Landscape Alberta Green for Life Sept/Oct 2019

SEPTEMBER/OCTOBER 2019 VOL. 7, NO. 5

A LANDSCAPE ALBERTA MEMBER PUBLICATION

Does Your Company Do a Good Job of Integrating New Hires?

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SEPTEMBER/OCTOBER 2019 VOL. 7, NO. 5

CALENDAR ADVANCING THE PROFESSIONAL LANDSCAPE INDUSTRY MANAGING EDITOR Joel Beatson CONTENT & EDITING Kyla Hardon LAYOUT Kris Locke

September 13, 2019 Western Canadian Snow & Ice Management Summit Deerfoot Inn & Casino, Calgary, AB

November 13, 2019 Landscape Alberta Nursery Producers Annual Auction Calgary, AB

November 14 – 15, 2019 Green Industry Show & Conference Calgary, AB

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www.greenindustryshow.com

www.snowandice.ca

Landscape Alberta Green for Life is a professional publication for the landscape trade in Alberta.

Editorial and Advertising Landscape Alberta 18051 107 Avenue NW Edmonton, AB T5S 1K3 P: 780-489-1991 F: 780-444-2152 admin@landscape-alberta.com Landscape Alberta does not assume responsibility for and does not endorse the contents of any advertisements herein. All representations or warranties made are those of the advertiser and not the publication. Views expressed herein are those of the authors and do not necessarily reflect the views and opinions of Landscape Alberta or its members.

Material may not be reprinted from this magazine without the consent of Landscape Alberta.

ISSN No: 1929-7114 (print) ISSN N0: 1929-7122 (online) Landscape Alberta Board of Directors

CONTENTS

04

Industry and Association News

08

Preparing Our Replacements

Brian Gibson, Green Drop Lawns Ltd., Chair Ken Ruddock, ULS Maintenance & Landscaping Inc. Cody Brown, Tree to Tree Nurseries Ltd. Jeff Oudyk, CSLA, AALA, JLG, Land Tec Landscape Contractors Ltd., Vice Chair John van Roessel, CLM, CLT, JVR Landscape (2006) Inc., Treasurer Keith Plowman, K Plowman Contracting Ltd. CLM.

12

Does Your Company Do a Good Job of Integrating New Hires?

Laura Watson, Finning Canada Adam Jansen, The Jansen Group Landscape Alberta Staff Joel Beatson, CAE, CLM,­­ CEO joel.beatson@landscape-alberta.com Marnie Main, Member Services Director member.services@landscape-alberta.com

14

A Look Back at Our Association

Valerie Stobbe, Trade Show Coordinator valerie.stobbe@landscape-alberta.com Kyla Hardon, Communications Coordinator kyla.hardon@landscape-alberta.com Lindsey Johnson, Events & Relationship Coordinator lindsey.johnson@landscape-alberta.com Cheryl Teo, Bookkeeper accounting@landscape-alberta.com On the Cover Rinaldi Residence, JVR Landscape (2006) Inc., Landscape Award of Excellence.tif Follow Our Social Media Instagram: @landscapealberta Twitter: @landscapeab

NEW MEMBERS Earthfix Inc. Dylan Nichols PO Box 80001 Calgary, AB T2R 0B2 Phone: (403) 290-0093 dnichols@earthfix.ca www.earthfix.ca

Facebook: @landscapealberta

GREEN FOR LIFE SEPTEMBER/OCTOBER 2019 • 3

Industry and Association News Repeal of Bill 6 – Farm Freedom and Safety Act Consultations Landscape Alberta has had very good uptake on the drive to restore agriculture status to the nursery and sod sectors under the Employment Standards Act with the new UCP Government. They are conducting a series of consultations both via survey and in person meetings between now and the end of August.

Exact dates/locations for meetings are to be announced and we will work with members to make sure Landscape Alberta is represented at each meeting to get our message across.

Alberta One-Call Wait Times We continue to work with folks at Alberta One-Call on the longer than average delays being experienced this season. If you have examples we can forward along to support our case please forward a ticket number and length of wait time to joel.beatson@landscape-alberta.com.

Invasive beetle from Asia confirmed in Edmonton A major pest on hardwood trees in China has now been found in Edmonton for the first time.

The Asian longhorned beetle is considered a regulated invasive pest in Canada and attacks a variety of hardwood trees.

The city was first alerted after a concerned resident called 311 in May after they saw a beetle emerge from a pallet in an industrial building. The city’s pest management lab quickly identified the bug as the first detection of the Asian longhorned beetle in Edmonton.

Within 24 hours the lab placed traps near the site while the Canadian Food Inspection Agency worked to properly dispose of the wood in the shipment.

The beetle measures up to 3.5 centimetres long and has a lengthy, banded antenna along with distinct, bright white spots on its shiny black back.

In the meantime, it is imperative that every single impacted member fills out the survey. While the survey does not include any specific question related to our request for farm status, the last question in the survey does include a space for comments. The survey should take 10-15 minutes to complete.

20. The government is collecting feedback over the summer and plans to introduce the Farm Freedom and Safety Act in the Fall. Is there anything else we should consider?

We suggest you use a version of the following: Nurseries/sod farms/greenhouses be restored as having rightful status as agricultural operations under the Ministry of Labour & Immigration legislation. My operation is a farm and should be fairly treated as such.

The survey should take 10-15 minutes to complete. W feel that much of the work done under the Bill 6 working groups was quite good. Having OHS apply to operations above a certain size, giving farmers a choice in private or public (WCB) for workplace insurance, and following the Ontario model for unionization on farms were all hard fought but reasonable accommodations.

THE SURVEY: https://extranet.gov.ab.ca/opinio6/s?s= 45800 Please send an email to bill6@landscape-alberta.com to confirm you have completed the survey.

2nd Annual Western Canadian Snow & Ice Management Summit The Second Annual Western Canadian Snow & Ice Management Summit takes place September 13, 2019 in Calgary! A day packed full of education from industry leading professionals, networking with peers from the snow and ice management industry, and trade show from top industry manufacturers, dealers and suppliers.

Visit www.snowandice.ca for more information.

GREEN FOR LIFE SEPTEMBER/OCTOBER 2019 • 4

Industry and Association News The Canada Training Benefit: New - How will it impact your business?

The Government of Canada has just announced new funding for training, but it looks like there may be unintended consequences for employers.

Background: Funding announced in the 2019 Budget as follows: 1. Training Credit information: A new, non-taxable Canada Training Credit to help Canadians with the cost of training fees.

Eligible workers between the ages of 25 and 64 would accumulate a credit balance at a rate of $250 per year, up to a lifetime limit of $5,000. The credit could be used to refund up to half the costs of taking a course or enrolling in a training program. An individual’s credit balance would be included in the information the Canada Revenue Agency sends them each year.

2. A new Employment Insurance Training Support Benefit to provide workers with up to four weeks of income support through the Employment Insurance (EI) system.

This benefit, expected to launch in late 2020, would help workers on training leave and not receiving their regular paycheque cover their living expenses, such as rent, utilities and groceries. To ensure that the Training Support Benefit works for employers as well

as workers, Budget 2019 also proposes to introduce an EI Small Business Premium Rebate to offset the upward pressure on the employer premium rate for small businesses resulting from the introduction of the new EI Training Support Benefit.

3. New leave provisions to protect workers’ ability to take time away from work to pursue training.

The Government intends to consult with provinces and territories on the design of the new Canada Training Benefit, to ensure that workers can take the time they need for training, knowing that they’ll have a job to come back to when their training is done.

Update July 9, 2019 Before the Canadian Training Credit goes live, the Government is asking for employer input to determine the details of how this will work. It would be beneficial for you to understand what this means to your companies and how it can potentially affect your staffing.

The government is now looking for input from employers, and it could have some serious implications for small-medium businesses, especially in seasonal operations.

Examples: • staff leaving at a busy time to take a course.

• losing more than one staff at a time • staff leaving to take courses not relevant to your business/industry • staff leaving to take courses without notice or very little notice

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GREEN FOR LIFE SEPTEMBER/OCTOBER 2019 • 5

Industry and Association News Approved applicants that are Indigenous or non-profit are eligible to receive 80% funding up to the maximum $14,000 in funds.

Approved projects that hire a youth facing barriers may receive 80% of total eligible costs, up to a maximum $14,000. They may be eligible to receive an additional $5,000 to cover extra costs associated with hiring and supporting youth facing barriers.

Applications will be reviewed on a first-come, first-served basis as long as funds are available. Applicants are strongly encouraged to apply early.

More information and eligibility requirements: http://bit.ly/2YL1XCS

Youth Employment and Skills Program Youth Employment and Skills Program provides funding to organizations for the creation of agricultural internships that provide career-related work experiences to youth and youth facing barriers.

Employers must apply on or after June 3, 2019 for their project to be considered. If approved, projects can start on or after April 1, 2019. Approved projects will be eligible to receive 50% of total eligible costs, up to a maximum of $14,000 in matching funds.

City of Edmonton IPM Policy Adopted City of Edmonton’s council recently passed an update to their Integrated Pest Management (IPM) Policy that will help to align several previous policies that were sometimes at odds with each other. This is seen as a positive, pro-science move by the City that moves away from demonizing some products over others, but instead focuses on sound horticultural principles. Special thanks to Edmonton area members that volunteered to speak on this matter at the committee meetings. Hearing directly from professionals is an important part of helping our politicians make informed decisions.

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GREEN FOR LIFE SEPTEMBER/OCTOBER 2019 • 6

Industry and Association News Reminder: Employment Standards Changes – Bill 2 An Act to Make Alberta Open for Business On May 26th the Government of Alberta introduced Bill 2 to the legislature. This contains many changes that could impact Landscape Alberta members.

• $13 an hour youth minimum wage. Comes into effect June 26, 2019. This applies to students working less than 28 hours per week or less when school is in session. The rules changes during times when school is not in session or if the youth is not registered in school. For full details see here. (https://www.alberta.ca/minimum-wage.aspx#p7954s2) • Return of the ability for employers and employees to develop a straight-time banked hours arrangement. (Return to Banked OT at 1:1 ratio allowed). Comes into effect September 1, 2019. Banked hours will be valid for six months. All hours in the bank prior to September 1 will be treated at the 1:1.5 ratio.

• Return to a holiday pay qualifying period of 30 workdays in the last 12 months before the general holiday. This will also include a return to regular/irregular workday distinction. If a holiday falls on normal workdays and they work on the holiday they are still entitled to the same amount of general holiday pay as before.

The two options being: • The employee gets 1.5 times their regular wage for hours worked and Sod Potted & Caliper Trees Firewood average daily wage.

• The employee gets their regular wage Landscaping Services Shrubs & Perennials rate for hours worked and average daily wage with one day off work • Labour relation changes include a return Annuals & Hanging Baskets Mulches to secret ballot voting for union certification votes and a return to a 90-day Tree Installation Rainbow Play Systems period for unions to provide evidence of support for certification.

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The return to Overtime banking agreements at the straight time ratio is an excellent policy change for many seasonal businesses and something Landscape Alberta has worked for on behalf of members over the last two-years.

As always, the change in rules around employment standards can be a confusing time for employers and employees. Landscape Alberta is here to help with any clarification or questions you may require. Please contact the office with any questions. Landscape Alberta will continue to monitor developments and ensure members are well informed moving forward.

Blue Grass Nursery, Sod, & Garden Centres Red Deer: 1-855-533-4777 Calgary: 1-877-826-0468 Edmonton: 1-780-862-4383

www.bluegrassnursery.com

GREEN FOR LIFE SEPTEMBER/OCTOBER 2019 • 7

Preparing Our Replacements

BY BOB COULTER

For years, many of us have taken great pride in the fact that we are very good at our jobs. When we talk to our family or friends or our boss, we say we are the best foreman, supervisor, nurse, landscaper, painter, or widget maker in our company. This thought has provided us with comfort because there is job security in being the best in our current position, and we believe that we will be compensated fairly by doing a good job. The challenge is that being good in one area could be a potential detriment to truly growing our careers.

Have you ever been a part of this conversation in a coaching session or in your annual performance review and heard one of the following statements ... “I know that you want to move up in the company, but we don’t have anyone that can take your place” or “I appreciate what you do for the company, but I can’t afford to pay you any more money for this role.

You have hit the ceiling in this position” or “You do a good job, but you have not spent any time developing yourself in preparing for another role in the company.” The secret to

career growth is found in how we look at where we are today and identify what steps it will take to get us to the next level of contribution and compensation.

Moving up in the company is not for everyone, but it has proven to be an important goal for many individuals. The first step in the journey is to see where you want to go in your career and what it will take for you to achieve your objectives.

When individuals have a compelling picture of where they want to go, the energy and motivation abound.

One of the challenges that we have as we grow as a leader is to evolve from doing to teaching and coaching.

Many people have the talent to lead but have not developed the leadership skills needed to be successful. The value of a leader increases as someone learns to find a balance between improving himself and developing those around him. Success comes when we are able to achieve our objectives and be catalysts by helping the people on our team achieve theirs.

GREEN FOR LIFE SEPTEMBER/OCTOBER 2019 • 8

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Remember that every organization needs talent, and your role as a leader is to find and prepare your replacement to play your current position so together you can move forward to create better opportunities for the future.

Preparing Our Replacements

“Choose talented people. Don’t be afraid to find someone that has the potential to be better than you are in your current role.”

If you want to learn more about the power of PEOPLE SOLUTIONS THAT DRIVE BUSINESS PERFORMANCE, contact: JP Horizons Inc., 7245 Mildon Drive, Painesville, OH 44077 Phone: (440) 352-8211, jim@jphorizons.com, www.jphorizons.com

Steps to Higher Roles • Choose talented people. Don’t be afraid to find someone that has the potential to be better than you are in your current role. There is no substitute for talent.

• Identify the key elements of your role that need to be executed and communicate those expectations to your direct report. You want them to understand what is expected from the position.

• Create a plan for their skill development. Development does not happen by accident and you need to lay out the details of how you will train them.

• Serve as an active coach providing your direct report with honest feedback about their current performance and partner with them on how they can improve.

• Be sure to celebrate with them as they grow, reward them for their progress and ensure that they are empowered to take on new duties and responsibilities.

Personal Handoffs Just as great business leaders thrill in seeing their teams excel and grow, great parents and grandparents love to see their children step up and take responsibility. We are actually, in a personal sense, preparing our family members to “take over for us.” We want to teach them to care about others in their lives, take responsibility in their communities, and make choices to better themselves while impacting others in a positive way. We want to see them in a thriving marriage with a balanced lifestyle creating a loving environment for their own family. Part of our legacy in life can be found in what we see our children do with theirs.

So what can we do today to prepare our personal replacements? Make your own list and consider the possibilities below.

• Be the example • Help them plan and set goals • Encourage independent decision making • “Be there” at all times • Believe in their potential • Expect the best

GREEN FOR LIFE SEPTEMBER/OCTOBER 2019 • 10

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Does Your Company Do a Good Job of Integrating New Hires?

BY MONROE PORTER

It’s difficult to find a contractor who does not groan and moan about the shortage of good people. It is a real crisis in many areas of the country. For the past few months’ unemployment has hovered below 5%. Economists consider 4% full employment. If you calculate the number of people on unemployment for six months or more, which are basically people with unemployable skills, we are actually under the magic 4% full employment number. Yet many contractors operate the same way they did in the 1960’s and wonder why they have employment challenges. While there is no magic wand that can be waived to find the perfect employee, much can be done to improve many contractors’ efforts.

I recently had the opportunity to teach a foreman class as part of the Midwest Roofing Convention. It was an all-day class, so I had time to integrate exercises and interaction within the class. I paired the class into teams of two and asked the simple question as to what a hard-working new employee who knew nothing about roofing should know at the end of

30 days on the job? It was amazing to watch how the group struggled with the question. It quickly became obvious that the majority of the companies attending had no 30-day review system or process for on-boarding a new employee.

This is a pretty simple question. At your next foremen meeting, take a moment and ask your foremen what a new employee should know at the end of thirty days? You may be surprised to find out that no one is really giving the new hire clear direction.

If you read the various research and statistics on line regarding employee turnover, lack of on boarding and a bad boss lead the lists. Remember your first day on a job.

Did they send you after a skyhook or left handed hammer? Unfortunately, we not only haze new employees but also fail to realize what a big deal it can be to be a firsttime employee. For most employees, their first day on the job is way more traumatic and stressful to the employee than the company.

GREEN FOR LIFE SEPTEMBER/OCTOBER 2019 • 12

Integrating New Hires What is onboarding? Onboarding is the process of strategically integrating new employees into company culture, systems and job requirements through training, mentoring, coaching & management connection. In other words, what is your company doing to help new employees succeed?

• Do you welcome them aboard and introduce them to others in the crew?

• At the end of the first day, do you check in with them?

• How about a review at the end of the first week?

• Do you give them targets on what they should know at the end of 30 days?

• Have you assigned a mentor to help train them and explain the ins and outs of the company?

• Does the new employee really understand what he or she needs to do to succeed?

(403) 203-3338 admin@foothillsnurseries.com

Or does your company operate by the mushroom school of management? Keep them in the dark, throw lots of manure at them and hope they grow. Today’s employment market place is very competitive. It is important to establish an environment where new employees can succeed. If not, they will simply go somewhere else.

Another interesting thought, is who is the new employee’s actual boss? In larger companies, the owner and general manager rarely talk to new hires. So, who is responsible for a new hire’s success? The foreman. Some foremen are good at this but many are not. I have a better question. Do the foremen even think onboarding a new employee is an important function of their job? I doubt it. Is it written into the foreman job description? If not the foreman, does the project manager see it as his or her role?

Who is in charge of firing that new employee? Is that same person in charge of assigning mentors and training for new people? As companies grow, it is imperative that there is a clear understanding of who the boss is and who is responsible for the employee’s destiny.

I would like to suggest a simple experiment. Go into the field and ask some of your new hires specifically what do they think they need to know or be able to do to reach the next level in your company. Next, ask them who is their boss and is responsible for their success. I bet in many cases you get vague answers and even worse, blank stares.

Too many contractors have little or no HR function and in big companies that have HR, it is frequently seen as an office function. HR need not be a complicated process. It starts with some simple steps. First, establish what the employee needs to do to flourish. Next assign someone to be responsible to mentor and help that employee succeed. Be specific. Give the new hire and mentor both a clear explanation of what they should know in 30 days. At the end of 30 days, review both the mentor and new hire together. Times have changed and it is only going to get harder to hire experienced roofers. To succeed, you must look inward and into your ability to get people up and running.

GREEN FOR LIFE SEPTEMBER/OCTOBER 2019 • 13

A Look Back at Our Association

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GREEN FOR LIFE JULY/AUGUST 2019 • 14

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