Read the full article from Maclean’s here. 

The post Red River College exemplified the pivotal role colleges have played in the pandemic response, training people in highly specific tasks for which there was overwhelming demand appeared first on Manitoba Chambers of Commerce.

Rempel gave his notice early this summer and a search is already underway for his replacement and is expected to be completed by 2022.

WAA says he has been with the authority since 2002 and brought new tenants to the airport, including Canada Post and General Electric. The largest project during his time was the new air terminal building which opened in October 2011.

Read the full story via Global Winnipeg here.

The post Winnipeg Airports Authority CEO Barry Rempel gets ready to ‘take off’ into retirement appeared first on Manitoba Chambers of Commerce.

But in addition to providing training in sophisticated new coding languages and helping recruit high-end talent, the organization is also doing some very grassroots training.

On the Labour Day weekend, Tech Manitoba delivered a basic digital literacy course in Lynn Lake to 22 people. Click here to read the full article from Winnipeg Free Press.

The post Remote learning Tech Manitoba travels up north to deliver basic digital literacy course in Lynn Lake appeared first on Manitoba Chambers of Commerce.

• Create a replacement program for the Canada Emergency Wage Subsidy (CEWS) and the Canada Emergency Rent Subsidy (CERS). A replacement program should be exclusively available for businesses still hurting from pandemic-related public health restrictions, and available between October 2021 until spring 2022. The revamped version must retain at least the 75% (CEWS) and 65% (CERS) subsidy rates, in line with what businesses in other sectors had access to until they were permitted to recover.
• Introduce debt relief by forgiving interest payments on COVID-related government backed loans for SMEs in the hardest-hit sectors. This support should apply to the Canada Emergency Business Account (CEBA), the Business Credit Availability Program (BCAP) and the Highly Affected Sectors Credit Availability Program (HASCAP), which has been missing to date.
• Commit to not introduce new taxes on businesses. Small businesses everywhere, especially in hardest-hit sectors, are in dire financial straits after keeping their shops closed through three lockdowns to help us all safe from COVID. Canada cannot repay their sacrifice by slapping new taxes while their revenues are nowhere near pre-pandemic levels while they grapple with new debts to make it through COVID. New taxes will also prevent them from creating jobs at a time of very high unemployment.

To see all of the Canadian Chamber of Commerce’s recommendations for a serious, bold plan to grow our economy, click here.

The post Call for Small Business Support in Advance of the Federal Election appeared first on Manitoba Chambers of Commerce.

Perhaps you’ve heard the Winnipeg-based epidemiologist and founder of EPI Research Inc. on the radio. You’ve may have watched her on TV, or seen her name in the newspaper, locally and nationally, particularly during the pandemic.

“Through my company, EPI Research, which I founded more than 20 years ago, we offer a wide range of services — so much more than COVID-19 response and resources,” she is quick to point out. “However, it’s understandable that speaking to COVID-related issues has become my primary role as of late, and it’s important to me to contribute facts to the conversation. But, it’s only one of many roles that I play, and I’m not just a talking head in the media who can only speak to one issue.”

Carr has graduate degrees in both epidemiology and Health Policy, and a Certificate in Health Law, as well as an undergraduate degree in psychology, which she says helps guide her ability to connect with people and appreciate that outcomes are measured by many factors. She advises organizations on workplace and employee risks and solutions, most recently providing guidance as it relates to COVID-19, pandemic restrictions, and the importance of listening to, and taking advice from, qualified experts regarding vaccinations, preventive measures, and infection control procedures.

Although access to qualified experts is important, Carr’s approach is to focus on meaningful consultation with the most valuable and often knowledgeable resource – an organization’s staff and clients. Feedback in a safe setting by staff shows they are valued beyond the simple “are you satisfied?” surveys, and “frankly often lead to solutions that senior management has not had a chance to consider.”

“The focus of epidemiology is population health, not individual clients. Therefore, we train in how to communicate at a more global level and understand where we need to target messaging that conveys information, actions, and outcomes.”

Although Carr has extensive experience working with clients through the province in facilitating focus groups and leading meetings, the COVID-19 pandemic has led to an organization pivot with extensive public speaking and media support in public health messaging. With this has come increased requests for support from industry and government in risk management. Her company has expanded into contact tracing services for businesses and agencies to enhance agency-specific needs in contact tracing and rapid communication, notification, interviewing, and infection control support and risk identification specific to the work environment. Services also include support for COVID-19 impact assessment, and prioritization of re-building and recovery plans.

“The pandemic is a constant moving target,” says Carr. “As a society, we are all having to face a virus that is new to the world and continues to change, including the discovery of variants of the virus. What we do know is the vaccines are working, mask wearing is working,and adhering to the restrictions put forward by experts in public health and following the fundamentals works. That’s evident, based on case numbers and proper analysis…not by just guessing. However, we have to continually assess whether we are communicating effectively, or if we are just dumping too much data and expecting everyone to follow our train of thinking.”

Carr recently became a member of the Manitoba Chambers of Commerce to connect with the business community and drive awareness of her expertise and services, which can improve the health and wellness of organizations of all sizes and those who work for them.

“I absolutely sympathize with businesses that have had to shut down multiple times to comply with COVID-19 prevention orders, and I appreciate the fear employees have, particularly in retail and hospitality industries, about backlash when enforcing restrictions. It’s understandable there is a challenge getting people back to work.”

This is where she feels her company can be a support to organizations who want to create work environments that are safe for everyone, from management to staff as well as for patrons.

Carr says it has been frustrating to manage the “misinformation and fear mongering by people who are committed to a bias and not critical thinking or fact,” and that it’s important to her both personally and professionally to demystify certain issues that may have folks wondering what’s fact and what’s fiction.

“The anti-vaccination protests and the dissemination of unfounded untruths make this situation an even harder battle to fight, and we need science and data to get COVID-19 under control. My commitment is to good data to support capacity building and excellence in health programming and management.”

Cynthia Carr launched her career in the Northwest Territories more than 25 years ago, and has experience as an epidemiologist, community engagement facilitator, health policy specialist, evaluator, business case development expert, and strategic planner. EPI Research Inc offers a suite of organizational solutions including focus group and survey management, workshops, risk/community health assessment, and more.

To contact EPI Research Inc. or book a consultation with Cynthia:

Office: (204) 889-9939, Cell: (204) 797-8899
Email: cynthia@epiresearch.ca
Check out her website at: www.epiresearch.ca
Register now to join us for an Asked & Answered with Cynthia on Sept. 23.

The post #MeetAMember: Epidemiologist Cynthia Carr of EPI Research Inc. appeared first on Manitoba Chambers of Commerce.

We recently attended a webinar presented by employment and labour lawyer Stuart Ducoffe on behalf of Ceridian’s e2r Advisory Services on return to work processes and what the so-called “back at it” looks like for employers amid the pandemic. This article is derived from that event and intended for educational purposes only. It is not to be construed as legal advice and MCC recommends that you consult your legal professional on HR or employment-related matters.

Last week, students boarded buses to school for in-class learning, MCCs President & CEO participated in a couple of golf tournaments, our building managers put on a welcome back BBQ, and our team embarked on a staggered, hybrid return to the office. Does this all feel somewhat normal? Is this the “next normal” and if so, for how long?

“In a recent survey, 77% of employer respondents said they were going to go back to a hybrid model,” says webinar presenter Stuart Ducoffe (B.C.L., LL.B., CHRL) a seasoned employment and labour lawyer, founder of e2r™ and Partner and co-founder of Woolgar VanWiechen Cosgriffe Ducoffe LLP. “What does hybrid mean? It means some remote work, some in-office; but it doesn’t mean that it’s all or nothing. It’s a brand-new world and there isn’t a blueprint for any of this, so I would say employers have lots of options.”

On the plus side, the pandemic has changed the world of work in fundamental ways, which means organizations may have an opportunity to do something they’ve never had a chance or the willingness to do. For example, you could select one work mode or a combination of many: a team of entirely remote employees, some hybrid, and some full-time in-office staff. You could follow a staged approach in which you bring back critical workers first, or you could start by rotating schedules and reintegrating day by day on a gradual return to work.

“Remember: no matter the approach you take, ongoing communication with employees is going to be key. The messaging is just so critical. There is a huge psychological perspective to this pandemic, as it has been 18 months and it is not easy for some to just flip the switch.”

According to Ducoffe, the return to work may actually start off by surveying employees about their wishes around work schedule/location, which demonstrates a genuine effort to respond to their preferences. But, if you seek out opinions and invite employees to be part of the decision-making process, you need to be open to considering their input.

The perception of value in an organization is so important to engagement and retention, so if you create an opportunity for employee consultation then ignore the outcomes, it could produce the opposite effect.

“Depending on the type of organization and the industry you’re in, you may find that your surveying generates results that don’t align with what your business needs to do to. Not every position lends itself to remote work, so now it may be perceived as unfair, or an unlevel playing field. And, if your survey results demonstrate a clear or overwhelming preference for remote work, but you elect not to or cannot offer that option, it won’t sit well with employees.”

Next, Ducoffe says that a clear vaccination policy will be a key element of the return-to-work strategy.

In the last couple of weeks, we’ve seen many large employers – federal government, school divisions, private sector, and more – state unequivocally that the vaccine will be mandatory for employees. On August 19, KPMG released a business outlook survey in which they discovered that 62% of small and medium-sized business respondents were planning to make vaccination mandatory.

“Your organization needs to assess your risks and decide what you’re going to do – are you going to make the vaccine mandatory or not, and are you simply inquiring about status or are you going to request documentation?”

In addition to your preferences, it will also matter whether your organization is public, part of a federally-regulated industry like an airline or financial institution, or private sector, and if there are collective agreements in effect. All these factors will play into your decision-making, as employers have an underlying obligation to provide a healthy and safe workplace while balancing all the ethical, legal, and human rights perspectives.

From a legal standpoint, do you have the right to ask employees if they’re vaccinated, and to mandate the vaccine?

“What our legal team is advising is that yes, you can ask about status, and yes, you can make the vaccine mandatory and require supporting documentation because there is a clash of interest: a collective interest in health and safety versus individual privacy. But if you decide to mandate the vaccine, there will be existing employees who cannot receive it, or refuse to be vaccinated. There are two human rights exceptions – medical and religious – and where those situations arise, employers have a duty to accommodate. So, you will need a plan to deal with those individuals through workplace accommodations or regular COVID-19 testing.”

Ducoffe says that vaccination can be made a condition of employment for new hires, but that status should only be investigated late in the hiring process. A desired candidate should be made aware of vaccination as a condition of employment at the time of offer, because the Human Rights commission doesn’t look too favourably upon early inquiry about medical conditions.

One of the most interesting possibilities to come out of the pandemic is an opportunity for employers to assess existing employment contracts and address deficiencies.

“When the conditions of work have materially changed, such as in the case of remote work, you may be able to enter into a new contract with employees, which could benefit your organization significantly. For instance, you might decide to re-examine and put an end to termination agreements, especially if you have a large number of long-tenured employees with lengthy severance pay requirements. Realistically, if you’re investing in technology and enabling remote work permanently, you could argue this is a benefit of extraordinary value for your employees, and that they should be prepared to enter into a new agreement.”

Ducoffe warns employers not to go incorporating remote work policies into employee handbooks just yet. It’s important for remote and hybrid work models to serve your organization well, so he recommends referring to it as a pilot project. Communicate to employees that you will be continually assessing and re-evaluating to ensure the model is working, and that you may need to refine, tweak, and adjust.

“If you approach the post-pandemic return to work processes genuinely and attempt to give your teams the greatest amount of input and notice so they can acclimatize to changes, you will likely get a very positive response from your employees.”

Read up! Here are some additional resources to guide your organization through this next phase:

• 47% of Canadians want mandatory vaccines in workplace reopening policies
• Sixty-two per cent of businesses plan to mandate employee vaccines
• Posthaste: Mandatory vaccines are coming to a workplace near you
• CSA Workplaces and COVID-19: Occupational Health and Safety Considerations for Reopening and Operating During the Pandemic

The post Turning the COVID-19 Corner: What does the return to work mean for Manitoba employers? appeared first on Manitoba Chambers of Commerce.

Together with patients, crew, and supporters, STARS welcomed its first new Airbus H145 helicopter to Manitoba Tuesday.”

Read the full article via Global News here.

The post STARS gets a new ambulance chopper appeared first on Manitoba Chambers of Commerce.

Biomedical Commercialization Canada Inc., which is operating as Manitoba Technology Accelerator (MTA), is being recommended by the city’s Public Service as the winning bid to take over the space.”

Read the full article via the Winnipeg Free Press here.

The post New tenant found for Esplanade Riel Bridge appeared first on Manitoba Chambers of Commerce.

Vince Barletta will take the reins of president and chief executive officer, beginning Sept. 20. He’s been president and CEO of the St. Boniface Hospital Foundation for the last four years, navigating the health-care charity’s operations during the COVID-19 pandemic.”

Read the entire article from the Winnipeg Free Press here.

The post New CEO at Harvest Manitoba’s helm appeared first on Manitoba Chambers of Commerce.

• workforce and employment opportunities
• revenue & sales generated by the industry
• the high export value of pharmaceutical manufacturing such as medicaments

Manitoba’s bio-economy is large and strong. Our industry boasts over $10.4 billion in revenue and sales and employs more than 16,000 individuals. Those metrics are important concerning Manitoba’s exports, as medicaments, the unsung hero of Manitoba’s economy, is the largest export in the province. Beating out popular and well-known provincial exports such as wheat and pork, Medicaments (general medicines) are a significant reason for such a large industry workforce.

Through multiple billboards, magazine placements, social media, and a variety of other mediums, the IGC casts a wide net, educating the public and industry veterans about the successes of our industry.

As the voice of Manitoba’s Bioscience industry, BAM takes seriously its mission to enable commercial success for bioscience companies by acting as a catalyst for innovation, expanding industry skills capacity, and providing a unified voice to create awareness locally and internationally.

According to data from a recent Probe Research survey conducted in June 2021, eight in 10 Manitoba adults were unaware that pharmaceutical products are the province’s most significant export. Through the Industry Growth Campaign, BAM looks to rectify this lack of public awareness and give Manitobans something of which they can be proud.

As we look towards the province’s economic future- building a resilient economy that benefits everyone, BAM hopes to create space for the bioscience industry to grow and evolve.

Learn more about us: https://www.biomb.ca/about-us/industry-growth

The post #MeetAMember: BAM Launches Industry Growth Campaign appeared first on Manitoba Chambers of Commerce.