VOLUME 25, NUMBER 4, 0834-20X
APRIL 2010
Our Students and Graduates
...WORKING FOR YOU. IN THIS ISSUE:
• A culture of health and wellbeing • Safety - take it personally • Caring for an aging population
We see an accelerated career.
A CGA designation can help you build the career you want without sacrificing the life you want to live. Find the future you’ve been looking for at www.cganl.org.
We see more than numbers.
LEADERSHIP
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EFFICIENCY
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PRODUCTIVITY
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S U S TA I N A B I L I T Y
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MANAGING RISK
Contents IN THIS ISSUE Business News is a monthly publication of the St. John’s Board of Trade. Reproduction of any material contained in Business News is permitted provided written approval from the St. John’s Board of Trade. Articles and criticisms are invited, but opinions expressed by contributors do not necessarily represent those of the St. John’s Board of Trade. We encourage you to support the business leaders whose names and products you see advertised in this issue as well as throughout our entire membership. The Board reserves the right to edit submissions. Editor:
Krista Penney
Printed by: British Group of Companies Layout: Roxanne Abbott
ST. JOHN’S BOARD OF TRADE EXECUTIVE Derek Sullivan Jo Mark Zurel Steve Power Janet Peddigrew Bruce Templeton Sherry Walsh
COVER STORY
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CHAIR’S MESSAGE FEATURES
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KEEPING CURRENT MEMBERSHIP
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Chair Senior Vice-Chair First Vice-Chair Second Vice-Chair Immediate Past Chair Treasurer
BOARD OF DIRECTORS Keith Healey Kim Keating Jerry Kirkland Jeff LeDrew Denis Mahoney Margot Bruce O’Connell Brenda O’Reilly Celina Stoyles
STAFF Nancy Healey Jennifer Chaytor Lori Coleman Margie Davis Craig Ennis Wanda Palmer Krista Penney Sherry Ryan
Chief Executive Officer Manager, Finance & Compliance Business Affairs Manager Sales Manager Vice President of Policy and Communications Events Marketer & Administrative Coordinator Manager of Member Communications Member Relations Administrator
St. John’s Board of Trade 34 Harvey Road P.O. Box 5127 St. John’s, NL A1C 5V5 Canada Tel: (709) 726-2961 Fax: (709) 726-2003 E-mail: mail@bot.nf.ca Website: www.bot.nf.ca
Business News
April 2010
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Cover Story ...working for you Memorial University offers a suite of opportunities which allow employers to interact daily with students and new graduates
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xperiential education is the primary way that teaching and learning is connected to the employer community in Newfoundland and Labrador. It may take the form of an internship, service learning, experiential employment, co-operative education, or clinical and field placements. Memorial University holds a unique place in the social and economic fabric of this province. Over 80 per cent of our alumni work in Newfoundland and Labrador and you may be one of them. They are your fellow business and community leaders, your employees, and your friends. This institution has educated and continues to educate the leaders of tomorrow, and many of these future leaders want to stay right here. In order to better equip these students with the skills needed for today’s workplace, the education from Memorial occurs both inside and outside the classroom. Students at Memorial have never had more opportunities to access on campus employment, co-operative education programs, service learning opportunities, and experiential learning placements. Currently there are over 1500 co-operative education and 3000 experiential learning placements annually. Memorial’s experiential learning programs allow students to develop skills and gain knowledge that are valuable in the work place. Co-operative education allows students to gain work experience through 14-18 week on-site placements. Students in some co-operative education programs can graduate with the equivalent of up to two years of relevant work experience. Other students gain experience through Memorial’s many on-campus employment programs and all have participated in professional development seminars to complement their in-class education. Service learning 2
opportunities and volunteer experiences, both on and off campus, produce civic minded graduates who have volunteered on rewarding projects and gained valuable real world experience. Just one program, The Volunteer Incentive Program, saw 200 students volunteer 5,460 hours in 2009. These are experienced, engaged individuals you want working for your organization. Whether it’s been a summer or part-time, co-operative education or graduating student, those who have hired from Memorial indicate often the positive impact our students have made. Many of our students come from international locations that could provide lucrative connections for growth minded businesses, and still others have had international exposure through study or work. Memorial students and alumni are adaptable and able to keep up with the fast paced changes of the business and technological world. They are dependable and ready to embrace any challenge. Students and graduates you hire are a strategic investment that will assist in resolving short and long term staffing issues. Succession planning is an issue facing many sectors of the economy and given the recent economic growth rate in the St. John’s region it will continue to be an issue for the foreseeable future. With nearly 2000 new graduates every year that are ready and able to transition into the workforce and help meet your needs, your April 2010
next new hire may be in the class of 2010. With wide-ranging undergraduate and graduate programs, Memorial students and alumni are able to work in any sector. We have co-operative education students from business, engineering, computer science, economics, applied social psychology, political science, recreation, physical education and kinesiology. Additionally, we offer a multitude of programs in arts, science, and music, as well as the health and education fields. We offer a recruitment-made-easy system that will help you with all your hiring needs. Want to hire a co-operative education, graduating or summer/parttime student? Career Development and Experiential Learning and the Division of Cooperative Education can help you along the way. From job postings, to information sessions, and interview rooms — we help with every step of the hiring process so hiring from Memorial is easy for you. These services are free of charge because we believe in our students and alumni and know they are prepared for the world of work. As well, watch for our annual on campus Career Fair and Virtual Job Fairs bringing large numbers of students and graduates directly to you and your opportunities. Whatever your needs, get Memorial University students and graduates working for you!
Business News
Chair’s Message one quarter in This month’s theme for Business News is one that I find aligns nicely with the refreshing start of spring
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he late winter in St. John’s can be a little gloomy and nothing lifts your spirits like that day of sunshine after a week of rain. So when we talk about personal and professional development, health and wellness, think of it like spring cleaning for our careers and for our established routines. A bit of a health check on these things in the spring is good. We have finished the first quarter of 2010 and for a number of people we have just wrapped up a fiscal year as well. It is a good time to take a hard look at what we have accomplished and want to accomplish professionally, and how our personal attributes, training and other characteristics contribute to that. For those of you that will examine where you are, where you want to be, and how you’ll get there, keep in mind that there are many members of the Board of Trade with expertise to help you. Our members can help you with your professional and personal goals, and keep you in shape to achieve them. They are people with professional designations, members of national and international regulatory and professional bodies, and leaders in their fields. And they are business people like you who know the importance of combining balance with forward progress. Balance with forward progress is something of a mantra of the Board of Trade. It comes up in our discussions around the board table and it is something that we talk about publicly because we believe in this principle. We recognize that things are interrelated and that a change in one area can cause either positive or negative effects in another area. Our role, in everything we do at the Board, is to contribute to positive outcomes. Our networking and social events are aimed at contributing to your professional development and hopefully have effects on your personal development as well. In Business News
Chair, Derek Sullivan fact, our Member Value Team, Ambassador Committee and other committees consistently look at ways to deliver events that are relevant, enticing and valuable. They do this by drawing in members of the business community – your peers – to
“Our role, in everything we do at the Board, is to contribute to positive outcomes.”
decisions that the Board makes so that its advocacy efforts make the environment in which you do business better. Consider it a health and wellness program for your organization. You will have heard a lot about balance and forward progress in our advocacy activities. We are focused on prosperity because that has not only economic and business effects but contributes to social objectives, the environment and the community at large. We seek, and contribute to, balanced debate on local issues such as development because both balance and forward progress are necessary for St. John’s. What the Board does and how it approaches things mirror what you do and how you approach things. We recognize, just like you do, that when you try to develop yourself as a professional, you can’t help but improve yourself at a personal level. When you make a conscious effort to be healthy and well, you are doing your professional self a favour. My personal challenge to you is to look back on the first quarter of this year, and maybe the last fiscal year, and seriously consider what you need to do personally and professionally to make you, your organization and your community even better. From time to time, it’s something we should all consider. Hopefully this edition of Business News not only helps you consider it, but gives you the tools to act on it. I look forward to your results. Sincerely,
work on your behalf. But they need your help too. Talk to an Ambassador and tell them what you think of the professional development opportunities offered by the Board of Trade. Our Ambassadors are a front-line link between you and the Board of Directors. The information you give them helps the Board make decisions that better serve you. Those decisions aren’t always on networking events and speakers for the luncheons either. They encompass policy April 2010
Derek Sullivan
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Feature employment law What is “wrongful dismissal� anyway? Part II: Reasonable notice
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n last month’s magazine, Part I of this article set out some of the basic principles of wrongful dismissal lawsuits. A summary: • The employment relationship is a contract • Like a contract, an employment relationship can be ended by giving “reasonableâ€? notice • If an employee has violated an obligation arising from the employment contract, no notice to terminate the contract is required • If there is no cause, an employer must give an employee proper notice of the termination of the employment contract • The “wrongfulnessâ€? of a dismissal is the failure to provide proper notice where there is no cause
What is “reasonable� notice? If the amount of notice of termination on which the employee and the employer have agreed is written down somewhere, the courts will usually follow that agreement. That is why it is important to have it in writing. It can be in a letter of offer or in a formal contract or in a policy manual. As long as the employee knows about it prior to the hiring, it will be followed. Well, as
Brian R. Gatien long as the notice is at least the minimum covered in the Labour Standards Act or, for federally regulated employers, in the Canada Labour Code. • If the amount of notice has been agreed between an employee and an employer and it meets the minimum statutory requirements, then the courts will give effect to that agreement. If the amount of notice is not written down, the courts will imply a “reasonableâ€? notice period. The principle underlying notice is: what amount of time is necessary for an employee to find a comparable position elsewhere?
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Article submitted by Brian R. Gatien, B.Comm., MBA, LL.B., C.H.R.P. GatienLaw, Counsel to Employers. Brian practices management-side labour relations and employment law in St. John’s. He is a member of the Bars of Newfoundland and Labrador and Ontario.
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The courts will look at a whole range of factors to make that determination, including the age of the employee (older means more notice), the employee’s level in the organization (higher means more), the education and qualifications of the employee, length of service (longer service means more) and so on. There is no fixed formula for determining the amount of notice; however, the amount will be much greater than set out in employment standards legislation simply because of the development of the case law in employment cases. • Employers are at risk when they have not set out an agreement with an employee on the amount of notice for the termination of the employment contract. This is a very basic outline of what wrongful dismissal is about. Readers need to be cautioned that each circumstance will produce different results. Employers should consult legal counsel as early as possible in the employment relationship, at the earliest before a hiring and at the latest before a decision to terminate is made. Employers should also be aware that there are significant developments in the case law regarding the manner of termination, that is, how the employee is treated in the process of termination. Also unfolding is the notion of “constructiveâ€? dismissal in which the courts “constructâ€? a firing based on the circumstances an employee faces. For example, the courts will say that an employer has effectively fired an employee who has resigned in the face of continued harassment. Both of these notions have added complexity to employment relationships and the ending of them. They each require fuller explanation and readers should seek advice from a lawyer.
April 2010
Business News
Feature holistic corporate wellness Creating a culture of health and wellbeing
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esearch indicates that lifestyle choices are the most important factors in determining overall health. The secret is not in healthcare, but in consistent self-care. While traditional (Western) medicine has been primarily focused on illness, the holistic wellness approach encourages personal responsibility for one’s health and wellbeing. Employees of corporations that support this philosophy experience the benefits of a workplace that is positive and healthy. Wellness is a preventative approach, designed to provide optimum levels of health, as well as emotional and social functioning. Holistic wellness places emphasis on all aspects of an individual’s life: body, mind and spirit. Most importantly, it is the understanding that actions, feelings, thoughts and beliefs have a direct impact on overall health. Any organization can benefit from a customized holistic workplace wellness program. The cost of healthcare for employees can be staggering. Currently, the most expensive method of managing health care is through crisis management. That is, to delay intervention until a health problem exists and then rely solely on treatment. Holistic corporate wellness, on the other hand, works to prevent these future costs by focusing on maintaining good health now. Holistic corporate wellness provides the essentials for optimal health. It offers nutrition counseling, diverse exercise choices such as yoga and pilates, and even meditation and reiki for improved energy. Studies indicate that for every dollar spent on a corporate wellness program, the returns have been cost savings of between $2.30 and $10.10. Research studies on wellness indicate that individuals who take responsibility for maintaining personal health are healthier, happier and more productive. This can result in decreased absenteeism, fewer sick days, reduced claims, lowered health and insurance Business News
Carl George costs, and improvements to employee performance and productivity. Holistic corporate wellness programs translate into fewer injuries, less human error, and a more harmonious work environment. Wellness programs are instrumental in keeping people on a healthy living pathway, especially in office environments where the employee may be sedentary and stressed for significant portions of the day. The body is an instrument that must be nourished with the appropriate food, exercise and stress management techniques. The holistic health approach at work provides both the physical and mental components of self-care to accomplish optimal health.
April 2010
Meditation is an integral component of holistic wellness, beginning with a simple breath. The breath connects the mind to the body and creates better circulation throughout the brain and the entire body. This in turn supports overall health, relaxation and the ability to focus. Stress reduction is a natural byproduct of deep breathing, and is in contrast to the shallow breathing of most people during times of anxiety and depression. Making a lifestyle commitment to achieve wellness can be quite challenging for any individual. Taking on this goal as a corporate initiative may appear impossible and unrealistic. But responsible employers can reap the benefits of successfully attended programs at work. The benefits of work wellness programs are quite a lucrative investment with surprising dividends. In short, such programs make good business sense! Carl George – B.A., B.Ed., nutritional and wellness specialist, personal trainer, sport conditioning specialist, and owner of Healthy Living, www.carlgeorge.ca
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Gardiner Centre Connects pay now or pay later In an old TV advertisement for auto repair, a greasecovered mechanic stares into the camera and warns, “you can pay me now or you can pay me later,” – the implied statement is that you’ll definitely pay
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his old adage about vehicle maintenance holds true for training as well. Either you pay for people to be trained or you will pay the price of not having trained them. The cost of not training is much more difficult to measure but is often more detrimental to the organization than the cost of “preventative” training. The costs of ineffective management decision-making, employment grievances or disgruntled employees are often not easy to calculate. There may also be direct effects such as lost business, expensive recruitment and hiring efforts or punitive lawsuits. In addition, the ensuing indirect effects such as the management time involved in fixing the problems or dealing with other consequences are immeasurable in many cases. Suffice to say the indirect costs most certainly exceed the costs of good training, which can prevent such issues, and their expensive and sometimes hidden costs. With such expensive consequences of not training people, why are training budgets still viewed as discretionary and one of the first things to be cut in more difficult times? Doesn’t it make more sense to invest in developing employees’ skills and abilities so that your organization can be more competitive, especially when times are challenging? When so many organizations claim that one of their greatest assets is their people, why is investment in this asset of such low priority? One answer is that people are unconsciously, or consciously, viewed as a longer-term asset. When short6
Brian Hurley, Director, Gardiner Centre term results are being measured and emphasized, investing in longer-term assets can be deferred. This approach echoes the famed statement of fans of a losing sports team, “there’s always next year”. This is a dangerous game of Russian roulette. Organizations that cut training, an investment in the key human capital asset, risk losing the very asset that they often claim to be critical. In today’s work environment a multigenerational employee group is common. Younger (Gen-X and Gen-Y) workers look for leading edge projects to work on – often as an alternative to monetary compensation – as they value continuing opportunities to enhance their skills and education. Cutting training budgets in such an environment encourages those young people to look elsewhere for work, to organizations where they can fulfill their desire for personal growth. As bad as the impact of training budget cuts can be, spending money on ineffective training is worse. This is a pay now AND pay later scenario. So, it is not only important that the investment is made, but that it is made in the right training. To ensure this happens, it is advisable for organizations and individuals to establish a mutually agreed upon learning plan for those individuals who will benefit from training. Individuals should realize April 2010
that their organization needs to receive return on its training investment and organizations should support individual interests and career aspirations through supporting their training requirements. Obviously a balanced approach, including an ongoing dialogue, can help arrive at a mutually beneficial plan to support individual training needs in support of broader organizational objectives. Such an approach can not only be an employee retention strategy, but it can be a recruitment enticement as well. Organizations that offer career development and training are more attractive to job seekers than those that do not. From a skill set point of view, the make (train) versus buy (hire) decision can be debated on both sides. However, in my opinion, taking existing loyal and culturally ingrained employees and giving them the training they need is far less risky than hiring a fully skilled recruit that must get ‘up to speed’ on the organizational norms, mores, culture and operational processes. Perhaps then the old auto repair adage should be updated for the training discussion. When it comes to training, “you can pay now or pay a lot more later”. Brian Hurley is Director of the Gardiner Centre, the outreach unit of Memorial University’s Faculty of Business Administration. You can connect with Brian at bhurley@mun.ca. Connect with the Gardiner Centre at gardinercentre@mun.ca to explore customized training solutions for your organization.
Business News
Feature safety-Take it personally Very often, well meaning advice is prefaced with “don’t take it personally but...” When it comes to safety in your home, workplace or anywhere in between, you must take it personally
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n the workplace, occupational health and safety legislation is based on the philosophy known as the Internal Responsibility System. It is a system based on the commitment, involvement and accountability of all parties in the workplace. Underlying this philosophy is the employers’ legal and moral duty to provide a safe and healthy workplace. It promotes open communication among all parties regarding their duties and responsibilities. The Internal Responsibility System is based on: • •
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Personal responsibility – individuals take responsibility for their own safety and the safety of their co-workers Cooperation – clear lines of responsibility, authority and accountability for dealing with health and safety issues in the workplace must be established and workers and employers must work together to identify and resolve occupational health and safety issues Right to know – all workers have the right to know the hazards in their workplace.
This only works when everyone accepts that accidents and illnesses have causes that can be eliminated or greatly reduced and have a sincere wish to prevent these accidents and illnesses. Every person must be aware of what their responsibilities are and what they can do to change matters. Every person must also have a clear understanding of their own skill, ability and limitations and should have the capacity to carry out their responsibilities and as an individual, going beyond just Business News
• • Jackie Manuel complying with the rules and standards and striving to continuously improve processes that reduce risk. In the safety field, it is commonly understood that that the factors that contribute to hazards fall into four categories – People, Equipment, Materials and Environment. From a personal perspective, each of us can have a very significant contribution to safety. People that contribute to hazards in the workplace (by either creating them or controlling/ eliminating them) would include: • • • • • •
contractors, customers, visitors, suppliers and the general public; executives who establish policies, procedures, practices and standards; engineers and designers who create the workplace environments; individuals responsible for preventative maintenance systems; those who select, hire and place individuals in specific jobs; and employers, workplace leaders, supervisors and workers.
Each and every one of us make decisions every day that have the potential to impact, positively or negatively, our health and safety or that of another person in our workplace or home. Taking it personally could include: •
resolve or correct any hazards that you April 2010
have the ability to correct – you may prevent an injury or save a life; report all hazards to your supervisor; participate in workplace inspections; ask questions if you don’t understand; actively participate in safety training ; wear your personal protective equipment and inspect it prior to use; read the minutes from your Occupational Health and Safety Committee meeting; check labels and MSDS before using any chemicals; serve on or support your OH&S Committee and its safety initiatives; and “don’t follow the crowd” - if you see someone working unsafely, don’t follow suit.
In addition, millions of visits to the local emergency room are the result of accidents that happen in our homes. If we all take the time to apply some of the safety principles we use and have learned at work, we may prevent injuries in our personal lives as well. Consider: •
Wearing the correct personal protective equipment when competing home renovation projects • Taking the time to consider a job before we begin and, if necessary, find a safer way to do things • Reevaluating the products that we expose our families to everyday when we bring them into our homes • Consider making your home a safer environment and teaching your children a valuable lesson in safety as well. Whether in our homes or from an occupational health and safety perspective, we have rules, regulations, policies, procedures and programs that identify who is responsible for what but, at the end of the day, the only behaviour that you can absolutely control is your own. Take it personally! Jackie Manuel, P.Eng. is Chief Executive Officer with the Newfoundland and Labrador Construction Association. For more information visit www.nlsca.com. 7
Feature a careful balance With the baby boomer generation moving into the senior stage of life, more of our time has to be allotted towards establishing a means of caring for our loved ones
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owever, in today’s fast-paced and hectic world the task of providing time and energy for our loved ones can often unintentionally fall to the wayside in the midst of a busy schedule. The majority of us who provide care also have full-time employment along with children of our own. Juggling work and family obligations can be difficult to manage. However, no one can deny that family should always come first when it comes to prioritizing. The question is: where do we draw the line between what is beneficial to the health and well-being of our parents and much-beloved relatives and the pressing commitments that are paramount to our professional lives? While there are advantages to providing care, there are plenty of questions regarding the emotional cost of giving so much of ourselves to another. How many hours a week is enough? Is it possible to balance a professional life with a home life effectively? When does caring for others start to come at the price of our own health and wellness?
Jennifer Gibbons and Donna Burke Stressing your health Many types and intensities of stress can accompany home care. This can not only be extremely difficult to manage without an informed and active support system but can also begin to affect other areas of life that require attention. It can result in lack of sleep and recreational time. Often, feelings of guilt invade our professional lives, family lives, and our personal time. Family members who provide care – particularly high-intensity care – can feel stressed and dissatisfied with the balance between life at work and life at home.
What is home care?
Easing the strain
When we think of home care we often think of those whose are frail and completely dependent on others, however, home care envelopes a variety of services over many levels of necessity. Often, meal preparation, light cleaning, or even companionship is all that is needed. Unfortunately, these acts of kindness can become burdensome to family, as primary care givers. We are already dividing our time between the office, kids, household responsibilities, and relationships, so that down-time seems like a hopelessly unattainable goal.
Finding alternative solutions to deal with commitments can be beneficial by giving us a healthier overall lifestyle while improving productivity. However, we often rely on our employers to provide programs and services in order to assist with this balance but we often do not identify our actions outside of work as a possible culprit of this imbalance. We can find ourselves ashamed of asking for help, but such relief is not only well-deserved, it’s necessary to maintain a healthy lifestyle. In a society where smartphones and spreadsheets are the norm, it’s easy to let
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April 2010
life slip into an endless series of balancing acts. Often a rest from the responsibilities of tending to loved ones is all we may need to get our schedule back on track. The time-consuming labor of love can lead to a great deal of stress and burnout, resulting in compromised physical health, poor performance at work, and feelings of depression and isolation. Hiring the help of a professional home care assistant can significantly relieve that burden and allow the family caregiver to keep his or her social well-being. Caring for loved ones is an opportunity to give back to those who spent their lives giving to you, but you should always make sure that you are physically and emotionally able to do so while ensuring the rest of our responsibilities and commitments are also accomplished. Jennifer Gibbons is a registered nurse and Director of Quality Care at CareGivers Inc. - a nationally accredited home care agency. Donna Burke is a nurse and Manager of Home Care at CareGivers Inc. For more information email: info@ caregiversnl.com
Business News
Feature community health Health, wellness and the life work balance
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n Atlantic Canada, there are more than 100,000 people working with nonprofit or charitable organizations. What does “health and wellness” mean to those working in the voluntary sector? Often we are small shops - only one or two employees, meaning we often wear “many hats” and “burn the candle at both ends” with evening meetings, never ending special events and weekend conferences. It is rewarding and challenging at the same time. We are fundraising pros, always looking for new sources of funding to operate our organizations, we are human resource gurus, recruiting the best employees and extraordinary volunteers who want to give back to their communities, we are marketing wizards, promoting education, programs and services and last but not least, we advocate tirelessly for those who depend on us. Bottom line? We often put others first, and our health and wellness needs at the end of the endless “to do” list. We need a reminder that it’s ok to take care of ourselves first- following the example of the airlines perhaps, putting on our own oxygen mask before assisting others. I am blessed (or cursed perhaps, given the long days sometimes) to be based in my home, as are many other nonprofit colleagues. Are we isolated? Not at all! How do we balance life and work and stay well? Strong networks are important. I depend on colleagues for advice, support and networking and they are only a phone call or email away. How do we take care of our own health and wellness? One provincial chapter of professional volunteer managers, NLAVR, hosts social events that allow members to relax, enjoy some good food, and de-stress. We often host speakers at our monthly lunch and learn sessions who share insights on the work-life balance, offering practical tips on what keeps us healthy and well. What have we learned? Sometimes we should say yes. Yes to more healthy Business News
April 18-24 is Volunteer Week The St. John’s Board of Trade would like to thank volunteers throughout the St. John’s area for their commitment and dedication to the community.
activities, yes to some vacation time to recharge our batteries and yes to more social time outside work. Sometimes we need to say no. No to another special event, no to expanding programs, and no to more responsibility overall. It’s about what will work for you and for your organization and achieving a balanced harmony. Sometimes we get asked, given the challenges in the sector, what motivates us? Just recently I managed a project which offered emergency first aid training to seniors. These seniors are active in their communities, caring for spouses and grandchildren at the same time. I knew that seniors would welcome the opportunity to learn a new skill, but even I was surprised by how popular our project was. We had wait lists (for participants) in every April 2010
community for the training. The oldest (successful) participant was a young 88 years of age! He was living proof of what most studies show: that staying active, eating well and learning something new keeps us young, well and healthy. It is rewarding and motivating to work with such great role models who stay healthy and active for many years. Feeling healthy and well allows us to be more productive and happy at home and work, and most importantly to enjoy life!
Lisa Pike is a consultant who works with many nonprofit organizations across Canada. She can be reached at l_pike@ nf.sympatico.ca
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Keeping Current policy matters Chair Derek Sullivan gave a major policy speech to Rotary in March. The following are some key excerpts:
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“The Board is going to be proactive in how prosperity rolls out in this city and this province. We have an excellent committee that is now being organized into teams with expertise in labour, taxation, energy and major projects, and small business to lead the work.” “The Board agrees with the desire to raise the standard of living for all Newfoundlanders and Labradorians… we all want to avoid artificial prosperity, a situation where people are making more money but are no better off.” “Heritage and progress can coexist. In fact, I think they must coexist. Balance is a key principle in development...heritage and historical integrity are not reliant on one single building or view.” “Business is part of the community. Business people are volunteers and neighbours who care about the city and province…business and community goals do not have to be mutually exclusive. In fact, community goals are helped by having decisions made by local business people and we need to prevent them from being attracted to other cities.”
• “Companies should be able to operate
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in a business environment which respects and values their right to grow and prosper because with this follows growth and prosperity for the entire community…we welcome investment and must find ways to make this happen, not discourage it.” “We need to ensure that our policies, regulations and attitudes welcome new buildings and encourages the investment required for a vibrant downtown. If we do this, our downtown will be the focal point of our success for many years to come.”
dollars spent on servicing deficit and debt are dollars not available for public services. The Board did welcome a general holding approach on taxes, and a renewed focus on innovation. On the issue of Marine Atlantic’s $175 million investment over two years, the Board believes government can go further in supporting this multibillion dollar trade corridor and will continue to advocate for this. To help the Board’s small business members learn more about the budget, a “What SMEs need to know” document is available at www.bot.nf.ca/publications. asp
City collaboration The Board, through its Municipal Affairs Committee, recently provided input into the City of St. John’s Integrated Community Sustainability Plan and its 2010-13 Corporate Strategic Plan. The Board welcomed the opportunity provided by the City to comment on and contribute to the development of these plans and continues to build excellent working relationships with the municipal government.
Provincial budget
Federal budget reaction
At the time of Business News publication, the provincial budget had yet to be released. The Board has been advocating for items such as tax competitiveness (including elimination of the payroll tax), funding for enhanced systems at the St. John’s airport, debt payment and other issues that will contribute to prosperity. When the budget is released, the Board will articulate its members’ views publicly and ensure that the advocacy work continues.
The Board publicly expressed its concern over the $54 billion federal deficit and the upcoming years of deficit, noting that
For more information on policy and advocacy, including news releases and policy papers, visit www.bot.nf.ca/policy.asp
April 2010
Business News
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Keeping Current around the board
Dr. Wilfred Zerbe, Dean of the Faculty of Business Administration at Memorial University, spoke to the St. Johnâ&#x20AC;&#x2122;s Board of Trade on March 10. Dr. Zerbe talked about his vision for the faculty and its relationship with the business community.
Board of Trade members enjoyed great food and had a laugh at Yuk Yuks during a business mixer on February 25 hosted by the Comedy Club. Business mixers are a great way to network with fellow members. 12
Board of Trade members enjoyed an afternoon on the rink, with pizza and refreshments afterwards, at a new event, Networking on Ice hosted by Mile One Centre and sponsored by The Lakeside at Thorburn.
Chair Derek Sullivan draws for a door prize at a recent Board of Trade business mixer at Yuk Yuks Comedy Club. April 2010
Business News
Keeping Current upcoming events Luncheons
Business Mixer
Join us as Mayor Dennis O’Keefe addresses the St. John’s Board of Trade on development in the downtown and the economic development results in the first quarter of 2010.
Business mixers help facilitate networking and offer members the opportunity to meet in a relaxed atmosphere. Join us as Floor Source Inc. hosts our next mixer.
Date: Thursday, April 22th Date: Wednesday, April 7 Time: 4pm – 6pm Time: 12:30pm – networking, 1pm – Cost: Included with membership luncheon Location: Floor Source Inc. Cost: $39.50 member rate, $79 non- 210 Kenmount Road members Location: Holiday Inn Lunch ‘n’ Learn th
Kevin Casey of the Idea Factory, this year’s winner of the St. John’s Board of Trade Business Excellence Award, speaks about lessons learned from what small companies can do, which “giants” only wish they still could. Join Kevin as he brings us, Being Small is Big!
Progressive Management Consulting (PMC) Lewis Efford of PMC will provide practical and results-oriented advice on when and how to use assessments in the workplace.
Date: Wednesday, April 14th Time: 12:30 pm – 2:00 pm Date: Wednesday, April 28th Cost: $25 member rate, $50 non- Time: 12:30pm – networking, 1pm – members luncheon Location: St. John’s Board of Trade Cost: $39.50 member rate, $79 non- 34 Harvey Road members Location: Comfort Inn Airport
Book your tickets now! Call Wanda at 726-2961, ext 9 or email events@bot.nf.ca
Business News
April 2010
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Membership member news Members receive ‘Employer of Distinction’ award Victorian Order of Nurses (VON) St. John’s Chapter and Bennett Restaurants were recognized at the NL Employers’ Council’s seventh annual Employer of Distinction awards. They were selected from a group of seven progressive local employers vying for this year’s award. VON, the local branch of Canada’s largest, national, not-for-profit, charitable home and community care organization, winner’s in the small employer category, were recognized for their involvement of staff in decision making, work life balance, recognition of staff achievement and commitment to safety. Bennett Restaurants, operators of St. John’s area McDonald’s restaurants, were the
winner’s in the large employer category. Bennett Restaurants were recognized for their progressive human resource focus, employee communication, dedication to the happiness, health and well being of staff, and their volunteer work in the community.
Reaching new heights… and more destinations While most airports in the country experienced negative growth in 2009 due to the economic recession, the St. John’s International Airport was one of only a few airports in the country that experienced positive growth, making its 0.8% increase in passenger growth truly impressive. As the local economy continues to grow, growth in passenger
traffic is expected to continue. In support of the needs of travelers, particularly the local business community, the St. John’s International Airport Authority is pleased to announce the reestablishment of a direct link to Europe. Air Canada will resume its seasonal service to and from St. John’s to London Heathrow on a daily basis from May 27 – September 26. Go Travel Flights, via Monarch Airlines, will also offer a direct flight to Europe, with a once weekly flight (Thursdays) to and from St. John’s to London Gatwick from June 10 - October 7. Air Canada will also begin offering a year-round daily direct flight to and from Goose Bay, starting May 1. For more information, visit www. stjohnsairport.com .
NEW Executive CMA Program The Certified Management Accountants of Newfoundland and Labrador are proud to announce the new Executive CMA Program. The Executive CMA Program is an unparalleled opportunity for experienced business leaders to gain a professional management and accounting designation. The part-time program is pursued alongside an intimate group of peers within an expedited, yet flexible, timeframe. CMA Newfoundland and Labrador has also recently introduced the Accelerated Bridging Program for the workforce. This enables General Managers, Junior Accountants, Sales Managers and more to obtain the pre-requisites to write the CMA National Entrance Exam. For 3 years running, 100% of the Fall Accelerated Program graduates successfully passed the CMA National June Entrance Exam! Now that’s preparation and a huge success story! The CMA Accelerated Program is an extremely challenging endeavor that I thoroughly enjoyed and found ultimately rewarding. It required significant commitment, but provided an excellent grounding in accounting and an indispensable basis on which to prepare for the CMA National Entrance Exam. The instructor, Jacques Maurice, was very knowledgeable and possessed that rare ability of explaining complex concepts in simple terms with humor and example.The program requires discipline, but for serious students the rewards are substantial! Sincerely, Keith Matthews, MBA
CMAs are highly skilled and versatile professionals, active in all aspects of business operations − with the majority working in senior -management and executive positions.
To find out more information on how to “Become a CMA” please contact or visit us at: 31 Peet Street, Suite 104,Tara Place Contact AllisonTilley, CMA Programs Coordinator Phone: 709-726-3652 Email: atilley@cma-nl.com www.becomeacma.com
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becomeacma.com TM
April 2010
Business News
Membership member news Place your nomination The Memorial University Alumni Association is now accepting nominations for the 29th Alumni Tribute Awards and individuals are invited to nominate a deserving graduate whom they feel has contributed in significant ways to his/her profession or community. There are four categories in which a nominee may be considered: • Alumni of the Year Award • J. D. Eaton Award for Volunteer Service to Memorial • Horizon Award for exceptional alumni under the age of 35 • Award for Outstanding Community Service These awards provide a wonderful opportunity for people to identify a deserving graduate. The 2009 recipients included community leaders such as the Hon. Edward Roberts, Alumnus of the Year Award, and Mr. Harold Mullowney, Award for Outstanding Community Service. Honored as well was Memorial volunteer and businessman, Mr. Tom Bursey, J. D. Eaton Award for Service to Memorial and municipal leader and entrepreneur, Ms. Priscilla Corcoran Mooney, Horizon Award for exceptional alumni under the age of 35. Serveral changes have been made to the nomination process. This year, technology makes it easy to nominate an outstanding graduate for an Alumni Tribute Award. You can find full details and nomination forms at www.munalum.ca/tribute.php or call the Office of Alumni Affairs and Development at 737-4354, toll free 1-877-700-4081.
Board of Trade JUNO week kick-off with
Seamus O’Regan O’Reilly’s Irish Pub Friday, April 16 5-7pm
Register online www.bot.nf.ca or contact Wanda 726-2961, ext. 9 events@bot.nf.ca
The deadline for nominations is April 30, 2010.
Business News
April 2010
15
Membership member news All that jazz!
See the World from your Office Is your company seeking diversity?
Hiring Immigrants Makes Good Business Sense
AXIS Career Services a division of the Association for New Canadians, can help you connect with international professionals in such fields as:
Web Development Accounting/Finance Engineering
579-1780 ׀www.AXIScareers.net
and more!
Local jazz and blues music presenter, Wreckhouse Jazz and Blues, is initiating a marketing strategy to better target international audiences and performers and increase awareness of its events. Provincial government assistance will help support the organization’s objective of building the province’s brand as a worldclass destination for music and linking local performers with international music promoters. The $26,644 investment in the Wreckhouse Jazz and Blues marketing campaign will include the development of a new website, print materials, and advertising and public relations campaigns. continued on page 17...
Drive results with a clear agenda
MEETING TIPS
W
e’ve all been to bad meetings. You can point to several potential causes when a bad meeting strikes but there’s one area that should always be examined. The agenda. One of the most common mistakes meeting leaders make is resorting to a list of reports as their meeting agenda. Fifteen minutes for finance, 15 for marketing, 15 for sales, 15 for HR, five minutes for other business – sound familiar? There never seems to be enough time to get through the long-winded reports and running into overtime happens all too often. Using a list of reports as your agenda is never a good idea. Meetings gather people to move things forward, by making a decision, detailing an idea or planning an action. Gathering to hear a list of reports is a waste of everyone’s time. If your meeting is one hour long,
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allow 15 minutes for all reports (yes, all of them) and the other 45 minutes to drive new business. Most meetings have multiple objectives, but you should rarely have more than one or two big topics on an agenda. Take this approach and you’ll find people will give generously to those discussions. Go beyond one or two main ideas and you’ll notice distraction settling in.
April 2010
The third tip relates to time management. Everyone respects a meeting that starts and ends on time. If you need an extra five minutes, ask permission and then work hard to wrap things up. If you need more than five, your group might stick around but they won’t be happy. In their eyes, you’ve just shown a lack of skill in running the session and, worse, a lack of respect for their time. In planning your next meeting, create an outcomes-focused agenda, stick to one or two main topics, and start and end on time. These are the little things that will make a big difference.
These tips are brought to you by Myx Meeting Centre, the province’s first and only centre designed specifically to host meetings, workshops and boutique conferences. Have a question about your next meeting? Email gina@ myxmeetings.com
Business News
Membership member news ...continued from page 16 “Enhanced marketing efforts will also help us better develop a corporate sponsorship program, thereby increasing community engagement and revenues, allowing us to secure headlining international artists,” said Kirk Newhook,
Executive/Artistic Director, Wreckhouse Jazz and Blues. “The Wreckhouse International Jazz and Blues Festival has emerged as an anchor attraction in the St. John’s area,” said the Honourable Shawn Skinner, Minister of Innovation, Trade and Rural Development.
“Along with entertaining thousands of people annually, it leads to significant direct and in-direct economic spin-offs.”
Attention Payroll, Accounting & HR Professionals
Your Medical and Injury Management Specialists across Newfoundland & Labrador Our professionals can help you with: Pre Employment Screening / Medicals Drug and Alcohol Testing Return to Work Planning Outcome Oriented Rehabilitation Back Injury Prevention Ergonomic / Workstation Reviews For more information please contact our office at 722-7676 or visit our website at www.fitforwork.com
Business News
April 2010
As Canada’s foremost trainer of payroll practitioners, the Canadian Payroll Association (CPA) has over 30 years of experience designing and delivering up-to-date and comprehensive education for payroll professionals, payroll service providers and other business professionals who have a functional responsibility for payroll.
Taxable Benefits and Allowances (1-Day Seminar) Learn the payroll implications for a full range of taxable and non-taxable benefits and allowances. Wednesday, June 3 - St. John’s, NL
HR Fundamentals for the Payroll Professional (1-Day Seminar) Designed for payroll professionals who want to build their HR skills toolkit and add further value to their organizations. Friday, September 24 - St. John’s, NL ADVOCACY AUTHORITATIVE KNOWLEDGE CERTIFICATION
Visit www.payroll.ca under Professional Development for curriculum, costs, location and to register online.
NETWORKING PROFESSIONAL DEVELOPMENT
Questions? kristinab@payroll.ca 1-800-387-4693 ext. 128
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Membership member profiles Are you looking to partner with a company who will look after your technology needs and requirements? Breton has been providing professional services to the local and international business sectors since 2001. Our services include: Programming / Design t 8FC .VMUJNFEJB %FTJHO t #VTJOFTT *OUFMMJHFODF 3FQPSUJOH t 4IBSF1PJOU 4FSWJDFT IT Services t 4BMFT 4VQQPSU t 8FC )PTUJOH t 0VUTPVSDJOH Call the Breton team today to arrange a NFFUJOH UP TPMWF UIBU *5 JTTVF UIBU IBT CFFO outstanding for so long.
For more than 20 years RBR Development Associates Ltd. has been raising results for our clients. Since its founding, RBR has grown to become one of the countryâ&#x20AC;&#x2122;s leading full-service fund development firms. Whether it is capital campaign planning and direction, major gift programs, strategic planning, prospect research or planned giving, in each case we apply our skills to help clients maximize their opportunities. Our ultimate goal is to ensure that the proper organizational structure, systems and people are in place so that our clients become self-sufficient regarding their fund development needs. www.rbrdev.com
Breton 4VJUF 2VJEJ 7JEJ 3E 4U +PIO T NL Canada A1A 1C1 5FM 'BY Email: info@bretonsolutions.com
Therapeutic Services Physiotherapists are able to offer comprehensive care through a single provider, thereby simplifying the treatment and claim management process. We specialize in assisting employers streamline their WHSCC and insurance claims, resulting in reduced costs associated with injured employees. Our services include: Occupational rehabilitation services â&#x20AC;˘ Functional capacity evaluations â&#x20AC;˘ Physical demands analysis â&#x20AC;˘ Ergonomic assessments â&#x20AC;˘ Onsite job coaching/return to work planning
â&#x20AC;˘ Workplace safety seminars (i.e. back education, office ergonomics, etc) â&#x20AC;˘ Pre employment/post offer assessments - Urine/drug testing - Alcohol testing - Physical testing Treatment services â&#x20AC;˘ Physiotherapy â&#x20AC;˘ Massage therapy â&#x20AC;˘ Acupuncture For further information please call 753-3372.
The Canadian Red Cross offers Occupational Health & Safety approved First Aid Programs in St. Johnâ&#x20AC;&#x2122;s
Log on to www.redcross.ca/firstaid to or Call 1-877-356-3226
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April 2010
Business News
Membership member profiles
The Belle of the Bay Inn on beautiful Bell Island is your year-round ‘stay, play or just get away island destination’. This former convent has been lovingly renovated and updated to a four star bed and breakfast inn. With it is the special charm and warm island hospitality to make your visit for business or pleasure a memorable one. At the Belle there are eight guest rooms, a licensed Belle’s Cafe and Bistro, gift shop, and electric bicycle rentals. A place with all the comforts you need. Relax and enjoy sweeping views of Conception Bay from this romantic retreat only 20 minutes from St. John’s and a short scenic ferry ride across the ‘Tickle’. Your adventure ‘overseas’ awaits! (709) 488-2500 www.belleofthebayinn.ca
Desjardins Financial Security (DFS) is a subsidiary of Desjardins Group, the largest integrated cooperative financial group in Canada. Every day, over five million Canadians rely on DFS to help them prepare for life’s contingencies and plan a financially secure retirement. DFS offers a flexible array of life and health insurance as well as savings and retirement products and services designed to meet the changing financial security needs of individuals, groups and businesses across Canada. DFS delivers these products and services with the help of dedicated employees and partners who are committed to ensuring the satisfaction of their clients. DFS has been active in Atlantic Canada for the past 20 years and is proud to be part of the St. John’s business community. Visit us at www.desjardinsfinancialsecurity.com.
Spring classes starting in April.
Metro Self-Storage has been serving our valued customers since 1989. Through a strong commitment to customer service, and by responding to the needs of our residential and commercial clients, we now operate three locations in the St. John’s area. We offer easy 24 hour electronic access, high security, included insurance and a wide variety of storage unit sizes. Metro Self-Storage provides both short and long-term rentals for business and residential needs. With various storage sizes available including cold and climate controlled units, we can meet your storage needs, no matter how small or large. We have also combined the latest computer technology with a commitment to personal service to create the finest facilities in Atlantic Canada.
Who says we re among the best providers of professional development courses and programs? People like you. Our clients. • over 75 classes every semester • more than 350 online course and programs • convenient scheduling
We offer: • quality content based on industry best practices • outstanding facilitators with real-world expertise
709.737.7979
www.mun.ca/lifelonglearning
Bookmark us! Online registration Advocacy priorities and papers Business tools and resources Member directory ….and more!
www.bot.nf.ca Business News
April 2010
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Membership new members TalentWorks Inc.
Lisa J. Howlett Consulting
West End Electronics
Wayne Woodard, Director of Business Development 18 Prescott Street St. John’s, NL A1C 3S4 P: 739-9072 F: 902-491-7600 info@talentworks.biz
Lisa J. Howlett, Owner 67 Pineridge Crescent Torbay, NL A1K 1L6 P: 699-1277 lisajhollett@yahoo.ca
Waldemar Scharwey, President 3 Blackmarsh Road St. John’s, NL A1E 1S2 P: 579-2222 F: 739-8911 wscharwey@westendelectronics.com
Disabled People’s International Elizabeth de Silva, Project Coordinator 874 Topsail Road Mount Pearl, NL A1N 3J9 P: 747-7600 F: 747-7603 elizabeth@dpi.org
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Harold Snow Services Group Trevor Melendy, President 11 Austin Street, Unit 101 St. John’s, NL A1B 4C1 P: 754-0330 F: 754-0356 tmelendy@haroldsnow.ca
April 2010
Business News
d r a o B r e e t n u l Vo eeting M y at 8 a d s e u T Check out cna.nl.ca
We know you have so much to do in the run of a day: work on growing a satisfying career, caring for your family, and giving back to your community.
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