spanning 43 years, Ron Koudys has promoted landscape architecture through teaching, industry engagement, lectures, publications, volunteer work, and mentoring. He believes that effective teachers must be actively engaged in the advancement of the profession and the health of the community. That belief has

Haig Seferian (left), with Ron Koudys at the ASLA awards banquet in Nashville, Tenn.

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resulted in a unique blend of a nationally recognized academic and a highly-decorated practitioner. In addition to his full-time teaching at Fanshawe College in London, Ont. and his pro bono work enhancing the quality of the Landscape Design program, Koudys involved his students in a variety of projects for groups that would not normally be able to procure landscape designers. At Habitat for Humanity, Koudys and his team of students designed and installed 14 of the first Habitat Homes in London. His work on behalf of school earned him the President’s Award in 2008. Koudys has given selflessly of his time and talent to a wide range of initiatives — from Grand Theatre to Landscape Canada to the Sustainable Development Council of Canada, to name a few. At home, he was the founding director of ReForest London and the founder of the Ontario Association of Landscape Architects, London Chapter. Fellow Landscape Architects and LO members, Haig Seferian and Paul Brydges attended the event with Koudys.

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GROW PROFILE

GROW Success Snapshot: Gardenzilla

“ Now, when we see the GROW Program on an applicant’s resume, they move to the top of our list.” — Michael Chudy Owner, Gardenzilla

This past spring, Gardenzilla joined the GROW New Entrant Worker Job Bank with the goal to find the right people, right away. With their free company profile, they connected with recent graduates from the GROW New Entrant Training Program, who quickly became valued members of their team. Owner, Michael Chudy started Gardenzilla in 2014 on a shoe-string budget. “In the beginning, it was just me and my hatchback,” said Chudy. Operating in midtown Toronto, Gardenzilla now offers a portfolio of year-round services, including maintenance, installation, garden care, snow removal, and more. The company currently employs 31 staff, including full-time office staff at their company headquarters located in the Leaside neighbourhood of Toronto. After completing four weeks of skills training with GROW, program graduate Yu was ready to leverage his new skills to launch an outdoor career. That’s when Chudy connected with Yu via the GROW New Entrant Job Bank. “We love him,” said Chudy. “We knew he’d be a great fit the moment we spoke with him.” Yu is now a proud member of Gardenzilla’s maintenance team. Another GROW graduate is now a member of the Gardenzilla garden team — a position that requires strong customer service skills, plant identification knowledge and a passion for gardening. “We didn’t expect to find someone for our garden team because of the combination of skills the role requires,” said Chudy. “She has been a great addition to the team and we’re happy to have her.” GROW graduates have demonstrated a commitment to establishing a career in landscape and horticulture. As Gardenzilla discovered, this combination of passion and relevant workplace knowledge helps them quickly become valuable members of a team.

About the GROW: New Entrant Worker Job Bank The GROW New Entrant Worker Job Bank provides qualified employers with access to recent program graduates seeking entry-level positions in the Greater Toronto and Hamilton Area and/or the Muskoka and Kawartha Regions. Apply today at growtraining.ca/jobbank to find the staff you’ve been searching for. 17

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PROFESSIONAL NEWS

Canadian Ornamental Alliance research update

R EG N IST O W ER

Dr. Youbin Zheng of the University of Guelph is studying the use of LEDs to improve ornamental crop production.

The Canadian Ornamental Horticulture Alliance (COHA) is currently managing a total of 10 research projects on behalf of the ornamental sector through their participation in Agriculture and Agrifood Canada’s (AAFC) Agriscience program. These 10 diverse research projects represent a combined industry and government investment in research of over $6 million. As part of their commitment to AAFC, COHA has a responsibility to communicate the ongoing research results to the sector, facilitated primarily through their website, COHA Connections. The bilingual website posts annual researcher updates, generated through an annual webinar series. These updates are available in

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LANDSCAPE ONTARIO both PDF format as well as the recorded webinars. The website also presents a more personalized and in-depth look at the work of the researchers through a series of profile articles. The most recent editorial contribution, featuring Dr. Youbin Zheng of the University of Guelph, takes a look at his current project, “Use of LEDs to improve ornamental crop production,” but just as importantly, highlights the importance of “Linking research to knowledge transfer.” With a mandate to be the “one-stopresearch-shop” for the ornamental sector, COHA Connections also makes available relevant research news and updates from across Canada. Nursery growers will find the research report published by IQDHO “Optimizing the use of nitrogen fertilizers in the field production of woody ornamental plants” to be of interest. The report suggests that not only should growers reconsider their practice to not apply nitrogen fertilizers in the fall, but also that a modified nitrogen application program would contribute significantly to the reduction of GHC emissions.

On behalf of the turfgrass and golf course sectors, COHA Connections is pleased to present a research report by Dr. Deb Henderson of Kwantlen Polytechnical

Pipp Horticulture acquires GGS Group of Companies Pipp Horticulture has acquired the Vineland, Ont.-based GGS Group of Companies. For more than 40 years, GGS has been designing and manufacturing greenhouses and growing environments throughout North America. “We are thrilled to welcome the entire GGS team to the Pipp family of companies,” said Craig Umans, Pipp president and CEO. “GGS has decades of experience manufacturing greenhouse structures and has become a leading supplier to the horticulture industry. The company has consistently impressed us with its ability to deliver value to its customers, and we look forward to our next phase of growth.” In recent years, the Walker, Mich.-based Pipp has developed a product line designed to serve the cultivation market. The company has also acquired several companies like GGS to offer the industry a turnkey cultivation solution. “We are pleased to partner with Pipp as we build an even more expansive platform to serve our customers,” said Leigh Coulter, president and owner of GGS. Following the acquisition, Coulter will remain as president and CEO, and operations will remain under the GGS banner. The combination of the two companies will expand Pipp’s position as a provider of commercial grow racks, greenhouse structures and air circulation systems in North America.

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Ontario proposes licensing for temporary help agencies The Ontario government will introduce legislation requiring licenses for temporary help agencies (THAs) and recruiters to operate in the province. The legislation would enable penalties against an unlicensed THA, recruiter or business using an unlicensed operator. As well, those who use deceitful recruiters could be required to repay workers for illegal fees charged. Ontario is also proposing to hire a dedicated team of officers to crack down on THAs and recruiters who are exploiting and trafficking domestic and foreign workers. “From day one, my ministry has worked to ensure any employer who abuses the rights of their workers — no matter their passport — will quickly find our officers at their front door,” said Monte McNaughton, Minister of

Labour, Training and Skills Development Ontario. “This legislation would, if passed, be the toughest of its kind in Canada — ensuring every worker in Ontario has unprecedented protection today and, in the years to come.” Provincial inspections have revealed there are multiple temporary help agencies in Ontario illegally paying people below the minimum wage and denying other basic employment rights. In doing so, they gain an unfair competitive advantage over law-abiding agencies by undercutting rates. Under the proposed legislation, THAs and recruiters would be vetted before being issued a licence to operate. If the legislation is passed, the government intends to require licences as early as 2024.

New wage subsidy aims to promote agriculture to recent graduates

A new wage subsidy program has been launched with the goal of recruiting recent post-secondary school grads into agriculture. The Canadian Agricultural Human Resources Council (CAHRC) has partnered with the federal government’s Student Work Placement (SWP) program to create Growing Opportunities. The program will support Work Integrated Learning (WIL) opportunities in the agriculture industry for agriculture and non-agriculture students. “Recruiting young people into agriculture jobs is an ongoing challenge for employers across the country,” CAHRC said in a news release. “These agri-workforce gaps inevitably lead to lost sales, production delays, and stress across the entire value chain with no end in sight.” Through Growing Opportunities, employers in agriculture are encouraged to hire students from diverse academic backgrounds to qualify for a wage subsidy of up to $7,500 per student.

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Neil’s legacy was firmly rooted in giving. It was his belief that in life or in business, if everyone could give back just a little more than they had received, we would all be richer, especially in spirit.”

”

Tony DiGiovanni Executive Director, Landscape Ontario

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Ontario plans to raise minimum wage to $15 According to the CAHRC, hiring from non-traditional agriculture fields will bring new innovation to the sector and inspire under-represented groups such as women, Indigenous people, disabled people, and newcomers to engage in the industry. Employment opportunities may include full- or part-time positions, as well as co-op placements, internships, field placements or applied projects to solve particular problems for employers. For an employer to qualify, they must have the financial capacity to pay the full wage for the duration of the placement. Subsidies will be administered after receiving the final pay stub at the end of the placement. As well, employers must be a registered Canadian business, postsecondary institution or not-for-profit organizations from the agriculture industry. To hire a student through the program, visit magnet.whoplusyou.com/lp/ cahrc-ccrha.

The Ontario government announced plans to raise the provincial minimum wage to $15 per hour. The Ontario government introduced legislation to increase minimum wage as the cost of living has increased considerably throughout the past several months. However, in many cases, wages have not kept pace. If successful, the legislation would see the minimum wage increase by 65 cents per hour, and come into effect on Jan. 1, 2022. “Ontario’s workers have been the unsung heroes of this pandemic, as they’ve stocked shelves, kept our supply chain moving and helped so many of us enjoy a meal among family and friends at a local restaurant,” said Premier Doug Ford, who announced the increase on Nov. 2. “When we asked labour leaders what their priorities were, increasing the minimum wage was at the top of

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the list. As the cost of living continues to go up, our government is proud to be working for workers, putting more money into their pockets by increasing the minimum wage.” Students under the age of 18 who work 28 hours a week or less when school is in session, or work during a school break or summer holidays would see an increase from $13.50 to $14.10 an hour. Homeworkers, who do paid work out of their own homes for employers, would see an increase from $15.80 an hour to $16.50 an hour. From January to August 2021, there were about 763,500 workers at or below the proposed general minimum wage of $15 in Ontario. A full-time worker making the general minimum wage could see an annual earnings increase of $1,350 in 2022 under the proposed legislation.

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EXECUTIVE DESK

The best kept secret in the landscape profession

bout 35 years ago, I met Joe Morello at Humber College. Back then, I was the coordinator of the Landscape Program and Joe was a first-year apprentice enrolled in the Horticultural Technician Program. Joe eventually went on to start Premier Landscaping & Design, a well-regarded provider of high-end landscape services in the Greater Toronto Area. Joe later served as the president of Landscape Ontario’s Toronto Chapter, and he is currently chair of the association’s Landscape Contractor’s Sector Group. I would venture to say that the Apprenticeship Program changed Joe’s life for the better. Joe is not alone. I have personally observed many others who have benefited from the Apprenticeship Program. Recently, I listened to a great podcast called the Impact of Apprenticeship. You can find it at landscapeontario.com/podcast. In the podcast, LO’s Scott Barber interviews James Canton (a landscape contractor), Steve Neumann (Algonquin College professor), and Kelly Harsh (a Red

Seal Certified Journeyperson). James began his career through education at Algonquin College and eventually started his own business. He now sponsors apprentices like Kelsey — one of his employees. Their stories are further proof of how the Apprenticeship Program changes lives for the better. The Apprenticeship Program is a gift that keeps on giving. It was started years ago by Landscape Ontario. It was designed by the profession for the profession. The first program was hosted at Humber College, but now several colleges throughout the province, including Algonquin, Fanshawe and Mohawk, offer in-school training. By far, one of the most difficult issues facing our profession is employee recruitment and retention. It is a proven fact that when employers offer training opportunities to staff, they stay longer. Knowledge breeds enthusiasm. Employees begin to understand that becoming a landscape professional is a rewarding career. The competency of the organization is enhanced. As far as I can see, there is no downside to enrolling your

employees in the Apprenticeship Program. The Apprenticeship Program provides your organization with a built-in, industrydesigned training program that elevates skills and enhances safety. It provides employees with a sense of pride. In addition, there are huge financial incentives for both the employer and employee that also make it a no-brainer from a cost perspective. The apprentice even earns wages while they learn. In my view, every member of Landscape Ontario should consider enrolling at least one employee in the Apprenticeship Program. And when it comes to enrolling, Landscape Ontario has a dedicated team of specialists that can assist you with every step of the process. For more information, visit the Apprenticeship Program website at HorticultureTechnician.ca and email me directly if you are interested.

Tony DiGiovanni CHT LO Executive Director

tony@landscapeontario.com

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MEMBERSHIP

GROWing the industry one recruit at a time

recently had the opportunity to sit in on Landscape Ontario’s GROW team’s strategic review meeting. After learning about what everyone has been working on, it is clear to me that this program is an incredibly valuable opportunity for our profession. While this program alone won’t solve all of our labour issues, it is will certainly help. It will be even more effective once we’re able to expand the program province-wide. The program is still in pilot mode as the team builds and refines the processes, but the important work of recruiting new entrants to the industry, training existing industry staff, and helping business owners be better employers is happening right now. Throughout the day’s meeting it was ultra-apparent that the people on LO’s GROW team are wholly committed to setting up this program based on the initial “hiring hall” vision set out by the pioneers of Landscape Ontario many years ago. LO’s GROW team spent the better part of the afternoon dissecting every process,

Joe Salemi (far right) with members of LO’s GROW team.

scrutinizing why every step is in place and the order in which they occur. What’s really important to know and what impressed me the most was just how invested they were to make sure it’s the best overall experience for recruits that are completely new to our industry. There are many impressive components to this program. Firstly, there are LO staff actively recruiting to bring people with no previous connections to the landscape and horticulture industry into the fold and to get them passionate about working outside. They’re also working with existing staff of some LO members to put together professional development plans to level up their skillsets. Of which, $1,600 is provided by LO’s GROW program to help fund their professional development. Lastly, but equally important as the first two, the team is working with business owners to help them be better employers. Combined, we have a formula for a multi-layered approach to closing the labour gap in Ontario. The LO GROW team is especially talented and highly-skilled as employment and workforce development specialists.

Joe Salemi CAE LO Deputy Executive Director jsalemi@landscapeontario.com

We’re thankful everyday for the work they do. Amanda Laszcz Anna Hulskramer Candice Styles Joan D’Souza Liz Blaauwendraat Lori Harding Melissa Kooiman Rebecca Harrison Sonam Arora Sally Harvey Vicki Thomson I understand we have some recruits in the Hamilton and Toronto areas that still need to be connected with employers. These recruits have gone through introductory training with some great instructors from the landscape and horticulture profession. If you’re in the Hamilton or Toronto areas and interested in accessing some of these recruits, please contact me by phone or text at 905-220-4106 or email (below). To find out more about LO’s GROW program, visit growoutdoors.ca.

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SMART ABOUT SALT

Climate change and its impact on winter maintenance

ecently, it was difficult to turn on the TV or listen to the radio without hearing about the COP26 summit in Glasgow, Scotland. The 2021 United Nations Climate Change Conference, more commonly referred to as COP26, was the 26th event, held from Oct. 31 to Nov. 13. This meeting featured many of the world’s political and

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thought leaders, all with varying knowledge, opinions and ambitions surrounding climate change. Due to the COVID-19 pandemic, COP26 was delayed for a year and while the outcomes from the two-week gathering have and will be debated, what is clear is those with an interest in winter maintenance are experiencing major changes that appear to correlate to climate change. A lay person might wrongfully assume that a warming planet will see a decrease in the need for snow and ice management, but the reality is exactly the opposite. As with warmer months, the winter storms we are experiencing are often more severe and unpredictable. For example, the term “polar vortex” has entered our lexicon. The deep freeze that gripped much of the United States and Canada in late January 2019 has been blamed on a “polar vortex.” With this weather event, we saw a dramatic decrease in temperatures. So much so that hundreds of schools, colleges and universities in the affected areas were closed. Around 21 people died in the United States due to severe frostbite. States within the Midwest region of the U.S. had wind chills just above -45 C. At these extreme temperatures, the ability of many deicing media to effectively work as desired is significantly compromised, frostbite can occur within a few minutes of exposure, and machines that are typically used to plow snow struggle to operate in such cold. The polar vortex is also thought to have had effects in Europe. For example, the 2013–14 United Kingdom winter floods were blamed on the polar vortex, while bringing severe cold in the United States and Canada. Similarly, the severe cold in the United Kingdom in the winters of 2009-10

and 2010-11 were also blamed on the polar vortex. While extreme weather events necessitate a re-thinking about what winter maintenance management practices should be deployed, they aren’t the entire story behind the impact climate change is likely having on winter maintenance plans. As the weather changes, we’re seeing more freeze-thaw cycles. Warming temperatures through the day melt snow and ice, which will often re-freeze when temperatures drop overnight. This means greater care and attention to how parking lots and walkways are constructed. It also means winter maintenance professionals are likely to spend more time addressing ice build-up to mitigate slip and fall claims. From an environmental standpoint, we’re seeing more salt applied, which has many associated negative impacts on the environment and infrastructure. Necessary changes to winter maintenance practices also impact the bottom-line: More attention to winter maintenance resulting from more freeze-thaw cycles means more money is being spent on people, equipment and products. So, while our leaders continue to meet and debate climate change, winter maintenance contractors, facility owners and others are already experiencing the negative impacts of changing climate.

Lee Gould Executive Director, Smart About Salt Council

lee.gould@smartaboutsalt.com

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PROSPERITY PARTNERS

How to keep the employees you have

can’t believe the 10-part, LO Peer to Peer Network Business Bites series has come to an end already! Last month, I had the pleasure of chatting with Domenic Richichi from EIO Solutions. Who focused on creative ways to keep the employees you’ve worked so hard to get in the door, onboard and train. Domenic summed up what we’re experiencing as employers beautifully: This is a Worker Revolution. In addition to COVID-19 management challenges, the ‘Great Resignation’ (Millennials), and the ‘Great Reshuffle’ (Generation Z — where up to 70 per cent of employees moved jobs in the last year), there’s a huge paradigm shift that employers must make in order to improve their recruiting and retention results. This is something I’ve spoken about at countless LO Peer to Peer Network workshops, in this column and online for several years. It was nice to have Domenic validate it from his vantage point. In addition, Domenic offered some excellent advice:

Cross-train key employees

By ensuring your key employees are nurtured to have not only depth of experience and knowledge, but breadth as well, you’ll be sure to avoid burnout, boredom, and will be able to have ‘pinch hitters’ in a variety of divisions or roles when you need them most. And with your best players cross-trained, they will be able to support a broader team development with onboarding and mentoring in-house.

Life-work balance vs work-life balance

Yes, it’s a thing. Generation Z and younger Millennials are changing the face of

balancing priorities in the workplace. They are redefining what they focus their energy on, and you need to adapt to meet them where they’re starting from. Top of mind are wages and benefits. You need to move away from a ‘one size fits all’ model and approach toward benefits. Gone are the days when one plan suited all, and where one plan was seen as a true benefit to everyone to the same degree. Your younger employees have different visions of ‘benefits’ than your older demographic. We’ve moved into an era where a focus on overall wellness trumps coverage for prescription glasses and gym memberships trump prescription plans for many younger workers.

Lifestyle accounts

Many employers have started to offer these health spending accounts in recent years. They can be set up by your benefits provider and customized to how employees can spend the money you budget for them by setting up company policies on what’s an acceptable expense. Lifestyle accounts are where it’s at if you want to engage employees in a benefits plan that’s ‘sticky.’

Lead, grow, support and engage

These are the four pillars of employee management from EIO Solutions. (EIO by the way, stands for Employee Investment Optimization). Lead: Many of you have heard me talk about this before: creating hope, pride and a co-created company vision; clear, concise communication; creating opportunities for employees to continually make valued contributions.

Jacki Hart CLM Prosperity Partners Program Manager info.peertopeer@landscapeontario.com

Grow: First, your company has to sell itself to your employees constantly. It’s not the other way around. Gone are the days when a candidate came in to try to convince you why they were the right fit. Now, you have to convince them you’re offering a great place to work. Secondly, your company has to select the right fit people for the right seats in the company bus. EIO Solutions has recently partnered with Predictive Success to provide both a role assessment tool, as well as a candidate assessment tool to ensure you’re recruiting the right people. Support: Health and safety compliance, and having the culture to support and engage everyone in that mindset is paramount. Having the HR systems, a handbook, standard operating procedures, etc., helps the company run smoothly and consistently. Engage: Empower everyone to do their best. Set each person up to succeed every day. Equip them to do their job properly through training that’s effective, proactive and timely. Motivate the team to continuously improve, giving casual feedback and updates on progress toward goals and targets. And reward them. Reward for creativity, critical thinking, solutions, new processes, etc. Reward them for hitting or exceeding KPI’s. Avoid letting people feel like they’re being taken advantage of or like they’re unappreciated or just a number. Engage, engage, engage. The reality is that the work paradigm has changed. Your workforce has changed it’s perspective as to what’s nice, desirable, enticing, engaging and ‘sticky.’ Are you ready?

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