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CAMPING IN ONTARIO’S NEWSLETTER

UPDATE

APRIL 2008

President’s Message

The sun is shining and the sky is blue – spring is in the air! That must mean one thing – Spring Regional Meetings across the province! As we prepare our campgrounds for the onslaught of enthusiastic campers itching to get back into their trailers and tents, there is plenty of new information for our industry to consider and include in the 2008 season. Information sessions at the Spring Regional Meetings include knowledge and advice on: • Keeping your campground safe for you and your staff. Everyone needs to be prepared to look for hazards in the workplace and this includes both seasonal workers and students. Do you know your responsibilities? • Preparing for the changes resulting from the Accessibility Standards for Customer Service (Ontario Regulation 429/07) that came into force on January 1, 2008. If you are a provider of goods or services, and have one or more employees in Ontario, you will be required to comply with the regulation. Are you ready? • The Ministry of the Environment – will provide an overview of the issues and changes that affect the campground industry. • An overview of the new Online Reservation System – the more I learn about it, the more excited I am to have it available – what a great service to the camping public. You know it’s going to get the attention of the internet savvy camper and if you’re not a part of the system already – you’ll be signing up once you see it in action! • Cracker barrel – the opportunity to ask your question and get a wealth of knowledge available in one room to give friendly and helpful advice. • The Associates – an excellent opportunity to meet with the Associates, pick up product, learn about new product and find a new supplier that will help make your summer run smoother. The Spring Regional Meetings are just like “mini” conventions with a lot of information jam packed into a great day of networking, seeing old friends and making new acquaintances. If you’ve missed one in your area – contact the office and get to the next one nearest to you. With the continuity of the program, you’ll get the benefit

See President’s Message page 3

Inside This Issue President’s Message. . . . . . . . . . . . . . . . . . . . . . 1

Hiring Season Employees. . . . . . . . . . . . . . . . . . 6

Supplier News. . . . . . . . . . . . . . . . . . . . . . . . . 12

Executive Directors Message. . . . . . . . . . . . . . . 2

Performance Expectations . . . . . . . . . . . . . . . . . 8

Classifieds . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13

Two from Six – Employing the Gaming Generation. . . . . . . . . . . 3

IT Corner . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10

Assessment Update . . . . . . . . . . . . . . . . . . . . . 14

Upcoming Dates to Remember. . . . . . . . . . . . . 10

Advocacy Update . . . . . . . . . . . . . . . . . . . . . . . 14

New Campground & Assciate Members . . . . . . 11

The Family Business. . . . . . . . . . . . . . . . . . . . . 17

The National Perspective . . . . . . . . . . . . . . . . . . 4 Member Benefit Program . . . . . . . . . . . . . . . . . 5


Camping In Ontario UPDATE | 2

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Executive Director’s Message

Executive Director’s Message

The 2007 Camping In Ontario directories are in and they look great! We distributed 10,000 copies at the Toronto RV Show and 3000 so far in the eastern seaboard states. Samantha is coordinating the distribution of the directories this year, so please make sure that you let her know how many directories you can distribute in your area and she’ll make sure that the books are at your spring meeting for pick up.

On the only official “snow day” for

President’s Message from page 1

The Board of Directors met for two days at the beginning of January to plan for the coming year. What an invigorating time! Much disToronto students , five teenagers cussion – and much debate -gathered took place!inThe end result is a strong forward in terms of advocacy, education and marketing. my kitchen to wait out direction of year receiving information youanalyse need informaat a very Our main goal this year, aside from the day to day issues, is research. This is the that we the will strive to collect and another winter snow storm. While I’ve already attended the first tion from you that will help us tell our story at Queen’s Park. Please help us byaffordable participating price. when surveys are sent out.

picking my cupboards bare, they meeting and I thoroughly enjoyed not only the chatted about a number of things company of old friends, I made the acquaintance Branding of the association (all at once no less!), including the of new ones and some great business contacts fact thatdetermined all of their told At the January board meeting, it was thatparents in order have to grow our brand recognition, we neededwith to focus on one name, onerules through networking the inAssociates. The them is the - the the yearassociation identity. To that end, the board has that askedthis that we beginyear promoting as Camping In Ontario first and the Ontario Private for running a small business are changing – you Campground Whatjob. does Now this mean you, the campground member? that the publicare identity of to the keep asso- up that they Association must havesecond. a summer I’m tonot usually an have to beIt means informed if you going ciation will get a bigger and that all ourmy communication pieces will begin to be identifiable as Camping In Ontario. eavesdropping kindpush of mother, but curiosity was peaked and be competitive in this industry. – I wanted to hear their honest opinions about that four word – work.why this is a good move: We recently had an incident where Anletter example to illustrate a stafffor member wasget identifying herself as repreIt’s time me to out and enjoy some of senting the Ontario Private Campground Association to a potential funding source – this person immediately, and vocally, claimed that spring sunshine. (The fact that we that are still will come ascould no surprise to most of you any what I overheard. theItfunding source not and would not support projects for private clubs. She focused in theover word3’“private” not snowmobiling ononthe of snowand oncould the ground getPowerful past it. Byand using the Campingstatements In Ontario name, club” issue and focus on representing the campground compelling suchwe as:get around the “private is not relevant). I look forward to meeting all of you industry• inI’m Ontario. not working weekends. at the meeting in your area. • I’m not going to work for just minimum wage. • I don’t mind getting job as long I can still a We will keep our OPCA name – it is aour history, our as roots – but wetake will actively use the Camping In Ontario brand identity whenever we of weeks off to relax. are dealingcouple with outside entities. • I’m not doing something gross, like picking up garbage... Assessment Update Karen Challinor • My mom says that I have to start applying for jobs On the assessment front, as you know, Mark and I had an opportunity to make a pre-budgetCamping presentation to the Minister of Finance. I President, in Ontario now, but what’s the rush? have also recently met with senior staff at the Ministry of Finance. Both occasions gave us the opportunity to re-iterate our request for • We should apply to the same place so that we can an immediate moratorium on the assessment of seasonal trailers while the appeal of the Carsons Camp case takes place. We reminded work together. the Minister that campgrounds are small businesses and that we would like to stop fighting assessment and spend more time marketing camping in Ontario. A copy of our written brief is on the web site should you wish to reference it in any communications that you I shouldn’t have been listening – I wanted to rush out to the may have with your MPP or municipal representatives.

kitchen and give them one big reality check, but I held back.

Unfortunately, Minister Sorbara is not willing impose moratorium at this point, stating that he cannot take any action nor make any As spring approaches, so does hiring to time. Asayou get ready further comment while this matter is before the courts. A copy of this letter to hire your eager (!) young staff for the summer season, is also on our web site.

we’ve pulled together some information on how to be a ONTARIO PRIVATE CAMPGROUND ASSOCIATION great andof how tomeetings get the set most out the of your youngand NDP I am nowemployer, in the process getting up with Conservative parties thatCourt, we can be sureOntario of their support 8-220 RoyalsoCrest Markham, L3R 9Y2 as we TOLL-FREE employees. Good luck (you need And if you come move forward with this issue. I will will update you it!). weekly in the Forum – keep checking there1 877 and672 on2226 our web site for future developTEL 905 947 9500 ments on this issue.good ideas for engaging and motivating young up with some FAX 905 947 9501 workers, please drop us an email at the Camping In Ontario WEB www.campinginontario.ca office we’d love to share the insight. Until next–time, EMAIL opca@campinginontario.ca Here’s to the snow melting quickly and a warm spring!

Beth Potter Beth Potter Director, Camping in Ontario Executive

PUBLISHER Beth Potter DESIGN Sandra Friesen Design www.sandrafriesen.com Published six times per year, Update is the newsletter for the campground owners, operators and suppliers who belong to the Ontario Private Campground Association (opca).


3 | APRIL 2008

Employing the Gaming Generation

26 FROM

Are you thinking of employing summer students to help with maintenance (cut grass, clean and tidy up, deal with the public)? I have always found it difficult to find a “good” student. Here are a few thoughts that crossed my mind.

So I decided for 2008 to give another couple of students the chance to learn, gain experience and make money. By Walter Geisser, Bayview Lodge

The kids nowadays are used to sitting in front of a computer screen for hours playing games. They are able to read complex manuals so they know exactly what is required to succeed – or win – a game. They are curious for new tasks, but as soon as the goal is achieved the game is not as interesting any more. As employees they might like clear job descriptions to know what is expected and clear procedures to know how a job needs to be done. This helps them, too, with their “school” thinking: ‘How can I get a job done and pass with the least effort’. I have heard the statement alot: “Students do only as much as they are told, not an inch more” and I have experienced this as well. A clear job procedure helps them also decide when to ask for help. A customer is not always right but needs to be told politely. If a maintenance job is not done right it can be redone, however, there is no delete or restart button when in contact with customers. A few rules on how to interact with the public might help. One bad example from our business: The customer complains about a malfunctioning water tap in one of our cottages. The student at the front desk listens and responds: Welcome to Bayview Lodge! There are always good and bad parts that come with a job. Anybody new in the working world has to learn that lesson and endure boring tasks (cleaning, cleaning and cleaning…). Sometimes I think back how good or how bad of a summer student I was. I sure felt comfortable when I knew exactly what I was expected to do. I remember, too, that I neededthe money and was thankful for a job.

How to increase your site count.


Camping In Ontario UPDATE | 4

The National Perspective Tourism Week June 2-8, 2008 Tourism Week is a national celebration that highlights the sector’s economic and social benefits. It’s also a great time to encourage the public to experience local tourism offerings and engage government officials on tourism issues. Once again, The Globe and Mail will publish a special Report on Tourism that examines some of the issues facing the tourism sector in Canada, including accessibility, human resources and sustainability.    TIAC has negotiated exceptional advertising rates for its members in this report. To support this important initiative, please contact Andrea Labelle at 613-688-1454 or alabelle@tiac.travel.

• $147 million in 2008-09 for the Canadian Air

Transport Security Authority (CATSA) to address operational pressures; • $14 million over two years for the Canada-US

NEXUS program for high-frequency, low-risk travellers across the border; • $6 million over two years for federal activities to

support provinces and territories in introducing Enhanced Driver’s Licenses; • $26 million over two years for the development of

biometric data in the issuance of visas to foreign nationals entering Canada; and,

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• $75 million over two years to the Canada Border Services Agency to ensure it has the necessary resources to effectively manage the flow of people and goods;

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Federal Budget 2008 Analysis While the budget did not address larger issues such as marketing it contains several initiatives that address many of the concerns TIAC has been advocating for on behalf of Canada’s tourism sector, including:

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• $22 million over two years, growing to $37 million Border Issues per year, to modernize the immigration system, TIAC’s President and CEO Randy Williams and V.P. Public including legislation to speed up the processing of Affairs Chris Jones met with the Coalition for Secure and permanent resident applications, ensuring shorter Trade-Efficient Borders to discuss a joint report on borwait times and making Canada’s immigration der challenges being prepared by the Canadian and U.S. system more competitive. Chambers of Commerce and supported by TIAC and others. For TIAC’s complete budget analysis, visit www.tiac. travel.   TIAC also recently met with Alain Jolicoeur, President of Canadian Border Services Agency, U.S. Ambassador a l & R e si d to Canada David Wilkins, and officials of both the U.S. en un m t Customs and Border Protection Agency and Canada’s m Department of Public Safety and Emergency Preparedness to discuss border issues including, Nexus expansion, enhanced drivers licenses, and admissibility of U.S. citizens to Canada (Americans being refused entry because of a criminal record).

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flexible modular design campgrounds, golf courses, trailer parks remote comfort stations surface, subsurface or re-use options low maintenance, low energy, no aerobic sludge seasonal or year-round operation verified nitrogen removal

143 Dennis Street, Rockwood, ON Canada N0B 2K0 Ph: 519-856-0757 Fax: 519-856-0759 www.waterloo-biofilter.com


5 | APRIL 2008

M ember benefit P rogram Business Forms Nebs Business Products Ltd. 800-461-7572, www.nebs.ca

Camp Store Supplies & Systems Dougan Campstore Supplies 416-759-1093 Credit Card Program Petro - Canada

800-668-0220, www.online.petro-canada.ca/ sapply/OPCA2

Energy Program RCA Energy and Constellation NewEnergy 647-206-7806, www.newenergy.com

Insurance Canada Brokerlink Inc.

905-548-6886, www.brockerlink.ca

Lawn/Grounds Care and Products John Deere 905-945-9281

Legal Care Pre-Paid Legal 705-739-1561

Merchant Payment Processing Service Global payments Canada GP

416-847-4200, www.globalpaymentsinc.com/ canada


Camping In Ontario UPDATE | 6

Hiring Seasonal Employees Every employer has faced the same dilemma. How to write a job description that accurately outlines the role and responsibilities yet still sounds attractive to the prospective job applicants. The Conference Board of Canada put together Employability Skills 2000+ - aimed at young workers, this list highlights the skills needed to enter, stay in, and progress in the world of work. We reproduced their list here for your reference. Use it when developing that amazing job posting! Fundamental Skills The skills needed as a base for further development.

Personal Management Skills The personal skills, attitudes and behaviours that drive one’s potential for growth.

Teamwork Skills The skills and attributes needed to contribute productively.

You will be better prepared to progress You will be able to offer yourself in the world of work when you can: greater possibilities for achievement when you can

You will be better prepared to add value to the outcomes of a task, project or team when you can:

Communicate • Read and understand information presented in a variety of forms (e.g., words, graphs, charts, diagrams) • Write and speak so others pay attention and understand • Listen and ask questions to understand and appreciate the points of view of others • Share information using a range of information and communications technologies (e.g., voice, email, computers) • Use relevant scientific, technological and mathematical knowledge and skills to explain or clarify ideas Manage Information • Locate, gather and organize information using appropriate technology and information systems • Access, analyse and apply knowledge and skills from various disciplines (e.g., the arts, languages, science, technology, mathematics, social sciences, and the humanities)

Work with Others • Understand and work within the dynamics of a group • Ensure that a team’s purpose and objectives are clear • Be flexible: respect, be open to and supportive of the thoughts, opinions and contributions of others in a group • Recognize and respect people’s diversity, individual differences and perspectives • Accept and provide feedback in a constructive and considerate manner • Contribute to a team by sharing information and expertise • Lead or support when appropriate, motivating a group for high performance • Understand the role of conflict in a group to reach solutions • Manage and resolve conflict when appropriate Participate in Projects & Tasks • Plan, design or carry out a project or task from start to finish with well-defined objectives and outcomes • Develop a plan, seek feedback, test, revise and implement

Demonstrate Positive Attitudes & Behaviours • Feel good about yourself and be confident • Deal with people, problems and situations with honesty, integrity and personal ethics • Recognize your own and other people’s good efforts • Take care of your personal health • Show interest, initiative and effort Be Responsible • Set goals and priorities balancing work and personal life • Plan and manage time, money and other resources to achieve goals • Assess, weigh and manage risk • Be accountable for your actions and the actions of your group • Be socially responsible and contribute to your community Be Adaptable • Work independently or as a part of a team • Carry out multiple tasks or projects • Be innovative and resourceful: identify and suggest alternative ways to achieve goals and get the job done • Be open and respond


7 | APRIL 2008

Use Numbers • Decide what needs to be measured or calculated • Observe and record data using appropriate methods, tools and technology • Make estimates and verify calculations Think & Solve Problems • Assess situations and identify problems • Seek different points of view and evaluate them based on facts • Recognize the human, interpersonal, technical, scientific and mathematical dimensions of a problem • Identify the root cause of a problem • Be creative and innovative in exploring possible solutions • Readily use science, technology and mathematics as ways to think, gain and share knowledge, solve problems and make decisions • Evaluate solutions to make recommendations or decisions • Implement solutions • Check to see if a solution works, and act on opportunities for improvement

constructively to change • Learn from your mistakes and accept feedback • Cope with uncertainty Learn Continuously • Be willing to continuously learn and grow • Assess personal strengths and areas for development • Set your own learning goals • Identify and access learning sources and opportunities • Plan for and achieve your learning goals Work Safely • Be aware of personal and group health and safety practices and procedures, and act in accordance with these

Source: The Conference Board of Canada

Interested in the online Reservation System participate in the next WEBINAR dates are April 10 and April 17 call Helen at the office 905-947-9500 to book your spot!

• Work to agreed quality standards and specifications • Select and use appropriate tools and technology for a task • or project • Adapt to changing requirements and information • Continuously monitor the success of a project or task and identify ways to improve


Camping In Ontario UPDATE | 8

Performance Expectations: Why Managers don’t get what they Expect Decide to be more realistic about the performance you get from others on skills that are new to them. Once this decision is made, your management thinking will change dramatically – and management behaviour will more appropriately support performance. It is a very common practice for a manager to send an employee for training (either within the company or to an outside source) and then expect that person to perform well on that task when they do it. This is a high risk assumption that frequently results in disappointment. There are several possible barriers that prevent training from making a difference – this article focuses on one only – the learning process. Visualize a graph that grows from the bottom left to the top right of the chart. At the bottom left is the situation prior to any training or experience on the task and is referred to as “pre-formative”. That is, the person knows nothing about that task. At the top right, is the situation where the person has demonstrated consistent high performance, and can see how the task or the information “fits” or relates to other tasks or knowledge – this is referred to being “integrated” on that task or skill. Between these two extremes is the “normative” phase during which the person practices the task, increasing their efficiency and effectiveness while being observed and coached appropriately. During this phase, being approximately right is rewarded and supported, and constant feedback is provided in a future oriented way to help the person grow their competence. It is usually true that the task must be done in the expected manner at least 18-20 times before you can consider it to be a new behaviour. This is a process that must happen – the more complex the task, the longer it will take. Of course, effective management includes checking from time to time to ensure that the expected behaviour is maintained in the long run.

In Summary: Just telling a person how to do something doesn’t cut it. “Open door” management policy doesn’t either – instead of waiting for the person to ask for help, go and check – frequently. Be proactive about each phase on the graph – manage the process, don’t wait for the end result. Ensure that all necessary information on how and when to do the task is provided in writing and is easily accessible. Tell the person that it is your job to observe them as they do the task and prevent them from failing – then do this. Feedback acknowledges what they are doing right (so you validate the parts that you want them to continue doing) and provides information on what they can do differently next time to improve their skill. After consistent effectiveness and efficiency has been demonstrated, provide support to assist the person to see how the task fits into the “big picture”. Article reprinted, courtesy of Hunt Personnel / Temporarily Yours


9 | APRIL 2008

SECURITY EQUIPMENT

MANAGEMENT SOFTWARE

ACCESS TO PEACE OF MINDTM ACCESS CONTROL INTRODUCING OUR NEW DIRECT DRIVE BARRIER GATES

Welcome to Modern - a manufacturer of totally integrated campground systems. With over 30 years of experience we can offer you superior quality, reliable operation and the widest range of products by one manufacturer. Our dedicated sales and service team has many solutions to fill the needs of the recreation industry. We encourage you to visit our website - www.masicanada.com to learn more about what we can do for you!

170 Steelwell Rd. Suite 100, Brampton, ON L6T 5T3 Phone: 866-512-8374 Fax: 905-452-3714 www.masicanada.com

SECURITY • PARKING • ACCESS CONTROL


Camping In Ontario UPDATE | 10

IT Corner

Upcoming

Dates to Remember

Thought that you knew how to communicate with others! Think again, if you are over a certain age, most of these text messaging terms are foreign to you. But now is your chance to finally figure out what your kids, your younger employees, and your clients are saying to you in emails and text messages.

April 1 Spring Regional Meeting – areas 5B, 6

AAM As a matter of fact. AFAIK As far as I know AKA Also known as ASAP As soon as possible ATB All the best ATW At the weekend AWHFY Are we having fun yet B4 Before BBFN Bye Bye for now. BBS Be back soon BCNU Be seein’ you BRB Be right back BTW By the way Cm Call me Cu See you Cul See you later CUL8R See you later Dk Don’t know Dur? Do you remember  E2eg Ear to ear grin  F? Friends F2F face to face FITB Fill in the Blank FYI For your information Gr8 Great GTSY Glad to see you h2cus Hope to see you soon HAGN Have a good night HAND Have a nice day  IDK I dont know IIRC If I recall correctly IMHO In my humble opinion IMI I mean it IOW In other words... IOU I owe you IUSS If you say so  J4F just for fun JFK Just for kicks

Kitchener Memorial Auditorium, Kitchener

Rideau Acres, Kingston

April 4-6 Kitchener ORVDA Show

April 4-6 Sudbury Sportsman Show

Garson Arena & Community Centre, Sudbury

April 8 Spring Regional Meeting – areas 7,8,9 Quality Inn, Sudbury

April 21-22 Board Meeting

Fisherman’s Cove, Kincardine

November 23-26 Annual Convention & Campex Sheraton on the Falls, Niagara Falls

Mark your Calendars Now! 2008 Annual Convention November 23-26 Niagara Falls, ON


11 | APRIL 2008

JstCllMe Just call Me KIT Keep in touch L8 Late L8r Later Lol laughing out loud MYOB Mind your own Business NA No access NC No comment NE Any NE1 Anyone No1 No-One NWO No way out O4U only for you OIC Oh, I see. OTOH On the other hand PCM Please call me PPL People R Are ROTFL Roll on the floor laughing RU? Are you? RUOK? Are you Ok? SC Stay cool SETE Smiling Ear to Ear SOL sooner or later SME1 Some One SRY Sorry T+ Think positive T2ul Talk to you later Thx Thanks T2Go Time to Go TTFN Ta ta for now. U You UR You are URT1 Your are the one VRI Very W4u Waiting for you WAN2 Want to WUWH Wish you were here YBS You’ll be Sorry

Welcome New Campground Members Area 7 Morest Campground Area 6 Bennett Trailer Campsite

Welcome New Associate Members Camp Store Supplies & Systems Admitec Inc (Admission Wristbands) www.admitec.ca Dougan Campstore Supplies cdougan@rogers.com Canopies, Carports, Florida/Patio/Sun Rooms Dura-Bilt Products Inc. www.durabilt.com Playground Equipment Active Playground Equipment Inc. www.apeplayground.com Real Estate Empire Real Estate Service www.recproperties4sale.ca RV Roof Repair & Restoration Products Polycoatings International www.polycoatings.com Water Treatment Rural Treatment www.ruraltreatment.ca Trojan Technologies www.trojanuv.com


Camping In Ontario UPDATE | 12

Supplier News Durham Radio launches SPOT Satellite Messenger The affordable SPOT Satellite Messenger allows you to call for help or message your contacts to let them know you’re OK from just about anywhere in the world. SPOT sends your exact location with every message so your friends or emergency services can easily locate you on a map. More info at www.durhamradio.com/spot SPOT sells for only $169.00 and a 1 year of unlimited messaging is only $99.99 USD. Track your progress on Google Maps™ for only $49.99 extra per year. RdJ Technology Solutions WIFI expectations are increasing. Don’t be left behind. Checkbox with Ticket Manager allows you to control who has access to your high speed internet service, how long their access is for and how much you want to charge for that access. Have a large area to cover? No problem. Additional units can be added to wirelessly extend your coverage throughout the campground. No cabling required, just AC power. To find out more about Checkbox contact Richard de Jong, RdJ Technology Solutions (519) 941-1110 or by email at RdJTechSolutions@sympatico. ca

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13 | APRIL 2008

Classifieds Thank you for placing your classified ad in the Update Classifieds.

If your item is sold, or if you find the item you’ve been searching for, please let us know so that we can keep the Classified listings up to date.

Items For Sale Owner Retiring – Lagoon Tent & Trailer Park. In the fast growing town of Huntsville at exit 226. 1/2km from Hwy 11. Unlimited Potential approx 31 acres on the Big East River, 2 sandy beaches, filtered drinking water, 87 sites HW, HWS, and un-serviced. 3 year round apartments and capacity for a fourth, 3 seasonal cabins and a year round owners quarters part of the main building. Store and gas pump could be year round. Asking $899,999.13, will take back partial 1st mortgage. Appointment required 705-789-5011

White Waterslide Total of 75 pieces, includes three runs. Unit is disassembled ready to load, includes engineer drawings, structural steel, pump, starter, maintenance manuals and more. Asking $54,900, OBO Serious inquiries call to make an appointment to view in Fort Erie, Windmill Point Park Inc. 905 894 2809 or email laura@windmillpointpark.com

Career Oppotunities Seasonal Park Opportunities Killam Properties Inc. is a leading real estate company based in Halifax, Nova Scotia. Killam is the largest owner and manager of multi-family residential rental properties and manufactured home communities in Atlantic Canada. Killam also has a division of Seasonal resort Communities. Killam’s common shares are listed on the Toronto Stock Exchange as KMP. We currently have opportunities available on our team for service oriented, energetic Community Managers and Maintenance Supervisors at a select few of our locations in Ontario. We thank you for your interest in Killam Properties Inc. All qualified applicants will be considered, however, only those selected for an interview will be contacted. Please forward your cover letter and resume in confidence to: careers@killamproperties.com or to: Colleen McCarville, Human Resources, Killam Properties inc. Suite 100, 3700 Kempt Rd., Halifax, NS B3K 4X8 Fax (902) 442-5325 More infomation see www.campinginontario.ca

A Peterborough area lake front resort requires an individual with strong accounting, computer and business skills to be the administrator and property manager of its resort. While not being a necessary requirement, an individual with some plumbing, carpentry and electrical knowledge would be an excellent candidate. Responsibilities include all things necessary to maintain, staff, and operate a large trailer park resort within a budget, including a small office, sales department, and maintenance staff. Weekend work is required, and the successful candidate will report to a board of ten directors. An education beyond the high school level in business and the ability to converse well with others will play a large role in choosing the candidate. Annual remuneration range from $45,000.00 to $55,000.00 with three weeks holidays in the off-season as agreed to by the directors. All qualified candidates are asked to fax a resume to 705-657-3774 or e-mail plca@pigeon.on.ca .

LIGHTHOUSE RV RESORT www.lighthouservresort.com Located on the shores of Lake Erie, south of Dunnville, ON Seasonal campground, open May 1st to Oct. 31st Family-owned resort Excellent outdoor environment Requires Resort Managers Permanent, full-time seasonal position. Must be available on weekends. This opportunity is best suited to a couple who on able to live on site. A base salary plus on-site accommodation will form part of your remuneration package. Responsibilities include visitor/guest relations, managing on-site daily activities and administrative duties, cleaning and general maintenance, maintaining positive relationships within the park community, co-ordinating maintenance work orders when necessary. Knowledge in plumbing, sewer, hydro an asset. Please forward your cover letter and resume in confidence to info@niagaratrailers.com or by fax (905) 262-4697 Att: John

@campinginontario.ca Do you have a generic email address that campers can’t identify? Change that with a campinginontario.ca email account. Call Helen at 905-947-9500 for details.


Camping In Ontario UPDATE | 14

Assessment Update

Advocacy Update

Court Case Finished Recently, at the Regional Meeting in Kitchener, Lisa Gow of Carson’s Camp announced that the court battle against MPAC and the Municipality of South Bruce Peninsula was at an end. After the Ontario Court of Appeal ruled against Carson’s Camp, the only option left was to file a leave with the Supreme Court of Canada.

Sorbara Leads Study to Boost Ontario Tourism Increasing Competitiveness Will Drive Economic Growth TORONTO — Minister of Tourism Peter Fonseca today named Greg Sorbara, MPP for Vaughan and former Minister of Finance, to look at ways to increase Ontario’s share of the multi-billion dollar global tourism market.

“We hired a lawyer with experience at the Supreme Working with tourism and business leaders, Sorbara will: Court level to analyze the case and render an opinion on • Study what Ontario’s tourism industry does well the potential of filing a leave to appeal to the Supreme and where there is room for improvement Identify Court,” explained Lisa. “After reviewing the case history, Ontario’s best prospects for growth and best our lawyer offered the opinion that: practices around the globe and Develop an action plan, to be released in 2009, to ensure tourism • Indirect tax wasn’t arguable – this point was lost at continues to be a key contributor to Ontario’s the original court case and confirmed during the economic prosperity. appeal; • The three objectives of the competitiveness study • The fee simple argument wasn’t arguable with the are getting all Ontarians talking about the future result being that trailers are now included in the of Ontario tourism; raising the tourism industry’s definition of land. While this point was won in the profile; and designing a strategy that identifies clear original court case, the appeal court overturned actions for industry and clear roles for all levels of this decision. That decision has since been used government. sussuccessfully in other cases: and, • The only argument possible was with respect “The tourism landscape is changing dramatically. The to land being assessed against the owner of the findings of this study will help ensure the province’s land(trailers) not the campground owner. As tourism industry is prepared to take advantage of new trailers are now defined as land, this would force opportunities emerging globally. We are prepared to MPAC and the municipalities to keep track of each think big, bold and out of the box to make Ontario the trailer owner, assess them and bill them directly.” world’s destination of choice,” said Tourism Minister Peter Fonseca. After reviewing all of the options, meeting with industry representatives, and assessing the costs involved to go to “This is a tremendous opportunity to grow a key economic the Supreme Court (an estimated $100,000), Carson’s sector for Ontario — a sector that is experiencing Camp and the RV Action Association decided not to phenomenal growth world-wide. We want to ensure we proceed, and did not file a leave of application with the are providing the right environment for the industry to Supreme Court. succeed and prosper,” said Greg Sorbara. There are many Requests for Reconsideration waiting to be heard by the Assessment Review Board (ARB), and now is the time to start pushing for those appeals to be heard.


15 | APRIL 2008

MinimumWage increases of of March 31/08 A reminder that as of March 31, 2008, the minimum wage rate, as well as those for students, liquor servers, homeworkers and hunting/fishing guides increase as follows: Current Rate

New Rate as of March 31/08

General Minimum Wage

$8.00/hr

$8.75/hr

Students under 18 AND working not more than 28 hours per week during the school year or working during a school holiday

$7.50/hr

$8.20/hr

Liquor Servers

$6.95/hr

$7.60/hr

Hunting and Fishing Guides

$40.00/day: paid this minimum rate for working less than five consecutive hours in a day; $80.00/day: paid this minimum rate for working five or more hours in a day whether or not the hours are consecutive.

$43.75/day

110% of the general minimum wage

110% of the general minimum wage

Homeworkers (defined as people doing paid work in their home for an employer)

$87.50/day

All of these rates will increase again on March 31, 2009. Ontario’s Regulatory Modernization Act: Provincial Ministries Joinded forces Jan 17/08 The Ontario Ministry of Labour introduced Bill 69, the Regulatory Modernization Act, 2007 to the legislature in early 2006, with the stated purpose of increasing cooperation and information sharing between Ontario’s thirteen Ministries and regulatory agencies. Bill 69 was passed into law on May 17, 2007, making the Regulatory Modernization Act, 2007 the first of its kind in North America to legislate such extensive coordination between government organizations. The Act came into effect on Jan 17/08. Ontario’s government Ministries may now coordinate their efforts to share information collected during inspections or investigations, publish or make public information regarding companies that fail to comply with the regulations, create teams comprised of inspectors or investigators from multiple ministries or regulatory agencies, and increase penalties through relying on prosecutions under a statute other than the one applying to the current alleged violation.


Camping In Ontario UPDATE | 16

The following are some possible scenarios: • An inspector enforcing the Occupational Health and Safety Act who witnesses an action that may have implications under the Ontario Employment Standards Act may report that observation to the Ontario Ministry of Labour. • As a deterrent to future violations, the Ministry of Labour could publish a company’s compliance record in order to develop a more targeted approach among Ministries and regulatory agencies for repeat offenders. • A company had been found in violation of overtime rules under the Ontario Employment Standards Act and then has a series of Workplace Safety Insurance Act claims against it. The prior violation could result in increased penalties or damages against the company that would not necessarily exist if only one statute were at issue. The implications of the Regulatory Modernization Act, 2007 could be most significant for employers who are repeatedly found in violation of Ontario’s labour and employment statutes. Employers would be wise at this time to re-evaluate their compliance with the various statutes, to consider preventative steps and to establish procedures and policies in order to avoid noncompliance. Reprinted from the February 2008 issue of the Mathews Dinsdale & Clark newsletter Employer’s Advisor


17 | APRIL 2008

The Family Business: Hard-wired to be Health and Safety Leaders Where would Canada be without family businesses?

Barely on the map, when you consider that about 80 per cent of Canadian business is family owned, according to the Canadian Association of Family Enterprise. Courageous, caring and entrepreneurial—small, familyowned businesses invest more than just DNA in their organizations. Who else requires that family dynamics serve day-to-day business practices, and vice versa? Who else puts their life savings and retirement on the line for the well-being of the company? Who else asks the family name to stand or fall with business performance?

discard what’s not. The cost of regulatory paperwork to Ontario businesses is in the thousands of dollars. What costs more, however, is when health and safety compliance is seen as a dispensable item. Here is a toolbox of simple, informal ways for small, family-owned businesses to remain true to their nature while meeting their legal and moral obligations.

Unmask the Myth Some small business owners believe they fly under the radar because Ministry of Labour (MOL) inspectors surely have bigger fish to fry. The truth is that MOL has more boots on the ground than ever, and inspectors are Unique Challenges With so many of Canada’s workers employed by small specifically focused on small businesses—which comprise business, no wonder the Workplace Safety Insurance 90 per cent of Ontario firms and one-third of its workforce. Board (WSIB) is reaching out to this sector in its just- No matter how small you are, you are held accountable released, five-year prevention strategy. Because of their size, for keeping employees safe by:  Meeting legislative requirements; says the WSIB, small businesses face unique challenges in o Policies and procedures making their worksites healthy and safe. And when the o Health and safety representatives small business is family-owned, it can add another layer o Joint Health and Safety Committees of complexity to the mix; for example: o Accident reporting and investigations  Human nature: People tend to be more diligent o Hazard assessments and solutions about health and safety at work than at home. In a  Making health and safety part of your everyday family business, where the lines blur between work operations (see section below); and home, the greatest risk can be complacency.  Fostering health and safety-conscious staff.  Relationships: If children, extended family and their friends work for the business, a health and safety Know Your Legal Obligations Some small businesses believe health and safety legislation incident can have a profound personal impact. does not apply to them. Why? Because some owners can  Reputation: A workplace-related incident can do opt out of WSIB coverage, they think they can also opt more than hurt business; it can damage the family out of the Health & Safety Act. That’s not true: these are name. two separate pieces of legislation. Also, they may have  Financial well-being: With business and family read in the Act that a workplace with five or fewer regular finances often entwined, family owners are employees does not need to prepare a written health accustomed to taking a personal hit for the and safety policy. What they may have overlooked is the business when times are tough. However, a health fine print, which indicates that if there’s a critical injury and safety violation leading to a hefty fine can be a or fatality, or even a visit from an MOL inspector, the business owner would still be required to demonstrate devastating surprise. (i.e. document) that people are working safely, and that By its very nature, family business is hard-wired to care there’s a disciplinary process ready to implement if they about its people. It’s also true that given the reality of few aren’t. See section 6 of the Act: “Duties of Employers and staff, long hours and multi-tasking, small business also Other Persons.” needs to be a model of efficiency: embrace what’s vital,


Camping In Ontario UPDATE | 18

Make a Difference with Quick, Bite-sized Hits Be true to what you are. As a small business, it makes sense for you to keep your health and safety processes simple and informal. Management walkabouts, quick staff meetings, a handwritten memo to file, notes in a log book—these strategies count when inspectors ask if you’ve been meeting your legal obligations. Here are other effective yet uncomplicated shortcuts for communicating with staff: • Conduct regular five-minute huddles or “quick talks” on health and safety with staff. Use your safe operating procedures, checklists or MSDS sheets as topic guides. • Make health and safety part of your everyday operations (see section below). • Perform regular “safety observation checks”: watch an employee work for two minutes. Reinforce what was done well and coach on improvements. • Send staff—who often see what managers don’t— on hazard hunts.

• Ask a staff member to volunteer as a health and safety champion. Make Health and Safety Part of Your Everyday Operations The important thing is to start the conversation, even though it may at first seem awkward with family members. The best way forward is to integrate preventive strategies in your tried-and-true business practices and culture— including your family council, if you have one (infusing young family members with health and safety awareness is sure to pay dividends). By giving prevention strategies equal status with other topics, you will demonstrate how health and safety can merge seamlessly into meeting agendas, job descriptions, budget planning, team meetings, pre-shift checklists, award programs, hiring processes and training.


19 | APRIL 2008

Tap the Wisdom of Your Staff Follow these three steps to reduce the risk of injuries and illnesses: a) observe staff; b) inquire what it feels like to perform different tasks; c) ask a powerful question: “What do you think will help?” Staff likely know the answer, but might not share it unless you ask. What could be more low-cost than that? It’s a myth that supervisors know more about a worker’s reality than the worker does. Call Your Health and Safety Broker “Health and safety” is not a competition. If you’re struggling with a particular health and safety issue, chances are someone else has, too. Unlike marketing strategies, solutions that prevent injuries and save lives need to be freely shared. Think of OSSA as your idea broker. We can put you in touch with best practices, research, or ideas from other firms.

Family Spirit: a Competitive Advantage Company executives often talk with pride about their “family spirit.” For family-owned enterprises, this spirit is the real thing. Far from getting in the way of high performance, the soft issues of family relationships and pride can help to differentiate a family business from its competition—and a corresponding focus on the health and safety of its people can leave a legacy anyone would be proud to have reflected in the family history book. Heidi Croot is Principal of Croot Communications hcroot@xplornet.com, and in this article is representing the Ontario Service Safety Alliance. The OSSA is a not-for-profit consulting company that delivers health and safety products, training, and consulting services to service sector workplaces to assist them in integrating health and safety into their business practices and culture. For more information, visit www.ossa.com or call 1-888-478-6772.


Camping In Ontario UPDATE | 20

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2008 April Update  

2008 April Update

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