Blog - Cambridge Chamber of Commerce

The collective power of the Chamber movement to assist businesses succeed was front and centre at the Ontario Chamber of Commerce’s recent AGM and Convention.

 

Approximately 150 delegates, the majority representing Chambers and Board of Trades from across the province, gathered at the Pearson Convention Centre April 28-May 1 in Brampton to network, hear from Ontario political leaders, and debate policy issues to assist them in their advocacy work with government on behalf of businesses.

 

“Ensuring businesses have the legislative backing and supports they need to succeed and prosper plays an important role for all Chambers and Boards of Trade,” says Cambridge Chamber of Commerce President & CEO Greg Durocher, who led a strategy session on delivering Chamber services across a diverse membership base and was joined at the event by in-coming Chamber Board Chair Kristen Danson. “The conference is a great place to share new ideas and connect with other Chamber leaders from around the province.”

 

This was the first in-person AGM the OCC has held since the pandemic and featured appearances by the Ontario leaders of the Liberals (Steven Del Duca), NDP (Andrea Horwath) and Green (Mike Schreiner), as well as the Hon. Prabmeet Sarkaria, President of the Treasury Board of Ontario. All four spoke about the strength and importance of the business community and what their parties can do to help our economy.

 

Also, Canadian Chamber of Commerce President and CEO Perrin Beatty was on hand to offer an update on the Chamber network from a national perspective.

 

“It’s great for the Chamber network to hear from all sides of the political spectrum,” says Greg, noting potential policy resolutions are formulated from a wide range of issues and concerns.

 

This year, 34 resolutions were up for debate on a variety of topics ranging from improving supports to employers, to the creation of a construction strategy for tiny homes.

 

The Cambridge Chamber’s policy calling for the creation of a ‘backstop’ for the implementation of mandated workplace vaccination policies was among 32 that received approval from delegates. The approved policy calls for the Ministry of Labour to include elements within the articles of the Occupational Health & Safety Act to provide protection against discriminatory legal actions aimed at businesses that wish to implement such a policy.

 

“It’s important that businesses have the protections they need in order to operate in the manner which they feel works best for them,” says Greg.

 

The approved policies now become part of the OCC policy ‘playbook’ in its efforts to advocate for change with provincial and federal levels of government.

 

Besides adopting policies, the conference wrapped up with an awards ceremony to recognize the achievements of Chambers and Boards of Trades.

 

The Cambridge Chamber, in partnership with the Greater Kitchener Waterloo Chamber of Commerce, was presented with the Chair’s Award for Innovative Program or Service to recognize the success of their rapid screening kits program which has been adopted by Chambers provincewide. Since April of 2021, the program has resulted in the distribution of more than one million kits to more than 7,500 businesses throughout Waterloo Region.

 

“This program has made a huge difference to thousands of businesses in our region, and we couldn’t be more pleased,” says Greg.

 

For more information about the kits, visit https://chambercheck.ca.

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While the recent unveiling of a national child-care deal should come as welcome news to many business owners facing labour issues, child-care experts say there are still some important issues that will need to be addressed pertaining to the new plan.

 

“The intention is really good, but we just have to figure out what this will look like along the way,” says Jaime Jacomen, Leader of Operational Excellence at YMCA of Three Rivers, referring to the deal which aims to have $10-a-day childcare in place by September of 2025.

 

The plan, which affects licensed child-care centres and licensed home care providers only, was solidified at the end of March when the Ontario government became the last to sign on resulting in fees reduced up to 25% to a minimum of $12 a day starting April 1. 

 

Rebates are also to be issued to parents of children aged five and under starting in May retroactively to April 1 and further reductions are on tap leading to the 2025 ‘goal’. The federal government has also invested an additional $2.9 billion for a sixth year of the agreement.

 

“I see this $10-a-day plan as a good starting point in helping working parents, but is it enough?” asks Tina Kharian, owner of Gravity Hair Design in Cambridge. “It’s hard to say as we also need to ensure enough daycare spots are available and qualified providers for all families.”

 

The deal outlines the creation of 86,000 child-care spaces (including more than 15,000 spaces already in place since 2019), representing a mix of for-profit and not-for-profit.

While she welcomes the extra spaces, Jaime admits she wonders where they will be created.

 

“It’s a bigger process,” she says, noting increasing child-care access comes along with new school builds.

 

Also, Jaime says the wage plan set out in the deal – which will see minimum-wage floors for child-care workers of $18 an hour and $20 an hour for supervisors, plus an additional $1 an hour until the floor hits $25 an hour – won’t be enough.


“Many early childhood educators are making over that already, so that’s not any additional incentive,” she says. “The government seems to be wanting to address the affordability issue and access for families. But in order to have all of that access, you need to build that early childhood education workforce.”


However, Jaime remains optimistic and says the YMCA’s provincial body has been engaged with the Province about this issue for some time.


“We do think this is something that needs to happen,” she says.


Tina agrees and says a national child-care system is vital for our economy to fully recover.


“As business owners, we should be welcoming this because having affordable, quality daycare for all families will increase labour force participation, especially in our business (hair salon) since most stylists are women,” she says.


The Ontario Chamber of Commerce’s 2020 report The She-Covery Project: Confronting the Gendered Economic Impacts of COVID-19 in Ontario outlined a series of recommendations to offset both the immediate and longer-term challenges women face. Among these were calls for a short-term child-care strategy to weather the pandemic and longer-term reforms to improve accessibility and affordability.


“We risk turning back the clock on decades of progress if we do not take a hard look at the challenges facing women and plan for recovery with women at the table and a gender and diversity lens on strategies, programs and policies,” said Dr. Wendy Cukier, Diversity Institute Founder and Academic Director of the Women Entrepreneurship Knowledge Hub in the report.

 

Here's what parents can expect in the coming months:

  • As of April 1, 2022, families with children five years old and younger in participating licensed childcare centres, including licensed home care, will see fees reduced up to 25 per cent to a minimum of $12 per day.
  • Rebates, retroactive to April 1, will be issued automatically starting in May. The rebate is in place to account for child-care operators that may need extra time to readjust their fees. 
  • In December 2022, fees will be reduced further to about 50% on average.

The deal outlines a plan to further slash rates in the coming years. Here's what the longer-term outlook includes:

  • In September 2024 fees will be reduced even further.
  • A final reduction in September 2025 will bring fees down to an average of $10 per day.
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Ontario’s economic outlook remains uncertain for businesses and households as labour shortages, high energy costs, supply chain disruptions, and inflation continue to hit home. Ontario's business community needs a clear and predictable path forward to support economic recovery and growth. 

 

In preparation of the budget’s release, the Cambridge Chamber of Commerce and Ontario Chamber of Commerce (OCC) released the 2022 Ontario budget submission with recommendations to the Government of Ontario to ensure a strong and sustainable recovery. 

 

“In the upcoming budget, we would like to see the government direct sufficient resources towards the hardest-hit sectors, while laying the groundwork for a sustainable and inclusive economy,” said Cambridge Chamber of Commerce President & CEO Greg Durocher. “The submission notes that the crisis has created new problems and exacerbated pre-existing ones. Government must work to resolve these longstanding issues to ensure Ontario remains an attractive destination to start and grow businesses.”

 

OCC’s 2022 provincial budget submission provides recommendations to the Government of Ontario under the following categories: Economic Recovery; Resilient Communities; and Modernizing Regulation and Fiscal Policy.

 

Some key highlights include proposals to:  

  • Support entrepreneurship and small business growth with targeted business supports and access to public sector procurement.
  • Strengthen Ontario’s workforce by boosting immigration and training programs.
  • Make housing more affordable through increased supply and regulatory reforms.
  • Advance regional transportation and broadband infrastructure projects.
  • Bolster our health care system and address major backlogs in diagnostics and cancer screenings. 
  • Seize Ontario’s opportunity to lead in the global green economy. 
  • Remove barriers to interprovincial trade and labour mobility.

 

“The pandemic has made it clear that we cannot have a strong business community without a resilient health care system. Budget 2022 needs to focus on immediate measures that support business predictability and competitiveness while building health care capacity to withstand current and future challenges,” added Rocco Rossi, President and CEO of the Ontario Chamber of Commerce.

 

The recommendations outlined in the OCC’s budget submission were developed together with businesses, associations, post-secondary institutions, and the Ontario Chamber Network.   

 

Read the submission: https://bit.ly/3usBZa9

 

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Canada is facing a competitiveness problem. Inflation, supply chain constraints, and labour shortages risk undermining a swift and robust economic recovery. Meanwhile, recent domestic and international events have renewed the spotlight on energy security and affordability.  

 

The Cambridge Chamber of Commerce and the Ontario Chamber of Commerce (OCC) has released the 2022 Federal Budget Submission focused on public policies that increase Canada’s economic resilience to ongoing and future threats. 

 

“Businesses across Waterloo Region are continuing to feel the effect of the pandemic,” said Cambridge Chamber of Commerce President & CEO Greg Durocher.  “Budget 2022 must lay the groundwork for a strong, inclusive recovery with policies that support the sectors and demographics hardest hit by the pandemic, building the infrastructure and workforce of the future, and modernizing regulation to ensure Canada can attract investment and nurture entrepreneurship.” 

 

Some key highlights from the budget submission include recommendations for the Government of Canada to: 

  • Promote Canada’s energy sector on the global stage and recognize nuclear power as a clean and necessary energy resource in the fight against climate change. 
  • Expand immigration and express entry of skilled workers to address labour shortages.  
  • Increase the Canada Health Transfer Payment to meet the current and future pressures facing Ontario’s health-care system.
  • Modernize transportation infrastructure to address bottlenecks along supply chains and facilitate the decarbonization of the transportation sector.
  • Reform the federal tax system to attract foreign direct investment, drive domestic business growth and innovation. 
  • Develop a sustainable path to reduce the federal debt-to-GDP ratio and wind down other pandemic-related supports to ensure long-term fiscal balance and the capacity to address future economic shocks. 

The OCC’s 2022 Ontario Economic Report found that a staggering 62% of sectors face labour shortages in Ontario and expect to continue facing them over the next year. Together with supply chain disruptions, these shortages impact the cost of living, service delivery, and product availability. 

 

“As the indispensable partner of business, we call on the government to resolve long-standing structural issues, including barriers to interprovincial trade and skilled labour shortages, to drive entrepreneurship, investment and long-term economic growth,” added Rocco Rossi, President and CEO of the OCC. 

 

The recommendations outlined in the budget submission were developed together with businesses, associations, post-secondary institutions, chambers of commerce, and boards of trade from across the province.  

 

See budget recommendations: http://bit.ly/3uRp9Bl

 

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It has been a tumultuous time for businesses since COVID-19 surfaced nearly two years ago, which is why the Cambridge Chamber of Commerce is encouraging business leaders to celebrate themselves at our annual Business Excellence Awards.

 

“It’s not only time to celebrate the achievements of businesses, but also to celebrate all the people who have endured the last couple of years,” says Cambridge Chamber of Commerce President & CEO Greg Durocher. “It’s time to raise our glasses to the very people and businesses that have given us all the opportunities we have in our community.”

 

The Business Excellence Awards is the Chamber’s premier event and has honoured the contributions and achievements of business leaders in the City of Cambridge and Township of North Dumfries since 2000, and features 11 award categories, eight of whom require nominations.

 

“We all know somebody in business who has done something generally remarkable during COVID-19,” says Greg, adding this may go beyond the concept of ‘pivoting’. “Maybe they have created a whole new line of products related to PPE? Or maybe they became very innovative in the way they operate due to staff changes or shortages?”

 

Also, he says there may be businesses out there that have successfully enhanced their workplace culture at a time when employees have had to distance themselves via Zoom or Microsoft Teams.

 

“Despite that, perhaps there are businesses that have found ways to bring their employees even closer together?”

 

As well, Greg says there are businesses that should be recognized because they have found ways to help the community, even during this tough time.

 

“There are many companies who have been successful through the pandemic but made a difference in the community by being generous with their profits and helping others who have been unable to help themselves whether this storm.”

 

He also encourages businesses to nominate themselves.

 

“It’s not a bad thing to nominate yourself because there may be others who don’t know or understand what you did, or the stress or strain you went through during this time,” says Greg. “These are stories that need to be told.”

 

He says the awards are a great way for the Cambridge business community to celebrate its hard work and efforts.


“We are an innovative and aggressive business community. We are a passionate business community, which makes us very busy every day,” says Greg. “But we can take a couple of minutes out of our day to look around at our peers and nominate them because we’ve all done something important and unique and special during the last two years.”

 

To make a nomination, visit: https://bit.ly/3rLwsdL

More details of our awards event will be announced soon.

 

Award categories open for nominations:  

  • Spirit of Cambridge Award 
  • Business of the Year (1 – 10 employees) 
  • Business of the Year (11 – 49 employees)
  • Business of the Year (More than 50 employees) 
  • New Venture of the Year Award 
  • Outstanding Workplace 
  • Marketing Excellence 
  • Young Entrepreneur of the Year Award

 

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Pain points throughout Ontario’s economy are impairing business operations, and now consumers are feeling the pinch too. 

 

The frustration is palpable. From the grocery store and trucking industry to their pocketbooks, Ontarians are experiencing the very real consequences of labour shortages, global supply chain disruptions, and inflation. 

 

The Cambridge Chamber of Commerce and the Ontario Chamber of Commerce (OCC) recently released the sixth annual Ontario Economic Report (OER) providing regional and sector-specific data on business confidence, policy priorities, and economic indicators, which together provide a unique view on the hurdles ahead. 

 

“Ontario began to see some positive momentum in 2021 thanks to progress on vaccines and reopening. Business confidence, GDP, and employment growth are trending upwards after record lows in 2020. However, the road ahead remains uncertain for businesses and households as labour shortages, supply chain disruptions, and inflation are hitting home,” said Rocco Rossi, President and CEO, Ontario Chamber of Commerce. “A staggering 62 percent of sectors are facing labour shortages in Ontario and expect to continue facing them over the next year. This is having real-life consequences on the cost of living, service delivery, and product availability.” 

 

“Our small business Members here in Waterloo Region have proven their strength and resilience over the past two years. Business confidence is rising across the province but for many the additional strain on operations as a result of new variants and additional restrictions continues to dampen their recovery,” said Cambridge Chamber of Commerce President & CEO Greg Durocher.

 

This year’s OER reveals the impacts of the pandemic continue to disproportionately impact small businesses, organizations led by women and people with disabilities, with the hardest-hit sectors being businesses in the arts, entertainment, and agricultural sectors. 

 

“We are seeing a domino effect of structural issues. Jobs are going unfilled, demand is outpacing capacity, and these issues are driving up prices for consumers and uncertainty for businesses,” said the report’s co-author, Claudia Dessanti, Senior Manager, Policy, Ontario Chamber of Commerce. “Two years into the pandemic, there is light at the end of the tunnel, but we need a long-term plan that will provide stability and lay the groundwork for economic growth.”

 

Key highlights of the report include: 

  •  1. In terms of regional economic outlook, Kitchener-Waterloo-Barrie is looking at jobless rate of 4.5 percent in 2022, compared to 7.3 percent in 2021. Also, it shows an employment change of 5.4% this year compared to 3.7 percent in 2021. The population change of 1.5 percent in 2021 is expected to remain the same in 2022. Confidence in Ontario’s outlook by Region indicates 38 percent of respondents in Kitchener-Waterloo-Barrie are not confident, compared to 23 percent (39 percent remained neutral). Also, 52 percent of those asked said they agreed there was a labour shortage in Kitchener-Waterloo-Barrie, while 29 percent said they disagreed. 
  • 2. Overall, 29 percent of Ontario businesses are confident in Ontario’s economic outlook in 2021 (compared to 21 percent the year prior), and 57 percent are confident in the outlook of their own organizations (up from 48 percent). 
  • 3. Most sectors (62 percent) are facing labour shortages and expect to continue facing them over the next year. 
  • 4. Inflation of raw material and transportation costs at the producer level is affecting consumer prices, which rose 3.5 percent and is expected to rise another 3.5 percent in 2022. Ontario’s year-over-year housing price growth was above 30 percent in December 2021.
  • 5. Small businesses are more preoccupied with cost relief measures such as business taxes and electricity rates, while larger businesses are more focused on long-term infrastructure, regulatory, and workforce development issues.
  • 6. All regions except Northeastern Ontario saw positive employment growth in 2021, though several regions have yet to offset the major job losses seen during the first year of the pandemic.

 

Read the report: https://occ.ca/oer2022/

 

The sixth annual OER offers unique insights into business perspectives across Ontario. The report is driven by data from our annual Business Confidence Survey (BCS) and economic forecasts for the year ahead. The BCS was conducted online from October 6 to November 19, 2021, attracting responses from 1,513 organizations across Ontario. The OER was made possible by our Landmark Partner, Hydro One, and Research Partners, Golfdale Consulting and Bank of Montreal. 

 

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The decision to retighten restrictions in Ontario in hopes of curbing the spread of the COVID-19 Omicron variant and a rapid increase in hospitalizations has once again left businesses scrambling to make ends meet.

 

But with these latest restrictions, which includes cancelling in-door dining in restaurants and implementing capacity limits in the retail sector until Jan. 27, the lack of solid financial supports to assist businesses get through this latest wave is creating a great deal of frustration.

 

“If the government wants businesses to be compliant and agreeable with restrictions and be part of the solution to end this pandemic, then they are going to have compensate business,” says Cambridge Chamber of Commerce President & CEO Greg Durocher. “The Province has done a very poor job of doing that from the onset of the pandemic.”

 

A similar sentiment is shared by his counterpart at the Ontario Chamber of Commerce.

 

“We are all doing our part. Now, the government needs to do their part,” said Ontario Chamber of Commerce President & CEO Rocco Rossi in a Jan. 3 media release. “What additional steps does the government plan to take over the next 21 days and beyond?”

 

Greg says he welcomes the introduction of an Ontario COVID-19 Small Business Relief Grant announced Jan. 7 that will see eligible small businesses receive $10,000 throughout these current closures as well as electricity-rate relief but believes more supports are needed.

 

“It may be enough for three weeks they are proposing, no question about it,” he says. “But if the closures are going to be in place longer than three weeks, which I hate to even say, they’re going to have to up the ante substantially. Businesses are at their most vulnerable time right now and business owners are at their wit’s end and at the end of their bank accounts.”

 

An application portal for this program is expected to open in the coming weeks and eligible businesses include:

  • Restaurants and bars;
  • Facilities for indoor sports and recreational fitness activities (including fitness centres and gyms);
  • Performing arts and cinemas;
  • Museums, galleries, aquariums, zoos, science centres, landmarks, historic sites, botanical gardens and similar attractions;
  • Meeting or event spaces;
  • Tour and guide services;
  • Conference centres and convention centres;
  • Driving instruction for individuals; and
  • Before- and after- school programs.

Also, those eligible businesses that qualified for the Ontario Small Business Support Grant and are subject to closure under modified Step Two of the Roadmap to Reopen will be pre-screened to verify eligibility and will not need to apply to the new program. 

 

“The government can’t hesitate and must ramp up supports as quickly as possible, and as robust as they possibly can,” says Greg.

 

Greg says the new Ontario Business Costs Rebate Program unveiled before Christmas, which aims to provide eligible businesses with rebate payments equivalent to 50% of the property tax and energy costs they incur due to current capacity limits, doesn’t work for many businesses.

 

“Right now, many businesses that don’t have a separate tax or hydro bill because it’s included in the rent they pay will be ineligible to get that recovery,” he says, adding the mid-January timeline announced by the Province before it activates the portal for businesses to even apply just adds to their growing financial burdens. “The portal was already available after the government initiated a property tax and hydro rebate program a year ago. They should have opened this up right away.”

 

In response to these restrictions, the Ontario Chamber Network sent a letter Jan. 6 to Ontario Finance Minister Peter Bethlenfalvy calling for the following:

  • Extend the Small Business Support Grant for a third round targeted towards all businesses whose revenues are directly and/or indirectly impacted by current public health restrictions. Eligibility should include businesses previously eligible for the Ontario Tourism and Travel Small Business Support Grant and businesses losing revenue because of restrictions affecting their clients (e.g. food service suppliers); 
  • Work with the federal government to increase rental subsidies provided under the newly expanded Local Lockdown Program like the enhanced Ontario-Canada Emergency Commercial Rent Assistance Program for businesses directly or indirectly impacted by public health restrictions; 
  • Immediately open the recently announced portal which would allow businesses to access rebates for property taxes and utilities, accompanied by rapid disbursements for eligible business expenses; 
  • Expand access to rapid antigen tests and PCR testing, with priority given to Ontarians unable to work from home, both to limit unnecessary isolation time and allow workers to demonstrate eligibility for paid sick days and other supports; 
  • Work with financial institutions and the federal government to forgive loans for businesses most severely impacted by public health restrictions. 

While the urgency for immediate assistance is needed, Greg says he fears these supports won’t be released quick enough to assist businesses, noting many of whom were starting to realize significant growth in the latter part of the summer and early fall.


“There are so many small businesses that have mounted a great deal of debt and it’s going to be extremely difficult for them to survive,” he says, adding for many it will be like starting from square one. “And we all know the survival rate for small businesses in the first five years is low.”

 

As well, he says businesses that have been around for a decade or two and were in ‘growth mode’ prior to the pandemic are also facing tough times ahead.


“It’s all been taken away from them now and the government just doesn’t seem to be there for them,” says Greg.


While he says while stricter health measures may be needed with this more easily transmissible COVID-19 variant, the line between science and politics has become somewhat blurred.


“There is a divide between science and politics and the two can never come together simply because politicians are trying to please the masses and science is trying to avert the predictable and therein lies the difference,” says Greg. “For the most part, I think government has been trying to take the science data and apply it to political realities and that’s never going to create a good scenario for anybody.”


He says there were measures the Ontario Chamber Network called upon the Province to take prior to the start of the second wave, such as mask mandates requiring surgical-grade and N95 masks being a requirement in public.


“Again, we still don’t have that,” says Greg. “I think there were other measures they should have invoked many months ago that would have probably put us in a better position going into this latest wave. The reality of the situation is the government has become so reactionary they tend to take longer to make decisions.”

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The decision by Premier Doug Ford’s government to extend its COVID-19 sick days program has pushed the issue of paid leave back into the spotlight for many employers and their employees.

 

The province announced Dec. 7 that it’s COVID-19 Worker Income Protection Benefit, which require employers to provide up to three paid days off related to the pandemic and was to expire at the end of December, will continue until July 31.

 

But what happens after that date remains unclear, especially as the pandemic continues to drag on.

 

“In terms of what we do going forward, this is a question that deserves debate and discussion because on the one hand, there is a sound rationale to having a program like this in place, but the government can’t be footing the bill for everyone endlessly,” says Daniel Safayeni, Vice-President of Policy for the Ontario Chamber of Commerce. “And on the other side, small businesses have been disproportionately impacted by the crisis and the cost of doing business has gone up.”

 

He says it is worth noting the government budgeted $1 billion for the provincial program and that less than one-tenth – approximately 10% - has been used since it was launched last April. Under the program, employees receive a maximum of $200 per day, with the province reimbursing the employer. To date, employers have submitted more than $80 million in wages for sick pay claims for more than 235,000 workers.

 

“What we’ve seen in the numbers, on average by those who’ve used it, is no more than two sick days,” says Daniel.

 

The idea of transitioning this support to a more permanent sick day program of 10 days is something the Ontario Federation of Labour has been lobbying the provincial government to implement. In fact, a poll conducted by Envrionics Research in the last two weeks of November of 2021 indicated that 80% of the 1,210 respondents supported the Federation’s call for 10 permanent employer-paid sick days. 

 

“It is far past time for Ford’s Conservative government to finally do the right thing and introduce permanent, adequate, employer-paid sick leave and Ontarians overwhelmingly agree,” said Patty Coates, Ontario Federation of Labour President, in a Dec. 9 post on the group’s website. “The Worker Income Protection Benefit is temporary and inadequate. While Ontarians face the rise of a new COVID-19 variant and flu season, we urgently need this common-sense health measure to keep ourselves and our communities safe.”

 

But rising inflation and budgetary constraints faced by many businesses at this time would make implementing such a permanent program difficult, which is why Daniel says careful discussion is imperative.

 

“Ideally, there is a balance that can be struck in some future version of this program (Worker Income Protection Benefit) in which the government can still support these three sick days, particularly for smaller businesses that are in-person and don’t have the remote capabilities or don’t necessarily have the resources to fund an additional benefit like this,” he says, adding many larger businesses may already have sick day policies in place. “Perhaps there is some evolution that can occur for those that don’t, and that expense is eventually transitioned over to the employer. But this stuff needs to be done in consultation with the business community and the timelines need to match the economic backdrop.”

 

Daniel says implementing a more permanent paid sick leave program should not be part of any election promises.

 

“Right now, it’s getting mixed up within the context of an election,” he says. “It also has to be thought of within a broader package of benefits and compensation that employers are providing.”

 

And while the pandemic continues, especially for workplaces like smaller manufacturers, Daniel says the need to extend this program is important.

 

“The other backdrop to this is there is a war on talent and labour shortages and you’re seeing businesses trying to compete in the benefits they offer and to try and be an attractive place to work,” he says, adding providing a safe workplace for employees should remain the top priority right now, especially in the ‘essential’ sectors of retail, administration, and manufacturing. “It’s in no one’s best interest for a business to be in a situation in which they are risking the health and safety of their employees and by extension, the continuity of their business operation.”

 

Daniel says now is the time to investigate where this paid sick day benefit program can lead.

 

“It was wise of the government to extend this program, but let’s use the time we have between now and July to determine what the next step for this will look like,” he says. “As a Chamber network, we need to continue to do more work to understand where our members are at this time and what avenues for us going forward could be used to have a productive solution in place.”

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The ability for businesses to be flexible and creative is pivotal when it comes to finding ways to combat ongoing labour shortages, say local employment experts.

 

“Those who can bend will find they can sustain themselves and grow and those who will not bend, I think they’re going to find it very difficult to maintain their productivity and business size,” says Charlene Hofbauer, Executive Director of Workforce Planning Board of Waterloo Wellington Dufferin. “I think growth will be a real challenge for them.”

 

Her organization promotes workforce development by working with the community to address issues surrounding labour market trends, such as the apparent disconnect between job seekers and potential employers.

 

“The longer we go through this (pandemic), the more I think we’ve entered a workers’ market,” says Charlene, noting many local employers are struggling to find employees. “There isn’t an industry right now that isn’t hiring.”

 

Although the unemployment rate recently dropped in Waterloo Region to 5.2%, she says there exists a ‘small pool’ of talent for jobs that are very specialized. And as of Dec. 3, just over 5,400 jobs remained vacant in our region, approximately 1,500 of those in Cambridge.

 

“That’s a lot of jobs,” says Charlene, noting poaching employees becomes an issue for those seeking specific talent.

 

She says there is a big need for frontline employees in industries that often rely on short term trained workers – including restaurants, manufacturers, healthcare, and construction.

 

“But our tech and engineering firms are desperate for more senior talent,” says Charlene, adding those with seven years or more of experience are in high demand right now. “They can easily find a junior person, but they can’t find a senior person.”

 

When it comes to finding talent, she recommends employers look at other avenues, rather than the more traditional ways they’ve relied on in the past.

 

“Even temp agencies are struggling to have a decent size pool of talent right now,” says Charlene, adding her organization can connect employers with potential sources that can aide in their search. “We can connect you to whoever we can think of that’s local to you and can work to connect you to a bigger network.”

 

Among these connections is Employment Services - YMCA of Three Rivers Waterloo Region, which can introduce employers to talent by utilizing mentorships, job shadowing and financial incentives providing they are willing to engage in on-the-job training.

 

“It’s critical to reduce the number of resumes that an employer will be looking at on a weekly basis,” says Van Malatches, Supervisor of Employment Services – YMCA of Three Rivers Waterloo Region, noting many companies are receiving between 25 to 200 resumes every week. “I don’t know how many employers have the patience to engage in that.”

 

He says his organization can help employers ease that burden by connecting them to viable candidates.

 

“We have a pretty good feeling of who we are referring and often have worked with that candidate from three days at the least, to three months at the most,” says Van. 

 

He believes employers who concentrate on the ‘soft skills’ and can provide training will have an easier time finding people, especially when it comes to hiring newcomers, rather than an employer who is simply looking for a ‘body’ to fill a position.

 

“Newcomers don’t want to be taken advantage of and want to have that opportunity. It’s understanding the cultural shock the newcomer may be facing, and being patient with that,” says Van, adding being authentic in their approach to acknowledging the issues a newcomer is facing will go a long way. “For a newcomer, they are so vulnerable with the experience and cultural changes they are facing. If an employer steps up for them, that’s what’s going to keep the retention and longevity.”

 

In general, Van says employers who can be more accommodating, not to the point where it’s compromising their business, will be successful at attracting and retaining employees.

 

“There is a lot of different nuances out there that have contributed to people ghosting employers because other options are coming up,” he says, adding transportation and childcare issues can play roles in the decision to changing jobs.

 

Given the opportunity, Van says he would like to see employers in various sectors work collaboratively when it comes to sharing potential talent.

 

“I would like to see those resumes pooled together somewhere where everybody could have access to them,” he says, adding the creation of a central ‘hub’ - taking confidentiality into consideration – would be beneficial to the overall job market.

 

As well, Charlene says connecting with local post-secondary institutions is another avenue employers can take when searching for talent and that even providing summer placements to high school students can also set the stage for future growth.

 

She believes a ‘multi-pillar’ approach is the best to solve our current labour shortage.

“We’ve got to do many different things,” says Charlene. “We can’t rely on any one thing as our solution.”

 

For more, visit https://www.workforceplanningboard.com or https://www.ymcacambridgekw.ca/en/index.asp

 

In terms of advice, Charlene says employers should consider the following:

 

1.  Check what you are paying. “When it comes to those key roles you’re stuck on and hire consistently for, know where you stand,” she says, adding local job boards can offer a great snapshot. “Figure out where you are on the spectrum for that job and know what ground you have to make up. And if you’re already paying well, maybe there’s something in the background you have to look at.”

 

2. Look at your job posting. “We’re seeing many job seekers who won’t apply because the posting is without any basic information,” she says. “Where is your company? What are the hours? What is the pay? What does the job look like? You would be surprised how many postings don’t answer these four basic things, so people don’t apply. I think what job seekers are looking for now from potential employers is openness, honesty and that transparency.”

 

3. Look at who is not coming through your door. “Be really honest with yourself. If you never see any women or newcomers apply, why is that? Who can you connect with so you can start seeing these applicants? There are so many local groups you can connect with.”

 

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An ongoing labour shortage continues to hamper Canada’s economic recovery in wake of the pandemic.

 

In fact, recent research published by the Business Development Bank of Canada (BDC) indicates that 64% of Canadian business says labour shortages are limiting their growth.

 

The BDC also reports that 55% of Canadian entrepreneurs are struggling to hire the workers they need and as a result, must now work longer hours themselves and delay or even refuse orders they can’t fill. As well, more than a quarter say they are having a difficult time even retaining current employees.

 

This news doesn’t come as a surprise to Mike Jennings, President of the Cambridge-based digital marketing agency MoreSALES, who has been keeping close tabs on the latest trends as employers in all sectors deal with continued labour shortages.

 

“The whole interview process is reversed right now. People aren’t coming in to interview for a job, they’re interviewing the company to see if they get to hire them or not,” he says, adding those in the skilled labour category are in very high demand.

 

According to CPA (Chartered Professional Accountants) Canada, Canadians in general have changed throughout the pandemic. While some decided being locked out of work provided them with the ideal motive to retire, at least 20% of the thousands who lost their jobs have changed sectors looking for work in places that not only may pay more but provide them with opportunities for advancement.

 

“A lot has to do with the culture of the company,” says Mike, noting surveys targeting millennials shows that flexibility at work and potential opportunities for nurturing and advancement tops wage expectations in terms of importance. “I think the smarter companies get it and those that are smart hire well will do well.”

 

He says more flexibility in terms of hours and the ability to work from home is key when it comes to attracting new talent, especially parents looking to return to the workforce following paternal leaves.

 

However, Mike knows this isn’t always the case for many companies, especially those in the manufacturing sector.

 

“If you’re a machine shop you can’t be all that flexible with your hours,” he says, adding in this case having an up-to-date website is vital since potential talent will do their research before submitting a resume. “If you’re thinking of working for a company that’s progressive and is going to pay well, you’re going to look at their website. But if that website hasn’t been touched in years and there is nothing about the employment situation or the culture of the company, then you’ve got a problem.”

 

As well, while social media is a great way to promote your company or business and attract potential talent, Mike encourages companies to be very strategic in their approach.

 

“It really depends on the company. If you’re a B2B company, I wouldn’t waste a lot of time on Instagram or Facebook,” he says. “I would focus more on LinkedIn or YouTube video clips outlining what the working environment is like at your company.”

 

He says connecting your staff on LinkedIn is a great way for potential employees to get a ‘sneak peek’ at your workplace.

 

“It will give them a sense of what kind of people they could be working with,” says Mike.

 

Visit https://moresales.ca to learn more.

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