The Trowel, Spring 2020

The Voice of the West Coast Wall and Ceiling Industry • www.thetrowel.ca • Spring 2020

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Community Benefits Agreements Tax Returns WorkSafeBC Inspections Pursuing a Skilled Trades Career

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The Voice of the West Coast Wall and Ceiling Industry • www.thetrowel.ca • Spring 2020

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Community Benefits Agreements Tax Returns WorkSafeBC Inspections Pursuing a Skilled Trades Career

Jessica Kirby, Publisher / Editor 250.816.3671 • jkirby@pointonemedia.com Lara Perraton, Acccount Manager / Creatives 877.755.2762 • lperraton@pointonemedia.com

contributing writers Tauhira Ali Tom Bremner Natalie Bruckner Mark Breslin Andrew Delmonico Heidi Hofsta Ted Lewis StrataTech Education Group

cover photo Courtesy of © Can Stock Photo / khunaspix

© Can Stock Photo / Goodluz

The Trowel team

14 CONTENTS • SPRING 2020

Published bi-monthly by Point One Media, Inc. The Trowel P.O. Box 11, Station A Nanaimo, BC V9R 5K4 t: 877.755.2762 • www.thetrowel.ca While information contained in this publication has been compiled from sources deemed to be reliable, the publisher may not be held liable for omissions or errors.

6 Let’s Talk Community Benefits Agreements CBAs are expected to change the landscape for administering public-private partnership contracts for major infrastructure projects.

9 Fixing for a Refund on Your Tax Return Make sure you are getting the most out of your tax return with these simple

Contents ©2020 by Point One Media Inc. All rights reserved. No part of this publication may be reproduced or duplicated without prior written permission from the publisher.

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tips.

11 WorkSafeBC Inspections

Jobsites may be open but they are subject to safety protocol, procedure, and enforcement.

14 Parents Support Children Pursuing Skilled Trades High school students and parents report high interest in skilled trade education and career opportunities.

Journal of Record for

Departments & Columns 04 editorial

19 contractors’ advice

05 guest editorial

20 it’s the law

16 feature focus

21 business advice

The Trowel is a registered trademark of the BC Wall & Ceiling Association.

17 industry news

22 advertiser index

The Trowel is published six times per year expressly for members of the wall and ceiling industry.

18 jobsite safety

editor’s COMMENT GOT RESILIANCE? Every generation has its pop culture villain—the thing that everyone over 40 says is ruining today’s youth. From Elvis’ gyrating hips to the Beatles’ tight pants, and from guy-liner in the 80s to Grand Theft Auto in the 90s, there is always something. Today, we blame cellphones and Minecraft and the fact that music doesn’t have any soul at all. But as someone whose towering hair made its mark on the 80s, I can assure you it isn’t any of those things that sends youth into a tailspin. In fact, I would venture to say that this being an ongoing concern is evidence it is a human character trait—not Eminem—that plagues our youth.

I point to resilience. Not that resilience is the bad guy but that the lack of it is what shakes us up and makes the youth go wild.

Well, not wild. But risk-taking, experimental, anti-authority, self-expressive, and passionate about being unique. They are looking for their own sense of identity and self, and the only way to achieve that is to fail at trying to be all the things they aren’t meant to be. As they fail and slough the skins that don’t fit, they learn to deal with loss, disappointment, heartbreak, and pain, and with any luck they come out the other side more resilient than ever. The rock stars and video games and gadgets are just an outlet for a bigger process we all need to form the essence of our humanity, and considering our ancestors threw themselves off of cliffs and stalked lions as their rites of passage, The Beach Boys seems a manageable foe.

Here we are at an important time in history that calls for resilience in its best form. Survivors of the first and second quarters of 2020 will need to be strong, smart, considerate, and resilient—they will be the ones who embrace change, adaptation and, in many ways, failure to see what is shining on the other side. They will be the ones who look to thinking creatively, to collaboration, and to partnering in new ways, and who are willing to reach out for the greater good.

Economically, things will never be the same. I don’t mean there will never again be growth and prosperity, but I do mean that anyone who comes out of 2020 without a fresh perspective on how to manage their business, build in security, spend and grow sustainably, shop and hire local, and weigh needs and wants clearly listened to too much Jimi Hendrix in the 70s.

We must rethink and renew our commitments to our businesses, our employees, our industries, and ourselves.

Most importantly, it’s time to stretch the resilience muscles.

We have to think about what sustainability really means and build that into our businesses. While we do it, we need to mentor our youth and demonstrate first hand what resilient looks like. They might be flailing about in finding themselves, but they are still watching out of the corner of their eye. Are

4 » The Trowel

By / Jessica Kirby, Editor

Anyone who comes out of 2020 without a fresh perspective on how to manage their business, build in security, spend and grow sustainably, shop and hire local, and weigh needs and wants clearly listened to too much Jimi Hendrix in the 70s. we panicking? Are we stressed out making rash decisions?

Are we slumping around with a doomsday attitude?

Or are we calm and focused? Maybe we are engaging our workforce in a collective sense of decision-making or finding ways to redefine our businesses so everyone shares the brunt but less so for each individual. Construction sites are still open at the time of this writing—are we showing our workforce we care by implementing the correct safety measures, communicating clearly and frequently, and behaving like the calm in the eye of the storm? That is resilience. That is the stuff survival and prosperity are made of and it is the loss of resilience—not Snoop Dogg or phat pants—that hinders our youth.

Today it is communicable illness; in the past it has been recession, global conflict, boom and bust economies, war, and a host of other issues that have sent the world awry, and although we will get through this, this will not be the end.

There will always be something—not a villain but a test of our humanity—that we will have to face collectively. How will you prepare?

So, for the foreseeable future, it’s time to be strong, be united, and think clearly about what is coming and what the future will look like. It’s time to show youth (and everyone) what it means to turn challenge into opportunity and cast light on the shadows. It’s time to be resilient. ▪

guest EDITORIAL MOBILIZING FOR THE FUTURE: FIELD TECHNOLOGY In the last two years alone, 90% of the information in world history has been generated. In all aspects of our lives, technology is moving at an unprecedented pace and elevating the way we live, work, and communicate.

Technical solutions focused on the construction industry are growing at an extremely rapid pace, as well. During 2018, US-based construction technology startups raised $3.1 billion dollars in over 130 major investment deals. How do you learn about new ideas, separate the buzzwords from the strategies, and use construction technology to your advantage in driving safety, productivity, and a competitive edge for your company?

In order to champion innovation and increase efficiency at your organization, the first step is to ensure that your company has a robust culture prepared to take on new challenges. As explained by Frederic Le Play, “the most important product of the mines is the miner.” No matter the complex buildings or other precious resources produced by your employees, the people themselves are the most important output of your company’s efforts. Focusing on a people-first mentality creates an environment of loyalty, creativity, and generates strategic mindshare far beyond that of a company driven by isolated visionaries.

To purposefully look at innovation, first seek to understand the needs of your workers and help to elevate solutions that eliminate their unique challenges. Working in the field presents high exposure risks for any construction company.

Strong safety practices reduce these risks while increasing worker focus and quality of output.

Not every safety technology is appropriate for every corporate culture. Allowing your team to champion and test their own safety practices enables employee engagement during all levels of implementation. Special consideration should be taken to avoid fatigue and worker exposure. Your body is the most important tool that will ever be used on the job and care should be taken to prevent injuries at all costs. Technologies empowering worker safety include the following: 1. Triax Technologies’ Spot-R wearables create a live network of site awareness. This enables zone-monitoring and worker biometrics while maintaining privacy limits for active jobsites.

2. Construction Robotics’ Material Unit Lift Enhancer (MULE) reduces muscular strain caused by heavy material transport. By shifting the burden of material movement to a robotic arm, workers can exercise dynamic control over site materials.

By / Tauhira Ali, Sr. Manager of Construction Technology, Milwaukee Tool 3. Smartvid.io makes use of the massive amounts of progress and security data already created on a jobsite to predict safety incidents. By leveraging artificial intelligence, this software provides information to empower workers and eliminates risks long before accidents can occur.

Connected equipment improves awareness and operating functionality during all phases of new construction and site maintenance. Smart equipment provides information that extends a human worker’s ability to make informed decisions.

Technological advancements in the field create opportunities for versatile, robust devices that can record operating and environmental information and enable contractors to perform tasks more quickly, safely, and efficiently. Below are some connected tool products that are advancing field productivity: 1. Milwaukee Tool’s ONE-KEY platform reduces worker downtime by ensuring that contractors have the right tools for the job. Through customizable tool control, ONE-KEY drives efficiency in precise and repeatable tasks, records operation information, and provides tool diagnostics.

2. Verizon Connect’s Telematics Platform keeps teams safe and engaged through scheduling and logistics tracking.

Workers can better understand and control their equipment through these connected devices.

3. Johnson Controls’ Enterprise Management 2.0 platform leverages the power of connected equipment on a comprehensive analytics system for energy management, space planning, and equipment performance. By interpreting multiple sensors through precise data analytics, key decision makers can develop proactive site plans.

Digital transformation is driven by much more than startup funding and powerful technology capabilities. In an industry where each contractor has unique identity and corporate culture, innovation must start from an internal desire to improve. By exploring new solutions and engaging employees at all levels of an organization, companies can position themselves to be strong and agile for whatever the future looks like. As the world continues to evolve and be disrupted

wallandceiling.ca » Spring 2020 » 5

Let’s Talk Community Benefits Agreements The impact of private contracts on the BC construction sector By / Natalie Bruckner

It has been more than 18 months

since B.C. Premier John Horgan announced that key government infrastructure projects would be built under new private contracts called community benefits agreements (CBAs) in the hope of better prioritizing minority groups who live in close proximity to future provincial projects.

raised than answered, despite numerous workshops and conferences being held on the subject.

While the first two projects covered by the agreement are already underway—the Pattullo Bridge replacement and the widening of the Trans-Canada Highway from Kamloops to Alberta—it is fair to say that the rollout of CBAs has been less than smooth. In fact, it seems more questions have been

To put it simply, a CBA is an agreement that sets out hiring provisions on publicly funded infrastructure projects, such as schools, roads, and dams. Typically, a CBA will include provisions for the hiring of qualified local workers, Indigenous Peoples, apprentices, and women in trades.

6 » The Trowel

While not a new concept in North America, CBAs are new to B.C. and are expected to change the landscape in which the government is administering public-private partnership (P3) contracts for major infrastructure projects in the province.

Hamish Stewart, executive secretary treasurer with the British Columbia Regional Council of Carpenters and member of the BC Building Trades (founding organization of the Community Benefits Coalition of BC), sees CBAs as a great benefit to the industry. In his opinion, fair representation has long been an issue in the province. “Women only represent four percent of workers in the skilled construction trades, and it has been that way for decades without improvement,” he says.

“Indigenous workers are also underrepresented, although reliable data is difficult to acquire due to sensitivities around self-identification and other factors. Needless to say, we must and can do better.”

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Stewart adds that CBAs also provide these groups an avenue to progress in their trade. “The member unions of the Allied Infrastructure and Related Construction Council invest more than $20 million a year in our union training schools, to which workers on a CBA will have access. Workers on a CBA will also receive training in cultural competency so that the workforce of the future is inclusive, diverse, welcoming, and free of discrimination and harassment.”

Opponents to CBAs, however, claim this is all just a case of whitewashing, adding that equality is already part of their mandate. Paul de Jong, president of the Progressive Contractors Association of Canada (PCA) explains: “Contractors know already that hiring women and Indigenous people is an obvious thing they should do, and they don’t have be told to do it,” he says. Instead, there are concerns that a focus on local hires, often in areas where there is already a skills shortage, will mean major investment will be needed, and that raises questions over where these funds will come from.

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And this takes us to the heart of the issue for opponents to CBAs: the governance of the new association and the who, what, where, and how.

According to the British Columbia Construction Association (BCCA), a true CBA is a social requirement attached to a public project during tendering, which is intended to guarantee local opportunities for equity-seeking groups and require builders to improve public spaces or provide other specific “giving back” benefits that the local community defines. This idea is fully supported by the BCCA. However, the BCCA claims that the “Made in BC” CBA is a Project Labour Agreement that favours a designated union, and this contravenes the rights of construction workers to freedom of assembly.

This concerns opponents. It is believed it will undermine the role of all employers in the industry, regardless of their labour affiliation, and discourage contractors from bidding on public projects.

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COMMUNITY BENEFIT AGREEMENTS

“Conscription of the construction workforce into designated unions as a condition of work on public projects is counterproductive to the health of our industry and our economy and infringes on our rights and freedoms as Canadians.”

“The BC CBA will require all workers on a public project to join the BC Building Trades Union; a new Crown Corporation [the BC Infrastructure Benefits Inc.] will be their legal employer; the Crown Corporation will hire, promote, discipline, and pay all workers as their employer; the BC Building Trades Union will receive dues and contributions from every employee; union rules apply: wages, hours, meals, shifts, weather, call-ins, standby vacation; and workers who belong to other unions must also join the BC Building Trades Union,” explains Chris Atchison, president, BCCA. “Conscription of the construction workforce into designated unions as a condition of work on public projects is counterproductive to the health of our industry and our economy and infringes on our rights and freedoms as Canadians,” adds Atchison.

The concern is that the CBA will tip the balance of power away from union employers to the unions themselves, subsequently undermining the role of all employers in the construction industry, whether union or open-shop.

Stewart, however, says these concerns are in a contradiction in terms. “What they are saying is that employers already have a balance of power and are worried about relinquishing some of their power under a CBA, and at the same time they are concerned about protecting the rights of their workers to freedom of assembly.

“Ideally, workers should have a say in their work life, and that’s what union representation affords,” Stewart says.

“Unions are member-driven and based on democratic principles. When workers belong to a union, they have a say in their work life. Furthermore, collective agreements are negotiated by employers and unions together, and they are aimed at regulating the terms and conditions of work in an equitable and transparent way.”

The union versus non-union debate is a tricky one, and it seems the B.C. CBAs are making some feel backed into a corner.

8 » The Trowel

“BCCA supports an economic and political system based on individual freedom and the competitive free enterprise system,” says Atchison. “The CBA requires open-shop workers to join a government union, which contravenes freedom of enterprise.”

Stewart however believes that freedom of enterprise doesn’t mean ignoring the protection of public interests.

“Unfortunately public interests have not been protected by the traditional way we’ve been building infrastructure in this province,” he says. “It’s in the public interest to provide workforce training and apprenticeship. It’s in the public interest to provide opportunities for employment and advancement to local residents. It’s in the public interest to increase the ratio of underrepresented groups in the skilled trades. And, it’s in the public interest to be fiscally responsible with taxpayer dollars. These things haven’t happened, and instead we’ve seen project after project go massively over budget.”

As examples, he cites the BC portion of the Evergreen line that was budgeted at $410 million, but whose final cost was $586 million, representing 43 per cent over budget. Another example he offers is the Vancouver Convention Centre that was budgeted at $495 million but whose final cost was $841 million, representing 70 per cent over budget.

While both sides bring forward valid points, there are undoubtedly questions that need to be addressed in order to find some common ground. And, perhaps one of the biggest gripes is that organizations like the BCCA weren’t invited to the table in the first place to have these discussions.

So where do we go from here?

The BCCA is taking four public actions concerning the controversial aspects of the government’s new policy: deploying a grassroots letter writing campaign to the premier, local MLAs, and MPs; hosting a series of members-only Town Halls across BC; filing a petition in the B.C. Supreme Court (Pattullo Bridge Petition) on the grounds that the Building Trades Only Employment Requirement breaches the freedom of expression and association rights of construction workers by forcing them to join and pay dues as a condition of working on public construction projects, and the government’s stated objectives for this requirement do not justify the infringements of the Charter of Rights of construction workers; and submitting a policy recommendation to government that will propose more productive solutions for achieving the local and equity-seeking hiring goals, as well as timely and on-budget project outcomes.

This will, no doubt, be a discussion that will continue for the foreseeable future. ▪

Fixing for a Refund on Your Tax Return © Can Stock Photo / kenhurst

By / Heidi Hofsta

As a skilled tradesperson, you build the houses where families live, the skyscrapers in the concrete jungles where people work, and the roads and bridges that get everyone where they need to go. The work you do benefits all Canadians. When it comes to your taxes, the Canada Revenue Agency (CRA) wants you to benefit, too.

Know the tools of the trade to maximize your refund No matter your trade, you need to make sure you have the right tools for the job. If you bought new tools for work this year, claim the tradesperson’s tools deduction of up to $500. Your employer will need to certify that the tools being claimed were bought by you and are necessary for you to use directly in your work. You may also get a rebate on the goods and services tax/harmonized sales tax (GST/HST) you paid when you bought them. For information on tools expenses, go to canada.ca/taxes-trades.

Are you part of a trade union? If you pay membership dues, keep your receipt and deduct the amount paid on your return.

This includes any GST/HST you paid as part of your dues.

For information, go to canada.ca and search for “Line 21200 – Annual union, professional, or like dues.”

When someone asks “Who’s the boss?” you take pride in responding, because, well… it’s you! If you’re selfemployed, you may be able to deduct reasonable expenses

you paid to earn income, such as vehicle expenses, supplies needed to complete a job, and office space expenses.

Did you convert part of your garage into a workspace for your business? When you use part of your home for business, you may be able deduct part of your maintenance costs such as heat, home insurance, electricity, and property taxes. To find out more, go to canada.ca/taxes-self-employed and select “Report business income and expenses.”

If you’re self-employed you can also get up to speed on your tax obligations through the CRA’s Liaison Officer Service.

Book a free in-person visit or group seminar online at canada. ca/cra-liaison-officer. Liaison officers will answer your taxrelated questions, discuss self-employed tax deductions, explain common tax errors, provide an overview of digital services to help with your taxes, and offer advice and help with setting up an effective bookkeeping system.

You learned from the best in your trade. Now, you want to pass that knowledge to the next generation of tradespersons.

If you hire an eligible apprentice working in an approved Red Seal trade, you may be able to claim the apprenticeship job creation tax credit. For each eligible apprentice, claim $2,000 or 10% of the eligible salary and wages payable in the year, whichever is less. Don’t need to use the whole credit amount this year? Carry the unused amount back three years or wallandceiling.ca » Spring 2020 » 9

© Can Stock Photo / PrimeStock

forward up to 20 years. For information on the apprenticeship job creation tax credit and other investment tax credits, go to canada.ca/taxes-self-employed and select “Line 41200 – Investment tax credit.”

Registering for a GST/HST account You know first-hand that the demand for skilled tradespersons never seems to slow down. As your project schedule starts filling up, it might be time to consider registering for a goods and services tax/harmonized sales tax (GST/HST) account.

You must register for the GST/HST if your business income was more than $30,000 in the previous four consecutive calendar quarters. If this is the case, you have one month from the end of the calendar quarter to register. However, if your revenue exceeds $30,000 in a single calendar quarter, you must register immediately. Even if you don’t have to, registering could let you claim input tax credits on the GST/ HST you paid on your business purchases and expenses.

This is an important benefit of owning a business and could

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put more money in your pocket to re-invest for the future.

For information, go to canada.ca/gst-hst. If your business is located in Quebec, go to revenuquebec.ca.

All projects have important deadlines Income tax and benefit returns for most Canadians are due on June 1. Self-employed individuals and their spouses or common-law partners have until June 15, to file their returns.

If there is a balance owing, the amount is due by September 1.

Last year, nearly 90% of individuals filed their returns online because it’s convenient, easy, and secure. If you file online and use direct deposit, you get your refund in as little as eight business days. There are a variety of tax software options to meet your needs, some of which are free. For a complete list, go to canada.ca/netfile-software.

Unfortunately, not every year can be a winner. If your business is facing cash flow problems and you can’t pay off your tax debt in full, contact the CRA. You can set up a payment arrangement by making a pre-authorized debit agreement through the CRA’s online portals or by calling 1-888-863-8657. To learn more about your payment options, go to canada.ca/guide-taxes-payments.

Bring down the hammer Even with all of your training and credentials, it’s important to stay vigilant and not get swayed into participating in the underground economy. If your clients suggest you do a job “under the table” or “for cash,” know that by avoiding taxes, you’re putting yourself at risk. A few dollars of unreported income here and there may not seem like a big deal, but together they amount to billions of dollars lost that are needed to fund public services in your community.

As the boss, if you pay your employees under the table, they aren’t able to access the benefits they are eligible for, like employment insurance, Canada Pension Plan payments, and workers’ compensation coverage. If you’re caught evading taxes, you could face penalties and jail time, or even lose your business. It’s not worth the risk. For more about the underground economy, go to canada.ca/taxes-undergroundeconomy.

If you have made a mistake or an omission and want to correct your tax affairs, consider looking into the CRA’s Voluntary Disclosures Program. To learn more, go to canada.ca/taxesvoluntary-disclosures.

Stay on top of the latest CRA news and tax tips. Follow the CRA on Twitter @CanRevAgency. ▪

INSPECTIONS

© Photo / Feverpitched

WORKSAFEBC

By / Warren Frey British Columbia’s safety enforcement authority is stepping up inspections as COVID-19 pushes the industry into new and risky territory.

WorkSafeBC recently announced an “inspectional initiative” to ensure British Columbia worksites are complying with new COVID-19 regulations.

Prevention officers will make sure employers and subcontractors identify known and foreseeable hazards, evaluate the impact on workers, and take steps to control risks consistent with health and safety requirements and direction from public health officials, WorkSafeBC Director of Prevention Field Services Dan Strand said.

“The initial focus of the inspection will be to engage the employer and worker representatives in a conversation to determine if they have basic controls in place to ensure the health and safety of workers,” Strand said.

Areas of focus, he added, will include whether physical distancing is taking place, whether sufficient hygiene supplies are provided, and if the employer is adhering to COVID-19 guidance from the BC provincial health officer.

Where plumbed facilities aren’t available employers must provide access to portable washroom and handwashing facilities, Strand said.

He explained that the inspections will be province-wide and said, “WorkSafeBC prevention officers will be inspecting B.C. construction sites for as long as necessary during this unprecedented public health challenge.”

Enforcement measures are also a possibility if companies aren’t complying with new COVID-19 regulations, he added.

“WorkSafeBC will consider issuing orders for noncompliance and may issue stop-work orders if there is a high risk of serious illness,” Strand said. “Penalties may be imposed for flagrant violations.”

The safety of WorkSafeBC’s inspectors as they enter potentially unsafe or contaminated areas is also a top priority.

“We’ve developed an exposure control plan (ECP) for prevention officers during the inspection initiative, which

includes training on the ECP and appropriate safe work procedures,” he says. “Officers who access and inspect these workplaces are trained in this ECP and follow safe work procedures and physical distancing.

“We are also taking steps to reduce person-to-person contact, since many inspectional activities can be done remotely.”

As the province’s population has retreated to their homes in order to self-isolate from the virus, WorkSafeBC has seen an increase in enquiries throughout the month of March.

“In the last week, we have been getting between 200 and 350 enquiries per day about COVID-19 from workers and employers,” Strand says. “While I don’t have detailed breakdowns available at this time, generally, the vast majority of callers are looking for health and safety information during the pandemic. However, we have also received calls about potential health and safety violations at worksites, and we take every one of these calls very seriously.”

WorkSafeBC is also partnering with stakeholder safety and industry organizations to help spread information on the ongoing pandemic.

“We also work closely with our stakeholders and industry associations such as the BC Construction Safety Alliance, BC Crane Safety, and the BC Common Ground Alliance to provide information to workers and employers, and to help them understand regulatory requirements and share useful tools to help protect workers during the COVID-19 pandemic,” he said.

The BC Building Trades has been collecting questions from anonymous employees and forwarding concerns about specific worksites and implored WorkSafeBC to act previous to announcement of the inspection imitative on March 24.

“We are continuing to reach out to both workers and employers, and we are aware of the important concerns raised by the BC Building Trades,” Strand said. “Our outreach to workers and employers in the construction sector will continue as we all work together to reduce the risks of COVID-19.”

This article originally appeared in The Journal Commerce on March 31 canada. constructconnect.com/joc/news/ohs/2020/03/worksafebc-starts-covid-19focused-inspections wallandceiling.ca » Spring 2020 » 11

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© Can Stock Photo / Goodluz

By / StrataTech Education Group

Over 90% Of Parents Would Support Child’s Choice To Pursue Skilled Trades Career High school students and parents report high interest in skilled trade education and career opportunities but reveal more information is needed to inform their decision

W

hen it comes to making postgraduation decisions, the most common reason high school students do not consider attending a trade school is not knowing about the options available, according to a recent survey commissioned by StrataTech Education Group, a student-first company that offers schools with technical career education programs.

14 » The Trowel

StrataTech conducted the survey to explore the attitudes and beliefs about trade schools and skilled trade careers among young Americans and their parents.

“For decades, students and parents have believed a four-year degree is necessary to succeed in life, but we believe differently,” said Mary Kelly, president and CEO of StrataTech Education Group. “When it comes to secondary education, there isn’t a onesize-fits-all approach for all graduates.

While 70% indicated their high school currently offers classes that align with the trades, only 32% reported their high school promotes trade school education as a potential path following graduation. © Can Stock Photo / Anterovium

We’re optimistic this research shows perceptions are shifting and there are opportunities to strengthen pathways to skilled trade opportunities.”

The survey included 2,000 respondents, half of which are current high school students and half of which are parents to current high schoolers. Major takeaways included: Today’s students and parents are interested in trade school education, but more information is needed.

Parents and students most commonly reported their high schools promote four-year universities (73%) and two-year college programs (45%) as post-secondary education options.

While 70% indicated their high school currently offers classes that align with the trades, only 32% reported their high school promotes trade school education as a potential path following graduation.

While slightly over half of the students (51%) shared they have considered attending a trade school, several cited several barriers to making that decision, including: • Not knowing about the options available (33%) • Expense (31%) • Lack of confidence in their ability to perform a skilled trade (26%) • Pressure from the community to attend a four-year university (23%)

career path for their child and one they would support their child pursing through post-secondary education.

Trade schools and for-profit schools are viewed just as credible as traditional college

• More than 9 in 10 (93%) said they would support their child’s choice to pursue a career in skilled trades • 62% said they would emotionally support their child’s choice • 57% indicated they would offer major financial support to fund a majority of the education with 47% reporting they would offer limited financial support, such as letting their child continue living at home while pursuing a skilled trades certification

The majority of parents and students largely agreed a four-year bachelor’s degree is required to secure a good job (70%) and offers a good return on investment (75%). Similarly, most respondents also shared for profit (82% parents/73% students) and trade or vocational schools (82% parents/73% students) are just as credible as traditional college.

Today’s students turn to personal research followed by parents/family members to help inform their pathway The survey also aimed to uncover student opinions about the sources they believe are most important to informing their decisions about their next steps following high school graduation.

Personal research ranked as the highest (28%) followed by parents/family members (23%) as the most important sources. For personal research, students largely reported turning to online sources (59%) and social media (43%).

Quality of life ranks as the most important variable for selecting a career When asked to select attributes that are important to them in a career, most respondents selected stability (69%) and quality of life (69%). Although when asked about what is most important, quality of life outperformed stability (26% vs. 20%).

For more information about StrataTech Education Group, please visit www. stratatech.com. ▪ Methodology: The survey was fielded using the Qualtrics Insight Platform with the panel sourced from Lucid. Respondents included 1,000 high school students and 1,000 parents to high school student across the United States. This article was reprinted with permission from StrataTech Education Group.

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Today’s parents would support their child’s decision to pursue a skilled trades career

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The survey also revealed optimistic opinions among parents, indicating that they view trade schools as a credible K

wallandceiling.ca » Spring 2020 » 15

feature FOCUS DRYWALL CHALLENGES: HOW TO FINISH DRYWALL WHERE IT MEETS THE SHOWER If you’re building out or remodelling a bath or shower enclosure, you’re probably wondering what the best way might be to finish the gap between the sheetrock and the shower or bath surround. There are three primary methods. We will take a quick look at each one and outline the steps so that you can finish this tricky spot with minimal fuss.

1. Filling the Gap Filling the gap means cutting the sheetrock so that it runs up to the edge of the enclosure’s mounting flange, pre-filling the recess with hot mud (setting compound), and then taping and finishing with standard drywall compound to cover the joint.

This method is simple but can lead to problems with the caulk used around the edge of the bath or shower not adhering well to the wall, causing the caulk to fall off or crack. Additionally, this method is messy, sometimes leaving compound on the bath or shower enclosure.

2. Furring the Wall In this method, you add furring to the wall studs where the shower or tub is attached. The idea is to bring the

This method is more difficult and time-consuming than filling the gap, but done right, it produces a perfectly smooth wall without bulges or unusual, unsightly joints.

gap directly. Essentially, this is a premade product that allows you to split the difference between the first two methods. This plastic extrusion consists of a support leg attached to a long mud leg, allowing you to bridge it across the gap between the rock and the enclosure and then mud over the extrusion with standard compound. A masking tear-off strip keeps compound off the enclosure.

This produces the smooth, edge-toedge effect of furring the wall in even less time than it would take to fill the gap – and without all the hassle!

3. Shower Bead The last possibility is to use a manufactured shower bead to finish the

Looking for shower bead? Visit www.trim-tex.com to learn more. ▪

entire sheetrock wall forward, not to the level of the flange but to the level of the enclosure. Once everything is furred correctly, hang your sheetrock all the way up to within ¼” or less of the enclosure and then apply caulk to fill the small border between the drywall and the shower or bath unit.

FOR THE PROFESSIONAL DRYWALLER WHO

WALLBOARD TRIM & TOOL IS THE EXCLUSIVE DISTRIBUTOR OF CIRCLE BRAND Visit circlebrand.com or call 800.590.5799 to find a dealer near you!

16 » The Trowel

industry NEWS BCCA UNVEILS COVID-19 VIRTUAL HOTLINE TO SUPPORT BC CONSTRUCTION SECTOR In response to the COVID-19 crisis, which is beginning to affect BC construction projects and employers across BC, the BC Construction Association is bolstering the resources it is providing online with a virtual hotline to gather the observations, questions, and requests for guidance from the construction sector, including trade and general contractors, project owners, tradespeople, manufacturers and suppliers, and other service providers.

The information shared will be considered by BCCA as it helps guide the industry response to COVID-19. To support any survey/hotline participant that requests assistance, BCCA has assembled a team of industry experts able to help address a wide range of industry issues in the areas of human resources, finance, project terms/ contract terms, legal, health, safety, communications, supply chain, or government (regulation, policy, tax, program, legislation, etc.) BCCA’s team of industry experts include BC Construction Safety Alliance, BC Ministry of Finance, BCCA Employee Benefit Trust, CBRE Ltd., Canadian Construction Association, Council of Construction Associations, Jenkins Marzban Logan LLP, Jouta Performance Group, Myers Norris Penny (MNP), Pace Group Communications, Partnerships BC, Wylie-Crump Ltd., and WorkSafeBC. “I want to thank these organizations for stepping up on behalf of the construction sector, and I urge all individuals and organizations in our sector to reach out to us for support should they need it,” said Chris Atchison, president, BCCA. “With construction contributing just under 10 per cent of provincial GDP,

the sector is absolutely essential to the economic health of our province.

Having guided our industry through numerous challenges over the past 50 years, we recognize that communication is critical as we work to support our sector during this unprecedented crisis.”

“There’s no question we owe a tremendous debt to the construction leaders, employers, and associations that helped create and guide the BCCA over these past 50 years,” Atchison says. “That said, it’s their expertise and dedication in guiding the construction sector through times of intense economic and political change, that reinforces our commitment to focusing on the crisis at hand. We look forward to celebrating their contributions and our association milestones at a later date.”

In response to the COVID-19 pandemic, BCCA is also advocating for the provincial government to, among other things, introduce deferred property and payroll tax payments, and review timelines for public sector construction projects in the event it’s possible to accelerate projects in K-12 and post-secondary institutions.

The British Columbia Construction Association (BCCA) works with four Regional Construction Associations (NRCA, SICA, VICA, and VRCA) to serve more than 10,000 employers in the provinces industrial, commercial, institutional (ICI) construction industry.

For more information, visit us at www. bccassn.com (website), @ThisisBCCA (Facebook) and @thisisBCCA (Twitter). ▪

COVID-19 RESOURCES The BCCSA has been monitoring the evolving impact of the Novel Coronavirus (COVID-19). While the World Health Organization is now characterizing COVID-19 as a pandemic, it’s important to continue

practising physical distancing and other protocols to help reduce the impact of the virus spreading.

Although BC’s provincial health officer has confirmed construction sites are exempt from guidelines on group gatherings and can remain open, anyone who’s sick should not be going to work. Additional health and safety precautions should be put in place and information shared with crews.

Here are some construction sites:

guidelines

for

• Reduce the number of people onsite to facilitate social distancing between workers. If needed, adjust schedules or scale back.

• Wear PPE at all times as long as it is safe to do so—safety goggles, masks, and gloves.

• Workers should not congregate in break areas and lunchrooms.

• Workers should not share PPE. • Workers should not share tools.

• Introduce extra handwashing stations.

• Do not spit on worksites.

• Do not share cigarettes and/or vaping equipment.

• Do not use sea cans as breakrooms.

• Do not rideshare/carpool to/from work with people outside your household.

• Clean out jobsite trailers daily— arrange for commercial cleaners to clean and disinfect areas of the project.

• Introduce an on-site COVID-19 committee to create a best practices plan to ensure worker safety.

• Create a task force focused on supporting your company’s staff and customers.

• Make sure workers know about the Ministry of Health Self-Assessment Tool.

• Make sure workers know they should not come to work if they’re feeling sick continued on page 22 wallandceiling.ca » Spring 2020 » 17

jobsite SAFETY 3 TIPS FOR MOTIVATING IN SAFETY One of the questions I’m asked most often is, “How do we motivate employees to be enthusiastic about safety?”

The first thing to consider when you are trying to help improve motivation for safety is that employees rarely get excited or motivated about anything that isn’t completely clear about what is in it for them. And you are going to have a hard time getting buy-in on something that they feel was pushed down onto them. Anything that seems punitive, rulesbased, or force-fed, and you are not going to get their buy-in or their motivation. Think about how you react when you’re forced to do something that was decided for you.

If you want your people to buy in to safety, you’re going to have to approach it with the intent of asking your people to help you to create a better culture of safety. You are going to need to consult with and involve your people in a way that makes them feel part of the team and part of the decisions that are being made. And, most of all, before you do any of that, you are going to have to make some decisions in three different areas about what kind of safety program you are building.

Let’s talk about the three key parts that will help with selling your safety program effectively: Brand First, decide what your particular brand of safety is. Is it to just meet the bare minimum and let your people bring all of their bad habits learned at former workplaces? Or is your brand of safety one that encourages participation and ownership where your people all have a stake in looking out for each other. Is yours a budget brand of safety that only checks the boxes and meets the minimums but not much else? Or are you a premium product of safety, one that exceeds minimums and helps yours to become a world-class organization? If you want to encourage better participation and motivation for the safety program, you have to decide what brand of safety you’re selling, and then make sure that everything you do lines up to support that brand. So first, decide what your particular brand of safety is.

Benefits Second, focus on benefits. Stop spending so much of your time on rules and start spending a lot more time on the benefits of safety. What are the benefits? Well, safety training prepares your people to be able to deal with uncertainty. It trains them to react well. It builds their personal confidence to make good choices because they know exactly what to do. Besides, safe people are just more dependable, and dependable people get more opportunities. Put another way, people who don’t

By / Kevin Burns

follow safety don’t get put in charge. They don’t get picked for much. But good safety performers get noticed and get the ear of management. They have better influence. These are just a few examples of what the benefits of safety might look like.

Now, as much as we discuss what is considered a benefit in safety, it is equally important to understand what a benefit is not. Let me tell what a benefit is not. Saying things like, “you don’t get hurt” is not a benefit. You see, they’re not hurt now so they would not have to change their behaviour to get the exact same result. Don’t try to guilt your people or scare them into following rules. It makes you look amateurish. Stay away from the things that you “won’t” get if you buy in to safety—things like won’t get hurt, won’t get fired, won’t get in trouble are not benefits. A benefit is a clear positive, not avoiding a negative. As a supervisor, you have to understand the clear distinction between the two if you want to help your team find its motivation for safety and for looking out for each other. So, the second part is being clear about identifying benefits.

Wins And finally, the third part of what will help you sell the safety brand is wins. Find ways to get your people more wins.

So, what makes it a win? And don’t say “going home safe” because going home safe is not a win. Going home safe is what they’re supposed to do. That’s the law. Meeting the bare minimum is not a win—it’s the least you’re allowed to do by law. Besides, most of your people are already going home safe. They don’t have to do anything different to get the same result. But to get a win, you want them to do something different. Safety wins are about improving results. Nothing motivates people to get pumped up like the chance to get another win. The more wins employees get, the more they will be motivated to accomplish more. Companies that focus on helping their people improve attract employees who want to get better. Better workplaces attract better employees.

And you are like the baseball manager. Your job is to help your people get more wins, more reasons to celebrate doing something well. Nothing motivates like success. So, the more success opportunities you put in front of your workforce, the more they are likely to achieve many small wins. continued on page 22

18 » The Trowel

contractors 101 ADVERSITY SHARPENS THE EDGE At the time of this writing our country and industry are confronting major adversity. The words “uncharted territory” have been overused but convey the uncertainty of profound change and challenge. But adversity always has a purpose— and I am sure you can even see that in your personal lives, as well. On the back end of any major problem, issue, setback, or challenge—upon thoughtful or strategic reflection we can see how it becomes a platform for perspective and progress.

I have been witness to a lot of turmoil in this industry, starting when I was a kid. My union-carpenter-turned-contractor dad had 150 guys in the field, an El Camino, a summer house in Twain Harte, and my sisters and I lacked for nothing.

Then came the 1975-76 economic crisis. Interest rates went to 16%. No one paid. Lines of credit were non-existent, and very quickly our family’s economic world crashed down, taking with it my dad’s company. Our family endured some hard times. But we all came back stronger, wiser, and more successful than ever.

In the 80s I was looking for a job in a recession. None of my friends could find one. The promise of college = opportunity seemed like BS. Then I got a job interview at United Contractors. They got 110 resumes and had seven finalists.

Hunger breeds desire, and they saw that edge and hired me. I guess now as CEO, it kinda worked out.

In several more down cycles I saw the industry struggle, but the edge created by adversity really showed in the 2008 financial crisis. Remarkably few contractors I know went under compared to what I had seen in other less brutal circumstances. Why? Because the adversity lessons that they had in hand had helped them to see what needed to be done. And wiser, shrewder, and more pro-actively, they again thrived.

Now again, we face adversity and uncertainty. The key for leaders is not to be reactive. It is to stop and remember that this is a moment to bring empathy, understanding, and wisdom to our leadership. The business world is built on the care of the people within it. And for them to withstand adversity, they

By / Mark Breslin

have to see and feel that you really care. Those that make this their priority will not only sharpen their edge; they will obtain a competitive one in the aftermath of these challenges.

They say the Chinese symbols for chaos and opportunity are the same. I’ll have to take their word for it. But there is some irony in that and practical application for us. Perhaps the issue at hand will resolve sooner than later—but the inevitability of a recession seems apparent. Perhaps there will be a significant industry contraction, or conversely, the next step to recovery may be massive infusions into infrastructure. What I do know is this: No one would be in our business if they were not equipped to deal with adversity. No one who accepts the level of risk that our business has lacks the ability to strategically address profound change.

As leaders at the center of the storm, counted upon for navigation by those that depend upon us we have the greatest opportunity to sharpen our edge. I tell my staff that how we respond at this moment is our legacy opportunity.

Watching my dad sell that El Camino gave me a sobering look at the limits of our control in this life. But what we all have within our grasp is how we respond to it. And I encourage us all to embrace adversity as a whetstone to our edge and our capabilities, not only for ourselves, but for everyone we lead and care about. ▪ Mark Breslin is an author, speaker, CEO, and influencer at the highest levels of business in North America. He has spent decades advising CEOs and senior leaders in business, government, labour, and non-profit arenas in both the United States and Canada. His five bestselling books have sold hundreds of thousands of copies and have improved leadership, accountability, profitability, innovation, and engagement for organizations and individuals. See his work at www.breslin.biz

Who wants free publicity? You do!

If you have an interesting story idea or would like coverage on a challenging or unusual project you’ve been working on, tell us about it.

Contact our editor, Jessica Kirby, at jessica.kirby@pointonemedia.com or call 250.816.3671 wallandceiling.ca » Spring 2020 » 19

it’s the LAW WHAT’S IN A (GOOD) NAME: CONTRACTORS’ REMEDIES FOR DEFAMATION BY CUSTOMERS Many contractors have been in the position where, for one reason or another, relations with an owner (or other contractor) deteriorate and a legal dispute arises. Occasionally, a contractor may have the unpleasant surprise of finding out that another party has posted reviews online or in the media that could damage its reputation.

In the recent case of Level One Construction Ltd. v Burnham, 2019 BCCA 407, the BC Court of Appeal considered a situation involving a contractor’s claim against a homeowner for defamation.

The Facts In this case, the plaintiff was a contractor (the “Contractor”) and the defendant was an owner (the “Owner”) who had hired the Contractor to carry out renovations at her home.

After a series of discussions about the scope of work for the renovation, the Contractor provided an estimate of $18,908.51 to the Owner, and both parties signed a contract based on that estimate. The Owner provided a $5,000 deposit per the contract.

A few weeks later, one of the Contractor’s employees provided a review of the work to the Owner. The employee’s review included a scope of work that had mistakenly been expanded from that of the original contract. As a result of this misunderstanding, the employee gave the Owner an updated price forecast that was almost $20,000 higher than the estimate. The Owner then demanded a full refund of her deposit, to which the Contractor agreed on the condition that the Owner would sign a non-disclosure agreement (“NDA”) and accept certain administrative and work-related deductions.

The Owner demanded the full amount, and commenced a small claims action when the Contractor would not agree.

A couple months later, the Owner left a negative review of the Contractor on the website Yelp, and sent emails to various news outlets, including the Canadian Broadcasting Corporation (“CBC”). In these communications, the Contractor alleged the Owner’s comments suggested, among other things, that the Contractor “scammed” her by providing an artificially low estimate and then increasing the price. The CBC eventually sent a reporter to interview the Owner. During the interview, the Owner made numerous accusations against the Contractor, including that the Contractor’s estimate had doubled for the same amount of work. The CBC then ran several stories, including a TV news story and an online article, conveying the Owner’s position. The Contractor then commenced a defamation claim against the Owner.

By / Andrew D.R. Delmonico (left) and Ted Lewis (right), Kuhn LLP

The Decision At trial, the BC Supreme Court held the Owner’s statements were not defamatory, if her words were given “the least harsh interpretation.” The trial judge also found that the Owner was entitled to rely on a defence of fair comment, which protects statements of opinion on matters considered to be in the public interest. This decision was overturned on appeal.

In its reasons, the Court of Appeal found the lower court was wrong in finding that the “least harsh interpretation” should be given to the Owner’s allegedly defamatory comments. In British Columbia, a statement is considered defamatory if it would tend to lower the reputation of the person to whom it refers in the eyes of a reasonable person. In considering this, the Court clarified that neither the worst possible meaning nor the least harsh interpretation should be given to the comments in question.

The Court of Appeal also found that the Owner should not be able to rely on a defence of fair comment with respect to her claim that the Contractor had quoted her twice the price for the same work. In order to be protected on the basis that a statement is fair comment, the facts upon which the comment is based must be correct. In this case, the Owner knew about the change in the scope of work that had resulted in the Contractor’s higher price, and left this important information out when giving her interview and review. Because her comments actually contradicted the facts, they were not protected as fair comment.

Lessons Learned 1.

If an owner or other contracting party makes untrue statements that you think could damage your business or reputation, you may have recourse to claim against that person in defamation. Contractors should pay attention to the reviews they receive online to ensure customers are accurately representing their interactions with the contractor.

2. Similarly, contractors, subcontractors, and suppliers should think carefully before posting negative reviews themselves. continued on page 22

20 » The Trowel

business ADVICE CREDIT CARD FRAUD PREVENTION: TRAINING STAFF IS A WIN-WIN At a time when social distancing is profoundly impacting many of our businesses, the last thing any of us wants is for losses to be compounded by the actions of thieves.

Unfortunately, it’s during these emotional and disrupted days that many criminals are at their most active. We are all more vulnerable to social engineering attacks during times of stress.

In this short message we’re going to address one of the most common and damaging types of fraud: the passing of stolen credit card information.

By / Tom Bremner

© Can Stock Photo / deandrobot

• Call your processor before the transaction is processed and ask for a “Code 10”. The operator will then go through a security process to ensure the card is valid.

• Have the customer send a picture of their driver’s license for confirmation on call-in and online orders.

• Collect CVV codes on all manually entered transactions.

• Have the customer sign and send back the invoice. Include a description of the goods or services on the transaction receipt for all large, card-not-present orders.

• Be sure to use your processor’s address verification service (AVS).

• Take license plates down on pick-up orders.

Let’s start with how to foster a fraud-busting environment. We want a space where employees feel comfortable trusting their instincts and digging a little deeper with customers who raise red flags. In my experience, those businesses that are least vulnerable have two-part systems that provide clear guidance to team members. First, employees are trained to look for suspicious actions such as, a customer who’s trying to hurry them through the transaction or odd demands about shipping timelines or shipping address Secondly, they are trained to identify fraudsters without irritating legitimate customers. The following strategies strike that all-important balance:

Remember that the name of the game is setting up an easily understood, appropriately vigorous fraud prevention system and then communicating it effectively to your entire staff. It’s also a good idea to explain to your employees exactly why these steps are being taken. A team member who understands why they’re performing these actions is more likely to feel a sense of responsibility for protecting the company.

Finally, as BCWCA members you have full access to the Baseline Processing team. While practicing social distancing we’ll still be happy to help you design and implement a system that protects you without hindering your ability to do business. ▪

SAVE THE DATE

BC Wall & Ceiling Association Events Please note the Western Wall & Ceiling Convention scheduled in for 2020 in Victoria, BC, has been postponed to SEPTEMBER 2021.

Please watch your email and visit www.bcwca.org for more information and for updates.

wallandceiling.ca » Spring 2020 » 21

advertiser INDEX GUEST EDITORIAL

JOBSITE SAFETY continued from page 5

continued from page 18

by new technologies and processes, the time is ripe to create pioneers for a sustainable future. Be brave, be curious, but above all, be advocates for your people. ▪

It’s in adding up all of the little wins that keeps your people on track and willing to continue to perform. Give your people more wins. That’s the third part.

Tauhira Ali is a highly skilled product strategist with more than 14 years of R&D and product design experience. As Milwaukee Tool’s Senior Manager of Construction Technology, she investigates construction trends and emerging technologies to drive practical, user-focused solutions.

INDUSTRY NEWS

If you’re going to make yourself more effective at selling your safety program, and you want to build excitement and motivation in getting your people on board with the safety program, you need to consider all three parts: Brand, Benefits and Wins. ▪ Kevin Burns, consultant/author and speaker, works with smart, caring companies to

continued from page 17

energize safety culture, build teamwork, and get employee buy-in. Kevin’s mission to help employees purposefully care about the work they do and the way they do it, and to actively look out for the people they do it with. Learn more at kevburns.com/

Construction Specific COVID-19 Resources

ITS THE LAW

• Guidance to Employers: Performing Work in Private Residences • What to do when Physical Distancing is NOT possible?

• Presumed COVID-19 Case on Site Procedures • Hand-washing Station on a Construction Site • Guidance to Construction Sites Operating during COVID-19

continued from page 20

Although it may be permissible to share your opinion of another business online, statements that distort or misrepresent the facts of your interaction with that business may result in liability for defamation. ▪ This article was written by Andrew D.R. Delmonico, Partner, and Ted R. Lewis, articled student, who practise in construction law with the law firm of Kuhn LLP. This article is only intended as a guide and cannot cover every situation. It is

For a complete list of Resources and Signage visit www. bccsa.ca/index.php?id=451 ▪

important to get legal advice for specific situations. If you have any questions or comments about this case or other construction law matters, please contact us at 604.864.8877 (Abbotsford) or 604.684.8668 (Vancouver).

The Voice of the West Coast Wall and Ceiling Industry • www.thetrowel.ca • Spring 2020

The Trowel is always looking for project stories, business profiles, and other news tips about the things that matter most to its readers. If you have something on the go or know of

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a topic that needs exploring, please reach out to Jessica Kirby, editor, to share your ideas.

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jkirby@pointonemedia.com direct: 250.816.3671

Publications Mail / Agreement # 40719512

Community Benefits Agreements Tax Returns WorkSafeBC Inspections Pursuing a Skilled Trades Career

Feeling social? Follow us on Facebook @wallandceiling.ca

ADVERTISER INDEX Company Bailey Metals Products Demand Products Flannery Trim Georgia-Pacific Grabber Construction Products (Canada) Inc. Wallboard Trim & Tool 22 » The Trowel

Phone Page 800.818.2666 OBC 800.325.7540 7 818.837.7585 IFC 800.225.6119 12-13 800.567.8876 15 800.590.5799 16

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