BC's Top Employers (2019)

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p The beautiful Rose Garden on the main campus of UBC / University of British Columbia, one of this year’s winners.

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BC’S TOP EMPLOYERS 2019

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14th Annual Edition

BC’S TOP EMPLOYERS 2019 Magazine Anthony Meehan, PUBLISHER

Editorial Team:

Richard Yerema, MANAGING EDITOR

Kristina Leung, SENIOR EDITOR

Stephanie Leung, ASSISTANT EDITOR

Chantel Watkins, RESEARCH ASSISTANT

Advertising Team:

Kristen Chow,

DIRECTOR, OPERATIONS

Ye Jin Suhe,

CLIENT SUPPORT COORDINATOR

Sponsored Profile Writers:

Berton Woodward, SENIOR EDITOR

Michael Benedict Brian Bergman Simon Hally Don Hauka Patricia Hluchy D’Arcy Jenish Bruce McDougall Nora Underwood Barbara Wickens

©2019 Mediacorp Canada Inc. and Postmedia Network Canada Corp.

All rights reserved. BC’S TOP EMPLOYERS is a registered trade mark of Mediacorp Canada Inc. Editorial inquiries: ct100@mediacorp.ca

p The Creative team from PNI Digital Media taking this year’s Halloween costume contest to new heights.

Exceptional times, exceptional employers

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ardly a month goes by that does not bring news of another magazine or study rating British Columbia as one of the best places in the world to live. Residents barely raise an eyebrow on news of another ranking that places the province’s quality of life among the highest on earth.

Few places come close to matching B.C.’s spectacular natural beauty located just a stone’s throw from vibrant, cosmopolitan areas.

These days, however, there’s another accolade that’s putting a spring into the step of B.C. residents: the province leads the nation in having the strongest economy and job market. With unemployment in Canada at an all-time low, B.C. has the lowest unemployment rate of any province or territory at just 4.4%.

For job-seekers and employees, there’s never been a better time to find a job in the province. Employers in all sectors are going out of their way to recruit new staff – and retain the employees who already work at their organizations. Even B.C.’s construction sector, which faced challenges last year, is again firing on all cylinders and leading the hiring gains.

In these exceptional economic times, it’s perhaps no surprise that this year’s BC’s Top Employers project was the most competitive on record. Now in its 14th year, the project recognizes the employers in the province with

the most forward-thinking HR practices and progressive workplace policies.

Employers are evaluated by the editors of Canada’s Top 100 Employers using the same eight criteria as the national competition: (1) Physical Workplace; (2) Work Atmosphere & Social; (3) Health, Financial & Family Benefits; (4) Vacation & Time Off; (5) Employee Communications; (6) Performance Management; (7) Training & Skills Development; and (8) Community Involvement.

Employers are compared to other organizations in their field to determine which offer the most progressive and forward-thinking programs.

This year’s winners (pp. 6-10) reflect not just the broad depth of the B.C. economy, but also shine a light on where it’s going. World-class technology firms find their place on the list alongside public sector employers like hospitals and universities that are building the footings for the province’s enviable quality of life. Many are in industries that are used to competing for the best and brightest employees on an international stage.

In preparing a list such as this, it’s inevitable that we miss some exceptional employers. If you would like to have your organization considered for next year’s competition, please contact our editors (p. 40) and we’ll be sure to make a thorough evaluation.

– Tony Meehan

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LEFT

BC’S TOP EMPLOYERS 2019

p Staff at Maple Ridge-based Left enjoying a sunny day for their company BBQ with employees’ family members.

How parental leave benefits have placed some of this year’s B.C. winners among the nation’s best employers

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By Derrick Penner

t Maple Ridge-headquartered startup Left, the generous parental-leave provisions of its employee benefits package isn’t just an attractive recruiting perk, it’s good business. “(The benefits are) symptomatic of the fact we want to look after you all the way through,” said Left CEO and co-founder Chris Jensen. It’s an important element in trying to attract the PhD and master’s-degree-level candidates his firm needs, he said.

Jensen said they’re recruiting from the same pool that the biggest U.S. tech

firms draw from, so he needs to create a more attractive culture, which includes a $1,000 baby bonus to new parents, a parental leave top-up that brings employees to 100 per cent of salary for 17 weeks, and leave provisions for new fathers and adoptive parents.

From the outside, the perks might look expensive, but Jensen said they’ve calculated that with the age range of employees they have, only two to four per cent of employees at their 48-person head office would be using it at any one time.

And “if paying an extra 10 to 15 per cent for (those employees) I can increase the overall comfort, efficiency and

commitment of the entirety of our staff, that’s a good financial investment.”

Those parental benefits also helped win Left a spot on the 2019 BC’s Top Employers list, in addition to making Canada’s Top 100 Employers list, in the competition run by Mediacorp Canada Inc. in partnership with Postmedia News.

Parental benefits were prominent in this year’s contest, and something that is becoming a more ubiquitous feature in recruitment efforts, said Richard Yerema, managing editor for Mediacorp.

Parental-leave salary top-ups, on-site daycare, flexible work schedules and flexible personal days off — rather than

specific sick days — are all among the family friendly benefits offered by companies honoured in the competition. And they’re seen as more important in a workforce in transition with baby boomers retiring in increasing numbers and being replaced by millennials, the next biggest cohort in the workforce.

Employer benefits have largely followed federal policies that allowed for extended maternity leave of up to one year, which was recently extended to 18 months, said Yerema.

At first, employers started adding top-ups to Employment Insurance

BC’S TOP EMPLOYERS 2019

payments, which cover 55 per cent of employee wages for up to 35 weeks, but top-ups have become more generous and more available to second parents or adoptive parents.

“In the course of the (top-employers) project, it has become a major variable,” said Yerema of the parental-leave element of benefit packages in recruiting.

The top-employers competition invites applicants and evaluates their submissions on eight criteria, which includes the qualities of physical workplaces, work atmosphere, vacation provisions and community involvement.

However, extended parental-leave benefits have become standard for companies to make Mediacorp’s national top 100 list and are more common in regional awards such as BC’s Top Employers.

“We’ve seen it go from very few (parental-leave programs) to many,” Yerema said, “and every year someone introduces something we haven’t seen before.”

Such as Vancity Savings Credit Union, which has extended its combined maternity and parental leave to 85 per cent of employee wages for up to 78 weeks, the maximum under the new federal policy, with extended leave for new fathers or adoptive parents to 61 weeks. That earned Vancity a spot on Mediacorp’s Canada’s Top 100 Employers list last fall, and makes it one of 85 employers to be honoured on the 2019 BC’s Top Employers list.

At Simon Fraser University, employees receive a top-up to 100 per cent of their salaries for up to 35 weeks, including fathers or adoptive parents, and then have access to on-site daycare.

Provincial agencies such as the B.C. Assessment Authority, B.C. Housing and B.C. Liquor Distribution Branch include benefit top-ups to 85 per cent of salary for 17 weeks and 75 per cent for up to 35 weeks, and helped earn them spots on the list.

“Every employer we’ve had speak at our (annual) summit, the feedback they shared with us is that it is an exceptionally valuable benefit,” Yerema said of the parental-leave provisions. “It shows they care.”

BC HOUSING

Cont.

p BC Housing offers exceptional maternity and parental leave top-up to employees who are new moms or dads.

SFU

AMONG THE NATION’S BEST

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p Simon Fraser University offers convenient onsite childcare to faculty and employees.

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CACTUS RESTAURANTS

BC’S TOP EMPLOYERS 2019

p Employees of Vancouver-based Cactus Restaurants Ltd. with their restaurant’s managers.

The following organizations have been chosen as BC’s Top Employers for 2019 (employee counts refer to full-time employees only):

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BEBOOKS INC., Victoria.

Online marketplace. 87 employees. As a subsidiary of Amazon, employees receive a 10 per cent discount on all their purchases to a maximum of $1,500 per year.

ABSOLUTE SOFTWARE CORPORATION, Vancouver. IT security. 269 employees. Top performers may be rewarded with paid days off with the chance to receive four-day vacation packages, airfare, hotel and spending money.

ACL SERVICES LTD., Vancouver.

Custom software development. 255 employees. Employees can unwind in a unique employee lounge with karaoke,

an acoustic guitar, dartboards, billiards and local craft beer on-tap.

days to help employees balance their work and personal commitments.

ARROW TRANSPORTATION SYSTEMS INC., Vancouver. Trucking and logistics. 773 employees. Supports ongoing employee development with tuition subsidies and offers generous scholarships (to $10,000) and bursaries to employees’ children and grandchildren.

BC CHILDREN’S HOSPITAL FOUNDATION, Vancouver. Nonprofit fundraising bodies. 102 employees.

Along with tuition subsidies for job-related courses, employees receive up to five paid days off each year for professional development activities.

A BLACKTOP LTD., North Vancouver. Highway and roads construction. 353 employees.

Lets everyone share in the company’s success with year-end bonuses and a share purchase plan.

BC HOUSING MANAGEMENT COMMISSION, Burnaby. Public housing authorities. 745 employees.

Provides generous parental leave top-up payments to new parents, to 75 per cent of salary for 35 weeks.

BC ASSESSMENT, Victoria. Property tax authorities. 738 employees. Considers previous work experience when setting vacation time for experienced candidates and offers up to 15 paid personal

BC HYDRO, Vancouver. Electric utilities. 5,462 employees. Longstanding social club organizes a number of events each year, including an annual hockey tournament with over 500 participants.

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BC PUBLIC SERVICE, Victoria. Provincial government. 28,452 employees. Offers subsidies for professional accreditation and tuition subsidies for job-related courses taken at outside institutions.

BEST BUY CANADA LTD., Burnaby.

Electronics retailing. 5,656 employees.

Employees are encouraged to become owners through a share purchase plan that is open to all employees.

BRITISH COLUMBIA AUTOMOBILE ASSOCIATION / BCAA, Burnaby.

Member supported organizations. 1,113 employees. Employees can take advantage of subsidized home and auto insurance as well as discounts at BCAA auto service centres and complimentary BCAA memberships.

BRITISH COLUMBIA FERRY SERVICES INC. / BC FERRIES, Victoria.

BC’S TOP EMPLOYERS 2019

BCCHF

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2019 WINNERS

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Marine transportation. 3,508 employees.

Encourages active lifestyles through a unique financial support program to help fund employee organized fitness activities, from in-office meditation classes to Grouse Grind challenges.

BRITISH COLUMBIA INSTITUTE OF TECHNOLOGY / BCIT, Burnaby. Post secondary education. 1,904 employees.

Supports new parents with maternity and parental leave top-up payments along with flexible working arrangements and subsidized onsite daycare when they return to work.

BRITISH COLUMBIA LIQUOR DISTRIBUTION BRANCH, Vancouver.

Liquor retailing. 2,238 employees. Along with paid volunteer time, employees can apply to volunteer overseas for up to two years through a partnership with Ottawa-based CUSO International.

CANUCKS SPORTS

p Staff at the BC Children’s Hospital Foundation sharing some Halloween fun.

BRITISH COLUMBIA LOTTERY CORPORATION / BCLC, Kamloops.

Gambling and gaming operators. 875 employees. Encourages employees to recruit their friends with generous new employee referral bonuses, up to $1,000.

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ACTUS RESTAURANTS LTD., Vancouver. Full-service restaurants. 1,408 employees.

Hosts “Cactus Career Days” every quarter, providing opportunities for junior employees to mingle with senior management and chat about future opportunities.

CANFOR CORPORATION, Vancouver.

Sawmills. 4,517 employees. Encourages all employees to become owners of the company through a share purchase plan and helps employees save for the future through defined benefit and contribution plans (varying by employee group).

CANUCKS SPORTS & ENTERTAINMENT, Vancouver. Sports and entertainment. 236 employees. Encourages employees to be more like the home team with free membership to an onsite fitness facility, along with opportunities to skate and pick-up games during the hockey season.

p Each year, Canucks Sports & Entertainment close their offices for a day for their ‘Live 2 Give’ program, where employees spend time with the local charities assisted by the organization.

CAPILANO UNIVERSITY, North Vancouver. Post secondary education.

527 employees. Offers maternity and parental leave top-up payments for new parents along with the convenience of

onsite daycare when they’re ready to return to work.

CAPITAL REGIONAL DISTRICT / CRD, Victoria. Municipal governments.

633 employees. New moms receive maternity leave top-up for 17 weeks and may also apply to extend their leave into an unpaid leave of absence.

CLEARLY, Vancouver. Contact lens and eyewear retailing. 267 employees. Offers subsidized access to an onsite fitness facility and recreational activities organized by the “Clearly Fit Club”.

CLIO, Burnaby. Law practice software.

243 employees. Offers a share purchase plan, available to all, and encourages employees to save for the future with matching RSP contributions.

CLOVERDALE PAINT INC., Surrey.

Paints and coatings manufacturing. 780 employees. Supports ongoing employee development with generous tuition subsidies for courses related and indirectly related to their current position, to $2,000 annually.

COAST CAPITAL SAVINGS CREDIT UNION, Surrey. Credit unions. 1,468 employees. Encourages employees to get involved in the wider community with paid volunteer time and financial support for employee teams to plan and host charitable fundraising events.

COLLEGE OF PHYSICIANS AND SURGEONS OF BRITISH COLUMBIA, THE, Vancouver. Professional membership organizations. 127 employees.

Employees can plan securely for the future with a defined benefit pension plan and health benefits that extend into retirement, with no age limit.

COQUITLAM, CITY OF. Municipal governments. 841 employees. Varying by position, employees can strive to balance work with personal commitments through a varity of alternative work options, from flexible hours to telecommuting to an earned days off program.

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ELTA POLICE DEPARTMENT. Police services. 256 employees. Reaches out to the next generation of employees through co-op placements, paid internships and practicum positions.

DENTONS CANADA LLP, Vancouver.

Law firms. 1,138 employees. Encourages

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CITY OF COQUITLAM

BC’S TOP EMPLOYERS 2019

p Employees at the City of Coquitlam enjoying the city’s running trails through Mundy Park.

2019 WINNERS

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employees to become recruiters for the firm with new employee referral bonuses, ranging from $1,500 to $7,500, depending on the position.

DLA PIPER (CANADA) LLP, Vancouver. Law firms. 519 employees. Encourages employees to keep fit with fitness club subsidies as part of their health benefits plan, up to $450 annually.

DOCTORS OF BC, Vancouver. Professional membership organizations. 211 employees. Supports ongoing employee development with generous tuition subsidies to a lifetime maximum of $20,000 for courses related and indirectly related to their current role.

DOUGLAS COLLEGE, New Westminster. Post secondary education. 1,033 employees. Hosts the annual “Mind and Movement” month to promote physical

and mental health through a variety of activities, from yoga classes to an annual health fair to mental health workshops.

DP WORLD (CANADA) INC., Vancouver. Ocean freight and shipping. 134 employees. Helps employees prepare for life after work with retirement planning assistance and contributions to a defined contribution pension plan.

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AMILY INSURANCE SOLUTIONS INC., Vancouver.

Insurance agencies and brokerages. 72 employees. Encourages employees to volunteer with up to two paid volunteer days along with matching financial donations to encourage charitable giving.

FASKEN MARTINEAU DUMOULIN LLP, Vancouver. Law firms. 1,332 employees. Supports employees with college or university bound children through a generous academic

scholarship program, up to $20,000 per scholarship.

FINANCIALCAD CORPORATION / FINCAD, Surrey. Derivatives trading software. 86 employees. Starts new employees with four weeks of paid vacation, moving to five weeks after only four years on-the-job.

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REAT LITTLE BOX COMPANY, THE, Richmond.

Box manufacturing. 279 employees. Unique manufacturing work environment features an onsite fitness facility, outdoor sand volleyball court, outdoor gazebo and even a dock for kayak commuters.

FORTINET TECHNOLOGIES (CANADA) ULC, Burnaby. IT security. 1,059 employees. Encourages employees to share in the firm’s successes through share purchase and profit sharing plans that are available for all employees.

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FRASER HEALTH AUTHORITY, Surrey. Hospital authorities. 11,809 employees. Employees are encouraged to keep fit with free access to an onsite fitness facility that offer a variety of instructor-led classes as well as an affiliated “She’s Fit” women’s health club.

HSBC BANK CANADA, Vancouver.

Banking. 5,327 employees. Employees can tailor their health coverages to suit their needs through a flexible health plan, which features a $500 wellness account for related items such as Fitbits to nutritionist services.

EMMERA, AN AUSENCO COMPANY, Burnaby.

Environmental consulting. 212 employees. Manages a busy social calendar with summer barbecues, monthly socials and an annual holiday party at the nearby Steel Toad Brewery.

BC’S TOP EMPLOYERS 2019

HEMMERA

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2019 WINNERS

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NDUSTRY TRAINING AUTHORITY / ITA, Richmond. Industrial training and certification. 121 employees. Starts new employees with three weeks of paid vacation, moving up to four weeks after only two years on-the-job.

INSURANCE CORPORATION OF BRITISH COLUMBIA / ICBC, North Vancouver. Public auto insurance provider. 5,067 employees. Employees enjoy the security of a defined benefit pension plan as well as a health benefits plan that extends to retirees with no age limit, varying by employee group.

INTERFOR CORPORATION, Burnaby.

Sawmills. 1,171 employees. Reaches out to the next generation of employees through summer job opportunities, paid internships, apprenticeships and mentoring programs for younger employees.

IQMETRIX, Vancouver. Retailing software. 372 employees. Longer serving employees have the opportunity to take a seven week sabbatical after seven years of employment.

DENTONS

p Employees at Hemmera in the photo booth at the company’s holiday party.

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OEY RESTAURANT GROUP, Vancouver. Full-service restaurants.

372 employees. Supports the “League of Extraordinary People” social committee which organizes a variety of fun activities throughout the year, from dodgeball to “On-Tap Recaps” on the last Friday of every month.

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NIGHT PIÉSOLD LTD., Vancouver. Engineering firms.

152 employees. Recently renovated head office features open work spaces with sit-stand desks, private phone rooms and a large kitchen and lounge area adorned with employee photography.

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AND TITLE AND SURVEY AUTHORITY OF BRITISH COLUMBIA, THE / LTSA, Victoria. Land registration systems. 108 employees. Helps employees prepare for the future with generous contributions to a defined benefit pension plan.

p Doing it up in style at the year-end party at Dentons Canada LLP.

LEFT, Maple Ridge. Custom software development. 36 employees. Maintains a pet-friendly policy and employees are

welcome to engage in a game of catch anytime during the day with Django, the company’s Director of Greetings (or DOG).

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ITACS, Vancouver.

Scientific research organizations. 158 employees.

Helps employees stay active with subsidized fitness memberships and offers shower facilities and secure storage for bikes and gear for those who cycle to work.

MOTT MACDONALD, Vancouver.

Engineering firms. 104 employees.

Encourages employees get to know one another through events organized by the “Early Career Professionals Committee” and a unique “Rookies to Rockstars” networking program for employees of all ages.

MOUNTAIN EQUIPMENT CO-OP, Vancouver. Outdoor clothing and supplies retailers. 1,043 employees. A retail leader that provides maternity leave top-up for new moms for 17 weeks as well as parental leave top-ups for fathers for up to 11 weeks.

MTU MAINTENANCE CANADA LTD., Richmond. Aircraft engine maintenance. 397 employees. Encourages ongoing employee development with tuition subsidies for courses both related and indirectly related to their current position as well as a variety of in-house training initiatives.

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ATURE’S PATH FOODS, INC., Richmond. Packaged foods. 186 employees.

Maintains a unique onsite employee-managed organic garden to encourage employees to unwind over a little therapeutic gardening during the day.

NICOLA WEALTH MANAGEMENT LTD., Vancouver. Investment management. 154 employees. In addition to three weeks of paid vacation, employees receive up to ten paid personal days each year, with unused days carried forward into the next year as half vacation days.

NINTENDO OF CANADA LTD., Vancouver. Video game development.

40 employees. Full-time employees have access to the company-owned condo in Whistler as well as receive discounted rates on ski passes.

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2019 WINNERS

BC’S TOP EMPLOYERS 2019

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NORTH VANCOUVER, CORPORATION OF THE DISTRICT OF. Municipal governments. 512 employees.

Employees have subsidized access to recreational facilities across the city, including swimming pools, parkland and hiking trails, and full fitness facilities complete with instructor-led classes.

NORTHERN HEALTH, Prince George.

Hospital authorities. 3,617 employees.

Reaches out to the next generation of employees with summer job opportunities, paid and unpaid internships, apprenticeships and co-op work placements.

NORTON ROSE FULBRIGHT CANADA LLP, Vancouver. Law firms.

1,620 employees. Supports its new moms with maternity leave top-ups and offers the option to extend their leave into an unpaid leave of absence.

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PPENHEIMER GROUP, Coquitlam. Fruit and vegetable wholesaling. 143 employees. Encourages healthy lifestyles with quarterly wellness workshops hosted by external speakers and offers weekly onsite subsidized massage services.

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ETERSON, Vancouver. Real estate developers and managers.

161 employees. Offers generous discounts on rental rates for employees at many of its residential and commercial properties.

PNI DIGITAL MEDIA INC., Vancouver.

Digital printing. 207 employees. Along with a casual dress code, employees can take advantage of a pet-friendly policy and bring their four-legged family members to work.

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HR TECHNOLOGIES INC., Kelowna. Medical records software. 305 employees.

Helps employees balance work and their personal lives with alternative work options, including telecommuting, flex hours, and shortened and compressed work weeks.

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.F. BINNIE & ASSOCIATES LTD., Burnaby. Engineering firms. 192 employees. Encourages employees to become recruiters for the firm with generous new employee referral bonuses, from $750 to $5,000.

RAYMOND JAMES LTD., Vancouver.

Investment management. 1,080 employees. Starts new employees with over three weeks (18 days) of paid vacation, moving to four weeks after only three years on-the-job.

ROCKY MOUNTAINEER, Vancouver.

Rail tour operators. 299 employees. New employees receive three weeks of paid vacation allowance as well as a discounted rail pass program that extends to family members and friends.

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AP CANADA INC., Vancouver.

Enterprise management software. 3,307 employees. Offers great financial benefits, including profit-sharing and year-end bonus programs, generous new employee referral bonuses as well as a defined contribution pension plan.

SIMON FRASER UNIVERSITY, Burnaby. Post secondary education.

3,028 employees. Provides generous maternity and parental leave top-up payments to new moms and dads, to 100 per cent of salary for 35 weeks.

SOPHOS INC., Vancouver. IT security.

286 employees. Head office features a rooftop patio as well as an employee lounge complete with video and old-school arcade games, comfortable seating and end of the week Friday socials.

SRK CONSULTING (CANADA) INC., Vancouver. Engineering firms. 151 employees. Starts new employees with three weeks of paid vacation and considers previous work experience when setting individual vacation entitlements for new hires.

ST. GEORGE’S SCHOOL, Vancouver.

Elementary and secondary schools. 246 employees. Employees can take advantage of the school’s extensive fitness facilities which include exercise equipment and a gymnasium, a 25-metre six-lane swimming pool and even kayaking equipment.

SURREY SCHOOL DISTRICT NO. 36, Surrey. Elementary and secondary schools. 9,777 employees. Employees at the head office can keep fit with free access to an onsite fitness facility the includes a variety of instructor-led classes.

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ECK RESOURCES LIMITED, Vancouver. Mining. 7,914 employees. Encourages employees to support charitable causes in their community through a generous matching donations program, to $3,000 annually.

TOURSBYLOCALS, Vancouver. Tour operators. 42 employees. Encourages employees to share in the company’s successes through profit sharing and a share purchase plan, available to all employees.

TRANSLINK (SOUTH COAST BRITISH COLUMBIA TRANSPORTATION AUTHORITY), New Westminster. Public transit. 6,744 employees.

Helps employees plan for the future with retirement planning assistance services and contributions to a defined benefit pension plan.

TYBO CONTRACTING LTD., Langley.

Construction. 124 employees. Supports salaried employees who want to start a family with generous maternity leave top-up payments, to 75 per cent of salary for up to 50 weeks.

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BC / UNIVERSITY OF BRITISH COLUMBIA, Vancouver. Post secondary education. 11,097 employees.

Manages a “Healthy Workplace Initiatives Program” fund to provide financial support for employee initiatives and activities that promote well-being in the workplace.

UNIVERSITY OF THE FRASER VALLEY / UFV, Abbotsford. Post secondary education. 807 employees.

Employees receive a $1,000 health spending account as part of their health plan, with unused amounts transferred to their personal savings accounts.

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ANCOUVER AIRPORT AUTHORITY, Richmond.

Airport operators. 457 employees. Encourages employees to keep fit with discounted rates to the fully-equipped fitness centre at the adjacent Fairmont Vancouver Airport Hotel.

VANCOUVER CITY SAVINGS CREDIT UNION. Credit unions. 2,147 employees. Recently adapted its maternity and parental leave top-up programs to match the Federal Government’s extended 18-month leave program.

VANCOUVER, CITY OF. Municipal governments. 7,153 employees. Helps employees plan for the future with retirement planning assistance as well as contributions to a defined benefit pension plan.

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ESGROUP EQUIPMENT LP, Surrey. Machinery and equipment wholesalers. 183 employees. Hosts regular “Coffee Chats” to bring small groups of employees together with the CEO to ask questions and share their feedback directly.

WEST FRASER TIMBER CO. LTD., Vancouver. Sawmills. 5,680 employees.

Reaches out to the next generation of employees through an ongoing partnership with the College of New Caledonia and offers multi-year apprenticeship programs.

WHISTLER BLACKCOMB, Whistler.

Skiing and resort operators. 3,380 employees. The employee-led Club SHRED (Staff Having Really Excellent Days) social committee organizes numerous activities throughout the year, from weekly staff socials to treetop trekking adventures.

WORKSAFEBC, Richmond. Workplace safety commissions. 2,969 employees.

Supports new moms and dads with maternity and parental leave top-up payments and lets new parents extend their leave into an unpaid leave of absence.

–Richard Yerema & Kristina Leung

BC’S TOP EMPLOYERS 2019

TECK RESOURCES

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p Employees of Vancouver-based Teck Resources Limited reviewing a map at the site of a mining project.

With the tightest job market in Canada, BC employers are pulling out the stops to attract and retain employees

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By Derrick Penner ompanies such as Langley’s Tybo Contracting Ltd. are recruiting in something of a crucible these days with a low unemployment rate, robust economy and a workforce with baby boomers hitting retirement in increasing numbers.

“The market is hard right now, especially when you have the tech industry (advertising) go to school and you can sit at a desk, not get dirty (working) in the field and make good money at the same time,” said Tybo’s human resources manager, Tiffany Brebner.

Indeed, economist Bryan Yu described B.C.’s job market as “the tightest

in Canada with an unemployment rate fluctuating near 4.5 per cent and a job-vacancy rate that is highest.”

“Employers are scrounging for workers,” said Yu, deputy chief economist for Central 1 Credit Union, with construction being one of the sectors with the highest number of job vacancies.

Tybo, with 124 employees, does civil contracting work — storm and sanitary sewer infrastructure, roadwork and bridge construction. Its sector, overall, has an older workforce that is looking for younger workers to replace those reaching retirement age.

“How we are working recruitment is we are learning what millennials are

looking for in jobs,” Brebner said, and what is going to keep them in the fold.

That means keying in on opportunities for advancement, a strong corporate culture that is friendly to families and includes generous benefits.

It also means being seen as a good employer, which is why Tybo entered the Canada’s Top 100 Employers competition, an annual evaluation by Mediacorp Canada Inc. that judges companies and public agencies on the quality of a workplace they provide.

Tybo didn’t crack the national list, but earned a spot, along with 84 other competitors, on BC’s Top Employers list, which Mediacorp Canada produced in partnership with Postmedia News.

“That war for talent is still there,” said Mediacorp managing editor Richard Yerema, particularly in markets such as B.C. and in industries including construction and technology. “Everybody has a technology component to their operations (now). It’s not just the reserve of information-system companies and computer programming.”

Mediacorp has produced its competition nationally for 20 years and B.C.’s regional competition is now in its 14th year. Entrants are evaluated on eight criteria to judge which are the top employers: physical workplace, work atmosphere, health, financial and family benefits, employee communications, performance management,

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TIGHTEST JOB MARKET

BC’S TOP EMPLOYERS 2019

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training and skills development, and community involvement.

Yerema said the criteria have remained consistent over the life of the project, which makes it something of a bellwether comparison for employers looking to make sure they’re attracting quality candidates.

“This is something to differentiate themselves in the marketplace,” Yerema said of the competition, “to say, ‘We are

doing good things, and this is an opportunity to be recognized for that.’ “ The 2019 BC’s Top Employers list captures a broad cross-section of the B.C. economy from small firms, such as online book-seller AbeBooks with 87 employees (although it’s a subsidiary of online giant Amazon.com), to extremely large organizations such as B.C.’s public service with 28,000 workers.

Technology firms, ranging from auditing and compliance-management company ACL Services Ltd. to online

security firm Fortinet Technologies (Canada) ULC, are included along with resource firms such as forest-products producer Canfor Corp. and diversified mining company Teck Resources.

Yerema said including a mix of big and small companies, private firms and public organizations in the comparison gives their human-resources specialists a chance to “cross-pollinate” ideas for creating exceptional workplaces.

For some employers on the list, that means putting a focus on health and

wellness programs beyond usual health benefits.

Arrow Transportation Systems, for instance, includes weekly in-office yoga classes and subsidized access to on-site fitness facilities. Wellness benefits at the Fraser Health Authority include instructor-led classes for yoga, laughter and Zumba. At paving firm BA Blacktop in North Vancouver, it’s close proximity to a wilderness conservation area and rock-climbing facility.

CAPILANO UNIVERSITY

q Teachers and students from Capilano University in North Vancouver taking their classroom outdoors, with students presenting what they learned during their practicum work experiences.

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BC’S TOP EMPLOYERS 2019

Absolute Software makes an absolute impact

W

orking at Absolute Software Corporation, Jennifer Irwin can stroll

by English Bay conferring with colleagues, check out the pizza lunch while walking down to Hastings Street, then have a meeting at Galiano Island — all within a few minutes.

But when you work in a cutting-edge tech firm creating critical security software making life-or-death differences, it’s only natural to have an office that blends time and space.

We’re constantly inundated with stories and anecdotes from our customers about how we save them from what could have been a catastrophic event.

Our employees know they’re having a very real impact on people’s lives and appreciate it. _______ Errol Olsen

Chief Financial Officer

“One thing that truly sets us apart is our space, it’s just so welcoming. Each floor has a unique feel with a different theme,” says

p Absolute Software employees prepare to ring the gong, which goes off when a deal is closed

Irwin, human resources generalist.

“We have areas with a ping-pong table, video game, Xbox and lots of windows.

There’s so much energy, it’s great coming to work every day.”

Irwin and her fellow employees at Absolute Software’s Vancouver headquarters occupy three floors of a building on Dunsmuir Street with spectacular views.

The floors are themed on B.C.’s beautiful geography. One has a beach theme, another features street names and the 14th floor has an islands vibe. Beautiful settings for serious work.

Absolute empowers over 12,000 customers worldwide to protect devices, data, applications and users against theft or attack — both on and off the corporate network.

Patented product Absolute Persistence is embedded in the firmware of Dell, HP, Lenovo and 26 other manufacturers’ devices, enabling schools, hospitals and others to withstand errors or malicious attacks.

It can also make the difference between dealing with a life-threatening crisis or a routine situation.

“Our software can make a tangible difference between a customer having an emergency event such as a data breach or not and that’s something that’s very unique,” says Errol Olsen, chief financial officer.

“We’re constantly inundated with stories and anecdotes from our customers about how we save them from what could have been a catastrophic event. Our employees know they’re having a very real impact on

Join our team. We’re hiring!

We’re growing fast and hiring in almost every department of our Vancouver, Austin, Reading, and Ho Chi Minh City offices.

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VANCOUVER, BC AUSTIN, TEXAS

people’s lives and appreciate it.”

In return, Absolute Software has a very real impact on its employees’ lives. The company has a generous health benefits plan, signing bonuses, profit sharing and matching RRSP contributions. Employees are offered leadership and other career educational training.

Socialization internally and being connected with the community externally also give employees a sense of common purpose. Internal events like the staff retreat at Whistler, annual pumpkin carving contests and other events encourage employees from different areas to get to know one another. The company also does charitable work that includes painting schools for kids in Vietnam. ¡

251

FULL-TIME STAFF IN CANADA

21

YEARS, LONGESTSERVING EMPLOYEE

40

YEARS OLD AVERAGE EMPLOYEE AGE

9,411

JOB APPLICATIONS RECEIVED LAST YEAR

This story was produced by Mediacorp in partnership with Postmedia, on behalf of Absolute Software Corporation.

READING, UK HO CHI MINH CITY, VIETNAM

14

BC’S TOP EMPLOYERS 2019

BC Housing employees want to make a difference

G

lenn See did his homework before joining the Burnabybased BC Housing Commission six and a half years ago. He liked what he found. “What attracted me was the work,” says See, a business support manager. “It has a big impact on individuals, families and seniors across the province.”

BC Housing supports over 112,000 families — and the number grows ever year — by providing a full range of housing that includes homeless shelters, rent support and affordable home ownership. In 2018 the provincial government promised to invest $7 billion in affordable housing over the next 10 years, and the commission will use those funds to increase the supply.

What attracted me was the work. It has a big impact on individuals, families and seniors across the province. _______ Glenn See

Business Support Manager

“The mandate of our organization is to improve people’s lives through housing and community,” says chief executive officer Shayne Ramsay. “When people are able to

p Team members share some laughs on Jersey Day at BC Housing

make a difference like that it shows in the work they do.”

Beyond that, the commission’s People Strategy is focused on promoting employee engagement and providing opportunity, and it starts from day one. Ramsay holds a two-hour onboarding session with each group of new employ-ees, which includes questions and answers, and is followed by a tour of a few housing projects.

The commission also promotes professional development through a suite of learning programs. These include leadership development and working with Indigenous groups. The objective of the

latter is to increase the level of understanding around issues such as truth and reconciliation.

The commission serves the entire province through regional offices in Victoria, Penticton, Prince George and Vancouver’s downtown east side.

Employees in those offices have the opportunity to travel to the Burnaby head office to take part in professional development programs.

Twice a year, the commission brings up to 150 employees from across the province to head office for a day of corporate updates, professional develop-

ment and networking with their peers.

Ramsay says the commission is committed to work-life balance as part of its approach to creating a healthy workplace and a motivated workforce.

Employees are allowed to put in extra time over a three-week period in order to earn a day off. The commission also allows flexible work hours to assist employees who have young children or long commutes, once these arrangements are approved by managers.

But the commission’s mandate, more than anything, drives employees. “Our folks really believe in our mandate,” says Ramsay. “They’re committed to providing solutions for everything from homelessness to affordable home ownership.” ¡

808

FULL-TIME STAFF

41

YEARS, LONGESTSERVING EMPLOYEE

54%

OF MANAGERS ARE WOMEN

1,375

STAFF VOLUNTEER HOURS LAST YEAR

This story was produced by Mediacorp in partnership with Postmedia, on behalf of BC Housing Commission.

We’re proud of our professional,

compassionate, forward-thinking employees who make a positive difference in this province every day.

bchousing.org

15

BC’S TOP EMPLOYERS 2019

Best Buy Canada thrives with a ‘no silos’ philosophy

S

uccess in the highly competitive tech sector relies on the free exchange of ideas in an ever-changing consumer landscape. That’s why Best Buy Canada has a “no silos” philosophy embraced by both employees and management.

“Our corporate culture here is about collaboration and innovation — any idea can come from anywhere,” says Angela Scardillo, SVP, marketing and store design.

“We really are not hierarchical. We know in order for us to survive and thrive we need to keep coming up with awesome ideas about retail and how customers want to shop and interact with us.”

Our corporate culture here is about collaboration and innovation – any idea can come from anywhere. _______ Angela Scardillo

SVP, Marketing and Store Design

Headquartered in Burnaby, Best Buy has 5,563 full-time staff in Canada and is the country’s fastest growing retailer and e-tailer of consumer electronics, computers, entertainment products and related accessories and services.

don’t know a lot of the things that I will encounter tomorrow.”

Best Buy also cultivates an ownership culture through a share purchase plan for all employees and helps them save for the future with a defined contribution pension plan. Other benefits include 15 weeks of maternity leave top-up pay.

Perks, benefits and training aren’t the only things that keep Vasquez coming into work each morning. For him, it’s a chance to make a real difference. And Scardillo says that fits in exactly with Best Buy’s vision of improving their consumers’ quality of life.

“We believe technology can make people’s lives better and everything that we do is to really improve someone’s life,” says Scardillo. ¡ p Best Buy Canada employees celebrating Vancouver Pride outside of corporate headquarters

Information-sharing is key to creating a collegial corporate culture helping both employees and management work as a team to deliver great consumer experiences, says Scardillo.

“We succeed together as a team.

Everybody has a role and steps up to their role. Our work is visible and we do it in a way that is very empowering for people,” she says.

For Jorge Vasquez, senior analyst, digital intelligence, every day at corporate headquarters is an adventure. The

workspace reflects Best Buy’s commitment to teamwork and collaboration. After breakfast at the HUB cafeteria with colleagues, Vasquez might have an impromptu meeting on the expanses of couches, work on a problem while working out in the onsite fitness facility or spend a quiet moment in the quiet room for meditation and religious observance.

“What I like the most about my job is I am being challenged with different problems I have never encountered before,” says Vasquez. “I like the fact I

5,563

FULL-TIME STAFF IN CANADA

15

WEEKS, MATERNITY LEAVE TOP-UP PAY

31

YEARS, LONGESTSERVING EMPLOYEE

29

YEARS, AVERAGE EMPLOYEE AGE

This story was produced by Mediacorp in partnership with Postmedia, on behalf of Best Buy Canada.

16

BC’S TOP EMPLOYERS 2019

Happy employees lead to happy members at BCAA

W

hen Namita Kearns moved to B.C. from Ontario seven years ago, she was impressed by how well recognized the British Columbia Automobile Association (BCAA) was throughout the province.

“It’s a household name,” she says — and in fact one in every three BC households is a BCAA member.

Working here I’ve seen that people come first and different viewpoints are welcomed.

We’re all empowered to make decisions that result in the best service for members. _______ Namita Kearns

Director, Insurance Products

A year later, re-entering the workforce after maternity leave, she applied for a position at BCAA and was even more impressed. “Through the interview process I found the people intelligent and aspirational. It was inspiring to see what BCAA does for the community and as a business,” says Kearns, who was recently promoted to director, insurance products.

p Employees from BCAA taking a wellness break with a walk around their centrally-located head office

“Working here I’ve seen that people come first and different viewpoints are welcomed.

We’re all empowered to make decisions that result in the best service for members.”

That shared focus on service and an open, collaborative environment are just some of what makes BCAA tick. “We have a unique, people-focused culture,” says Shom Sen, president and CEO. “You can also see some of that reflected in our community efforts, which are about safety and giving back. Our people feel good about that focus, and happy employees lead to happy members.”

BCAA supports the community in many ways, including donating thousands

Start a rewarding career with BCAA bcaa.com/careers

of car seats to families in need and investing $660,000 in playgrounds across the province. In its most recent fundraising campaign, BCAA and its employees contributed over $300,000 towards United Way community programs.

Over time, BCAA has added new services to its traditional role of roadside assistance. “We’re always reinventing ourselves,” Sen says. “For example, we pioneered car sharing, creating Evo as a convenient way to get around without owning a car, and we’re looking into autonomous vehicles for the future. We want to be the best in every area we operate in.”

BCAA’s biggest business is insurance, including home, travel and car insurance.

“Again, it’s all about protection,” Sen says. “We have your back. During the Okanagan wildfires last year, we called members before they contacted us, to see how they were doing.”

As well as an excellent benefits package, BCAA offers an open workplace, rewards and recognition, leadership training, a preference for internal promotions, a commitment to holistic wellness focusing on physical, emotional and financial wellbeing, and work-life balance.

“I’ve worked in many places that had no work-life balance,” says Sen. “I’ve found if you provide flexibility, people will give their best.” ¡

1,113

FULL-TIME STAFF IN CANADA

61%

OF EMPLOYEES ARE WOMEN

3+

WEEKS, STARTING VACATION ALLOWANCE

338

JOBS AVAILABLE LAST YEAR

This story was produced by Mediacorp in partnership with Postmedia, on behalf of British Columbia Automobile Association.

17

BC’S TOP EMPLOYERS 2019

B.C. Ferries people engage with communities en route

W

hen you work for British Columbia Ferry Services, and especially if you’re employed on one of the ships, you inevitably develop relationships with the people you serve on Canada’s west coast. And sometimes that results in a kind of magic.

Customer service attendant Leah Kolesar had one such memorable experience just before Christmas 2017, when the vessel she was working on, Northern Expedition, had a four-day layover in Skidegate on Haida Gwaii. “We wondered what we could do for the community, because the reason we have our jobs is Haida Gwaii is one of our major routes,” recalls Prince Rupert-based Kolesar. “So, we arranged to have a meet-and-greet with Santa.”

There are great opportunities and lots of support. Once you’ve shown that you’re going to invest and put the time in, B.C. Ferries very much reciprocates that. _______ Leah Kolesar Customer Service Attendant

p BC Ferries employee working at their Coastal Cafe

Kolesar spent four days in the ship’s galley baking 450 gingerbread men. The ferry was decorated to be St. Nick’s workshop, with one officer dressing up as Santa. “More than 300 people showed up and it was awesome,” she says. “For weeks and months we were hearing about it from community members.”

Aggie Strzelecka, director, strategic human resources, notes that special employee engagement with the community — which has also included trick-or-treat-ing on vessels and a ferry with a banner bearing a marriage proposal — happens at several levels. B.C. Ferries

staff are involved in local environmental activities and conservation projects, and are also an integral part of marine safety on the B.C. coast. “Our brave and highly, highly trained employees do anywhere from 25 to 40 marine rescues a year,” she notes.

Another thing B.C. Ferries staff appreciate is the many opportunities for training and growth, says Mark Wilson, vice-president, strategy and community engagement. The Victoria-based company provides vehicle and passenger service on 25 routes to 47 terminals with a fleet of 35 vessels. And, he says, “Many of our

employees move geographically around B.C. They don’t feel locked in anywhere, and there are opportunities to move to places you ultimately want to live in.”

For Kolesar, 28, who started out in ferry kitchens before moving into customer service — she also substitutes in the more senior roles of first and second steward — taking advantage of B.C. Ferries’ myriad training opportunities has opened up possibilities she never imagined for herself. “I do like to continually challenge myself, and that’s one thing working here allows for me. I don’t know what my ultimate goal is, but there are great opportunities and lots of support. Once you’ve shown that you’re going to invest and put the time in, B.C. Ferries very much reciprocates that.” ¡

3,508

FULL-TIME STAFF IN CANADA

5,100

TOTAL EMPLOYEES

1,200

JOB POSTING LAST YEAR

44%

OF EXECUTIVE TEAM ARE WOMEN

This story was produced by Mediacorp in partnership with Postmedia, on behalf of British Columbia Ferry Services.

Sea by day, home by night Visit bcferries.com for career opportunities.

18

BC’S TOP EMPLOYERS 2019

Employees grow in BCIT’s collegial learning community

W

hen Kacem Habiballah got off that plane in Vancouver from Casablanca, Morocco 20 years ago, all he had was his credentials, two suitcases, plenty of hope and an ambition to share his learning experience with others. Now he’s living his dream as an associate dean in the school of energy at the B.C. Institute of Technology (BCIT).

“BCIT gives me an opportunity to make an impact in people’s lives,” says Habiballah. “The students may have a student number attached to them but I see a human being. That could your son or daughter looking for guidance and in this job, you’re getting paid to do that — for me, that’s number one.”

BCIT gives me an opportunity to make an impact in people’s lives. _______ Kacem Habiballah Associate Dean, BCIT School of Energy

One of B.C.’s largest post-secondary institutions with over 50,000 students enrolled annually, BCIT offers practical career credentials designed for the

p BCIT instructor Angela Bains teaches a student about graphic design

workplace, including degrees, diplomas and certificates spanning Applied and Natural Sciences, Business and Media, Computing and Information Technology, Engineering, Health Sciences and Trades. It has five main campuses with state-of-the-art facilities plus satellite locations province-wide.

BCIT prides itself on being a handson, job-ready institute and having instructors who are at the cutting-edge of their profession. They prepare students to go straight from the classroom to the workplace, where they’re ready to contribute from day one.

BCIT has created a collegial, collaborative workplace culture where employees are encouraged to be innovative and to inspire each other as well as the students. It’s a learning community that allows dedicated employees like Habiballah to excel.

“It’s about the opportunity to be part of a culture where everybody is focused on making sure our students are more than prepared for the future ahead of them,” says Ana Lopez, vice president, human resources and people development.

“So many of our employees just love what they do and it’s that focus on

building and being a great community and wanting to remain a part of it which distinguishes us as an institute.”

Employees enjoy a generous benefits package that includes healthcare, pension provisions and vacation time. BCIT’s main Burnaby campus has recreational facilities, on-campus childcare and multiple restaurants and coffee shops.

In addition to creating a thriving educational community internally, BCIT is equally as active in the larger community.

BCIT partners in a big way with the United Way as well as supporting other community-based events like the Pride Parade.

“When I talk to my friends who work in education, I think I scored big by landing a job at BCIT,” says Habiballah. ¡

1,904

FULL-TIME STAFF IN CANADA

378

JOBS AVAILABLE LAST YEAR

47

YEARS, LONGESTSERVING EMPLOYEE

58%

OF MANAGERS ARE WOMEN

This story was produced by Mediacorp in partnership with Postmedia, on behalf of BCIT.

— SHAPING THE FUTURE OF THE NEXT GENERATION. EDUCATION FOR A COMPLEX WORLD.

19

BC’S TOP EMPLOYERS 2019

Flexibility is the key to success at the BCLDB

R

ic Tong’s worked at many places, but never at one with a corporate culture so flexible he felt he could stretch his career from entry level right to the top of the company ladder.

Then he landed a job at the B.C. Liquor Distribution Branch (LDB) and started climbing.

“I’ve worked a lot of jobs but never one where I could say I hope I spend the rest of my career with this organization,” says Tong. “Now I truly feel that way about the LDB because this place is amazing to work at and I love every minute of it.”

I’ve worked a lot of jobs but never one where I could say I hope I spend the rest of my career with this organization – now I truly feel that way. _______ Ric Tong

Acting Senior Manager of Store Operations Administration

The LDB is one of B.C.’s largest liquor retailers, with over 40 million retail customer visits to B.C. Liquor Stores (BCLS) annually. The LDB is also the sole wholesale distributor for liquor and

p BCLDB employees share their personal career progression stories during a Q&A panel at the

annual store managers’ conference

non-medical cannabis in B.C. and the public retailer for non-medical cannabis.

The LDB contributes over $1.3 billion annually to the Province of B.C., providing funding for services like health care and education.

Tong’s an example of the LDB’s flexible job training and advancement. The senior store manager of the Park Royal BCLS, he’s currently acting as senior manager of store operations administration. Instead of managing one outlet, he oversees day-to-day operational needs for 197 BCLS. The temporary assignment

will make him more qualified for that next rung up the LDB ladder.

“We ask employees what their talent is and how we can make them the best in their role,” says Rita Ferrara, executive director, human resources.

“Moving beyond that, we identify their interests and how we can get them there through the support of our flexible opportunities.”

Ferrara exemplifies the opportunities at the LDB. She started as a receptionist 32 years ago and worked her way up to her current executive position.

The LDB’s flexibility and benefits extend to working hours, vacation allowance for part-time and full-time employees and a generous pension plan.

The package creates a sense of mission for employees.

“We’re upbeat because we’re all working towards the same goal. Whether it’s the person on the till or the person in the warehouse, everybody’s trying to make sure the customer experience is second to none,” says Tong.

Knowing LDB revenue goes back to the public is also a big motivator for the over 4,000 full-time and part-time employees.

“It all goes back to helping people and that permeates the entire organization,” says Tong. “We do things because we care and we want to give back.” ¡

2,238

FULL-TIME STAFF IN CANADA

31,059

JOB APPLICATIONS RECEIVED IN CANADA IN THE PAST YEAR

46

YEARS, LONGESTSERVING EMPLOYEE

51%

OF EMPLOYEES ARE WOMEN

This story was produced by Mediacorp in partnership with Postmedia, on behalf of B.C. Liquor Distribution Branch.

20

BC’S TOP EMPLOYERS 2019

CapU people share ‘an amazing community spirit’

L

ouise Allison, human resources advisor for Capilano University (CapU), believes she works in the best of all possible locations.

The North Vancouver campus is situated on the side of a mountain, surrounded by lush rainforest. From Allison’s office window, she has views of downtown Vancouver, Burrard Inlet and Burnaby Mountain. “I’ve got one of the best views in the world,” she says.

“It’s just unbelievably beautiful.”

The stunning scenery is not the only thing unique about CapU. The university serves a very particular region, comprised of the North Shore, the Seato-Sky Corridor and the Sunshine Coast. It also has a very specific mandate, focused squarely on teaching and leaving no student behind.

We work to provide a culture of opportunity for all. _______ Paul Dangerfield President

“Our goal is to provide students from this region, and others, with a relevant education that allows them to succeed,” says CapU president Paul Dangerfield. “We have

Employees are also encouraged to volunteer and support charitable causes like the United Way, Scotiabank Charity Challenge and Giving Tuesday.

CapU is also placing a renewed focus on career development for its employees. This past September, the university launched a program called CapULead, focusing on growing leadership skills for all employees.

The program offers courses that range from leading change to setting goals to conflict resolution.

“We are providing the skills that employees need to be leaders at all levels,” says Dangerfield. “The program is bringing together all members of our university community. We are breaking down silos and learning from each other.” ¡

p Capilano University faculty member, Robin Furby,emcees the North Vancouver Canada Day Parade

students who come here from all walks of life.

We work to provide a culture of opportunity for all.”

CapU also works closely with regional businesses and municipalities to pursue integrated learning opportunities.

“A good example is our early childhood care and education program,” says Dangerfield.

“When our students do their practicums, they do them locally. CapU alumni and practicum students work at licensed child care centres throughout the North Shore.”

CapU faculty, administration and support staff share a common purpose and drive, says Allison.

“There’s an amazing community spirit.

The family I’ve got here is built on a shared sense of trust and commitment to collaboration. I feel blessed every day just to come to work.”

That sense of community is bolstered by a variety of well-being initiatives, including on-site yoga sessions, trail runs and mindfulness meditation seminars.

527

FULL-TIME STAFF IN CANADA

48

YEARS, LONGESTSERVING EMPLOYEE

55%

OF MANAGERS ARE WOMEN

3

WEEKS, STARTING VACATION ALLOWANCE

This story was produced by Mediacorp in partnership with Postmedia, on behalf of Capilano University.

WE’RE HIRING! One of BC’s top employers, Capilano University offers professional development opportunities, a flexible and collegial work community and excellent benefits. Come join us in our beautiful forest setting in North Vancouver!

CAPILANOU.CA/EMPLOYMENT

21

BC’S TOP EMPLOYERS 2019

Safety is key at the Capital Regional District

A

s a mechanical field supervisor with the Capital Regional District (CRD), Ron Tates has a vested interest in working safely, so he appreciates that his employer makes safety a priority.

“I live our safety culture every day,” says Tates. “Many of our employees have children and I talk to them about walking down the aisle someday with both eyes and all their fingers and toes.

It’s expressed in conversation constantly and in a willingness to have conversations about why we’re working safely, what it means to us personally and the value it adds to jobs.”

I live our safety culture every day. _______ Ron Tates

Mechanical Field Supervisor

The CRD is a diverse organization providing over 200 local government services to electoral areas and across jurisdictional boundaries on southern Vancouver Island and the Gulf Islands.

These services include the regional water supply, solid waste, wastewater treatment, regional parks, housing, emergency management and recreation facilities,

what we did about it,’” says Ingraham.

“It demonstrates to our employees that we’re taking their safety concerns or suggestions seriously.”

Chief administrative officer Robert Lapham believes the organizational approach is necessary when dealing with safety because you can’t have different expectations in different work sites. You have to do that in a common way.

“Safety is an area at the very top of the organization,” says Lapham. “The leadership has to demonstrate that we’re sincere, concerned and passionate about safety so the rest of the workforce can understand that it’s a priority. We expect people to be engaged and make it part of the culture.” ¡ p Capital Regional District safety manager Rob Ingraham and integrated water services staff member Ron Tates

just to name a few, so there are many different work sites in operation daily.

Rob Ingraham, manager corporate occupational health and safety, says while the CRD’s culture of safety is driven by leadership, everybody plays a role including supervisors, managers and employees.

“We try to provide our employees with a motivating and compelling vision of where we want to take the organization with a safety culture and why we care about it as individuals,” says Ingraham. “We talk to our employees

Thank you to our dedicated & knowledgeable staff for making us one of BC’s Top Employers.

Interested in joining our team?

Learn more at www.crd.bc.ca/careers

about the benefits of safety in every meeting and include safety moments.

When we start our business day, we talk about safety first.”

The CRD recently launched its “Don’t Walk By” safety campaign, which encourages all employees to speak up if they see a safety concern or a hazardous condition or act. If they can’t resolve it on their own, they can fill out a card and the CRD’s health and safety committee follows up.

“We have a big board that says, ‘This is the concern you raised, and this is

633

FULL-TIME STAFF IN CANADA

390

JOBS AVAILABLE LAST YEAR

17

WEEKS, MATERNITY LEAVE TOP-UP PAY

14.7%

INTERNAL STAFF PROMOTION RATE

This story was produced by Mediacorp in partnership with Postmedia, on behalf of Capital Regional District.

22

BC’S TOP EMPLOYERS 2019

Clearly is on a mission to help the world see better

O

ver the November weekend that included Black Friday and Cyber Monday, Clearly doubled the number of contact lenses, eyeglasses and sunglasses that it ships over an average four-day period.

Considering that Clearly’s online and retail customers purchase hundreds of thousands of units a month, this tsunami of orders could easily have set the company back on its heels.

We started planning for Black Friday six months earlier. When it arrived, our whole team came together.

Even our CEO came down to pack orders.

It was actually fun. _______ Julie Ann Wojciechowski Outbound Logistics Manager

“But we were prepared for it,” says Julie Ann Wojciechowski, outbound logistics manager. “We started planning for it six months earlier. When Black Friday arrived, our whole team came together. Even our CEO came down to pack orders. It was actually fun.”

p School girls in Laos with glasses received through the ‘Buy One, Give One’ program, an initiative that allows Clearly to fulfill their mission of providing better vision globally

With its manufacturing and distribution facility in the Broadway Tech Centre in Vancouver and retail stores in Vancouver and Toronto, Clearly ranks among the largest online retailers for contact lens and prescription eyeglasses in the world.

“We’re part of the largest vision company in the world,” says CEO Arnaud Bussieres, who joined Clearly in 2017 from its parent company, EssilorLuxottica S.A., in France.

“We interact with millions of customers in Canada, the U.S., Japan, Australia, New Zealand and 200 other countries.”

With the public face of a retail operation, Clearly is primarily a

BET TER VISION FOR EVERYONE

technology company. It conducts 95 per cent of its business online.

“We’re revamping our technology stack and aim at being best in class, like Netflix in their industry,” he says. “We want to deliver the fastest, best experience and service to all customers.”

As part of its mission to bring vision to the world, Clearly donates a pair of prescription glasses for every online sale.

In 2018, the company donated 500,000 pairs of glasses under the program.

When Wojciechowski joined Clearly 12 years ago as a shipper, she went to work “in one small room,” she recalls. Since then,

the company has sent her to Washington to train employees when it opened a new distribution centre there and to Japan on a similar mission.

“I know other managers and team leaders who were sent to Australia, China and other countries to give them a hands-on learning opportunity,” she says.

Through its educational allotment program, Clearly has supported Wojciechowski in advancing her own training as well, covering part of the cost when she obtained her business management certificate at Simon Fraser University. “If you want to grow in your career, you can grab the opportunity,” she says.

“When you join Clearly,” adds Bussieres, “you join an infinite possibility of opportunities.” ¡

267

FULL-TIME STAFF IN CANADA

2,496

JOB APPLICATIONS RECEIVED LAST YEAR

64%

OF EMPLOYEES ARE WOMEN

53%

OF MANAGERS ARE WOMEN

This story was produced by Mediacorp in partnership with Postmedia, on behalf of Clearly.

23

BC’S TOP EMPLOYERS 2019

Education comes in many colours at Cloverdale Paint

A

ny time someone joins Cloverdale Paint Inc. in a full-time capacity, they will likely meet John Hubbard.

Hubbard is a learning and development coordinator for the Lower Mainland at the 86-year-old Surrey-based, familyowned company — the last Canadian company of its kind — and is responsible for executing the training initiatives in the region.

“We bring new people into the company and make sure they understand the company culture and performance expectations,” Hubbard explains.

“But we also want to know their expectations: what are they looking for? Where would they like to go?”

We have each other’s backs and we celebrate successes. _______ Marissa Bejer

Human Resources Manager

Education is a recurring theme at Cloverdale Paint and comes in many forms. On the company’s online learning platform, the Cloverdale Paint

p Honorary chairman Wink Vogel with staff during management readiness training at Cloverdale Paint

Academy, employees can learn much of what they need to do to perform their jobs. But they also get access to about 400 courses on a wide range of topics, from effective communication to time management skills development.

“People can work on their own selfdevelopment,” says Hubbard.

Company leaders take their roles in employee development seriously, as well. Leadership Dynamics is a structured mentorship program in which an older, senior employee is partnered with young, up-and-coming talent on a six-month project. The results are presented to senior management. “From

that pipeline alone, we’ve promoted a number of people,” says human resources manager Marissa Bejer. “It’s a great way to build our succession planning and preserve tacit knowledge.”

This past year, Cloverdale Paint ran a Management Readiness Program for future leaders of the company. Nineteen people from 18 branches participated in the program; about 14 of them have already moved into assistant manager positions, and many may move up next year, according to Hubbard. “We like people to grow in their positions,” adds Bejer. “So we are so aware of our commitment as an organization to

seasoning our people, mentoring our employees, and ensuring that they’re engaged all the time.”

Despite its growth over the past decades, Cloverdale Paint is at its heart still a family-run company. And it encourages family members to join – two of Hubbard’s daughters also work for Cloverdale – which reinforces the feeling. “We have each other’s backs, and we celebrate successes,” says Bejer.

“We’re not afraid to have tough conversations because one of our values is respect for people. If we allow people to tell their stories so we can understand what’s going on in their lives, then we can provide guidance. And that’s what family is all about.” ¡

780

FULL-TIME STAFF IN CANADA

50

YEARS, LONGESTSERVING EMPLOYEE

31%

OF EMPLOYEES ARE WOMEN

30%

OF MANAGERS ARE WOMEN

This story was produced by Mediacorp in partnership with Postmedia, on behalf of Cloverdale Paint.

24

BC’S TOP EMPLOYERS 2019

People are the bottom line at Coast Capital Savings

P

arm Sandhu loves working at a financial institution where people, not profits, are the bottom line.

As a member banking specialist at Coast Capital Savings Federal Credit Union, he spends lots of time on the phone helping members achieve what’s important in their lives. But he also gets out there and gives back to the communities his employer serves.

“It’s not every day someone fairly young like me gets to drop off a cheque for $30,000 to a non-profit or community group,” says Sandhu, 23.

“It’s a great feeling because I’m a big advocate for my community. It’s nice working for a company that’s so focused on what we can do for people.”

Our employees feel like they’re part of an organization that truly aligns with things that are most important in their lives. _______ Tracey Arnish

Chief Member Experience Officer

Coast Capital is Canada’s largest credit union by membership with over 52

p Contact centre employees at Coast Capital Savings Credit Union

branches serving 543,000 members in Metro Vancouver, Fraser Valley, Vancouver Island and the Okanagan.

Headquartered in Surrey, it’s going national as B.C.’s first federal credit union. But growth doesn’t mean losing its people-first company culture.

“We’re a purpose-based organization — we’ve been able to grow and nurture the very unique culture here at Coast Capital and we expect to be able to do it on a national scale,” says Tracey Arnish, chief member experience officer.

“Our employees feel like they’re part of

an organization that truly aligns with things that are most important in their lives and they’re very involved in the process of shaping and defining our corporate values.”

For Sandhu, that means hosting Nintendo nights at Ronald McDonald House and receiving $10 for every hour he volunteers there to give to his favourite charity. Coast Capital donates seven per cent of pre-tax profits to charities. Between January-November 2018, it made $5.9 million in charitable donations across 229 charities.

Employees also have a say in the

benefits package they receive and how it’s delivered as part of an ongoing review.

Arnish says the key is flexibility.

“You can’t offer a one-size-fits-all approach. We’re asking individuals to bring their full selves to work, so we need to look at them as individuals and ensure we meet their individual needs,” says Arnish.

That flexibility is reflected in various options for work hours and training, generous health, dental and other benefits as well as well as opportunities to work full or part-time in a variety of roles.

“Our employees are part of a culture where everybody is respected and given an equal opportunity to be able to succeed in the organization,” says Arnish. ¡

1,468

FULL-TIME STAFF IN CANADA

42

YEARS, LONGESTSERVING EMPLOYEE

57%

OF MANAGERS ARE WOMEN

200

CHARITIES HELPED LAST YEAR

This story was produced by Mediacorp in partnership with Postmedia, on behalf of Coast Capital Savings Credit Union.

Proud to be recognized as one of BC’s Top Employers in 2019.

High-Five.

25

BC’S TOP EMPLOYERS 2019

City of Coquitlam balances opportunity and liveability

F

or Michelle Frilund, working for the City of Coquitlam is about achieving equilibrium.

With about 1,600 employees in a variety of occupations, the organization is large enough to offer a broad range of opportunities for growth and development. On the other hand, says Frilund, the workforce is still small enough for each employee to make a meaningful contribution.

“The culture is collaborative and the leadership is accessible,” says the senior communications and engagement specialist. “You really feel you can make a difference.”

We want employees to feel a great sense of personal accomplishment. _______ Nikki Caulfield

Director of Human Resources and Corporate Planning

Living in the community offers a similar balance. Coquitlam, Frilund says, has the big city appeal of a vibrant, dynamic culture, including a wide range of festivals and events she and her young family can enjoy. At the same time, abundant green spaces remain within easy reach for outdoor pursuits.

p Coquitlam employees provide quality services to residents

Nikki Caulfield, director of human resources and corporate planning, agrees the quality of life that Coquitlam offers is a huge draw. Central to this, literally and figuratively, is Town Centre Park, a 42-hectare site, which is directly across the street from Coquitlam City Hall and was named Canada’s best public space by the Canadian Institute of Planners in 2017.

Still, when it comes to working for the City, Coquitlam’s liveability and accessibility are just part of the story, Caulfield says.

“We’re one of the fastest-growing regional urban centres in the Lower Mainland and the new rapid transit line is continuing to

Coquitlam

change the landscape,” she says.

Managing that growth responsibly and sustainably presents not only challenges, she says, but opportunities. There are great jobs for those in a variety of occupations, including city planners, financial planners, engineers, labourers, emergency services workers and a variety of other professionals.

Coquitlam offers its employees a supportive work environment with competitive salary and benefits. It also places a high priority on professional development and offers extensive in-house and external training programs.

“We want employees to feel a great sense of personal accomplishment,” says Caulfield.

That’s what Frilund has found in the five years she’s been with the City.

Significantly, exceptional work-life balance hasn’t come at the expense of meaningful work and opportunities for advancement, she says.

Today, Frilund’s participating in the City’s award-winning Leading with Purpose leadership development program. As well as the mentoring and training, she says, she enjoys connecting with peers in other departments she wouldn’t have met otherwise.

“If you’re looking for opportunity,” says Frilund, “this is the place to get it.” ¡

841

FULL-TIME STAFF IN CANADA

41

YEARS, LONGESTSERVING EMPLOYEE

17

WEEKS, MATERNITY LEAVE TOP-UP PAY

3

WEEKS, STARTING VACATION ALLOWANCE

This story was produced by Mediacorp in partnership with Postmedia, on behalf of City of Coquitlam.

One of BC’s Top Employers Join us at coquitlam.ca/careers

26

BC’S TOP EMPLOYERS 2019

Fasken has a big-hearted approach to its employees

F

asken is that rare firm that has a big heart not only when it comes to community giving, but also in the way it treats employees.

Thirty-year law firm veteran Sandra Wolsynuk, legal assistant and client services team lead, learned this when two tragedies struck her family: first, the passing of her son 10 years ago, and then her husband’s fatal cancer in 2014.

“There was never a ‘When are you coming back?’” she says. “It was always, ‘Take as much time as you need. How can we support you?’ There was no pressure from them, especially with my husband, who was in the hospital and at home for five months. All the lawyers were bringing care packages for me and I was so well taken care of and supported. I have family and friends who helped, but I don’t know what I would have done without my Fasken family, I really don’t.”

Fasken retains a small-firm, hands-on, very caring culture. _______ Miriam Redford

Director, Administration and Finance, B.C. Region

Fasken is now one of the largest law firms in Canada with an international

donated to a diverse selection of B.C. community programs based on submissions requested from employees.

“We’re a big part of the community in Vancouver and in every community Fasken belongs to.”

The firm is deeply committed to diversity and inclusivity. Five of the B.C. region’s six directors, including Redford, are women, and in 2018 the firm overall received Mansfield Certification from the U.S.-based Diversity Lab, meaning that it had considered females and/or visible minorities in 30 per cent or more of at least 70 per cent of all its senior positions. ¡

p Fasken team members celebrating brand launch at an internal social event

reach. It has seven offices across the country, including two in B.C. employing about 350 people (in Vancouver and Surrey, where Wolsynuk now works), as well as in the U.K., South Africa and China. But “Fasken retains a smallfirm, hands-on, very caring culture,” says Miriam Redford, director, administration and finance, B.C. region. “Even after mergers with larger firms, we still manage to have that close family culture.”

Wolsynuk notes that Will Westeringh,

managing partner, B.C. region, does a lot to foster that family feeling.

“Constantly — whether it’s in meetings or in numerous messages throughout the year, he acknowledges that the staff are what builds Fasken.” For his part, Westeringh says, “Our talented, dedicated Fasken team exceeds expectations every day.”

Community support is also part of Fasken’s DNA. Wolsynuk says that in Vancouver, to celebrate Canada 150 in a collaborative, meaningful way, Fasken

1,478

FULL-TIME STAFF IN CANADA

1,713

APPLICATIONS RECEIVED FOR B.C. POSITIONS IN 2018

40

CHARITIES SUPPORTED IN 2018

35

YEARS, LONGEST-SERVING B.C. EMPLOYEE

This story was produced by Mediacorp in partnership with Postmedia, on behalf of Fasken.

Solving complex business problems takes commitment.

We count on our team every day and it’s their dedication that helps make us one of BC’s Top Employers.

Interested in joining a winning team?

To learn more, visit

fasken.com/careers

27

BC’S TOP EMPLOYERS 2019

Fraser Health is one of Canada’s fastest growing health authorities and one of British Columbia’s top employers

work with us!

Better inCome health.

Best in health care Better health. Best in health care 11,984 Full-time staff 61% Of our employees said they had

We provide high quality, appropriate and timely health services to more than 1.8 million people living in communities stretching from Burnaby to White Rock to Hope.

opportunities to learn & grow this year

Over 26,000 employees, 2,900 physicians and more than 6,000 volunteers provide our services and support our patients, residents and clients.

406 Jobs available 6 Major initiatives & expansions over the next 5 years

28

BC’S TOP EMPLOYERS 2019

There are many ways to prosper at HSBC Bank Canada

N

early three decades ago, Kim Toews started her HSBC Bank Canada (HSBC) career as a branch receptionist in Abbotsford. Today, she works at the bank’s Vancouver head office as executive vice president and head of human resources, responsible for some 6,000 employees across Canada.

“It shows HSBC values growth from within,” Toews says, adding, “I’ve had opportunities elsewhere, but every time, the bank was the better option as it offered me another chance to grow – and provided me with the tools to flourish.”

I could never work in a place that did not share my values, particularly inclusion. _______ Vivian Ormerod

Vice President, Chief Operating Officer, Finance Department

For her part, Vivian Ormerod was working with another bank in Toronto when HSBC acquired it in 2004. She was impressed with how fairly it treated the employees about to be laid off. “If this is how HSBC deals with people they are not retaining, they must handle their own people even better,” she says.

p HSBC employees celebrating National Aboriginal Day

Still, Ormerod turned down HSBC’s offer of a head-office move for personal reasons. She agreed to stay when the bank created a position for her in Toronto.

Several years later, she happily accepted a promotion move to Vancouver after the bank included her parents in her relocation package. Today, HSBC’s flexible working arrangements allow Ormerod, now vice president, chief operating officer, finance department, to manage a career and the needs of an aging parent. Says Ormerod: “I could

never work in a place that did not share my values, particularly inclusion.”

Indeed, HSBC’s ambitious diversity policies, including designating someone dedicated to opening the bank’s doors to potential employees from the Indigenous and disabled communities, recently won it two major federal awards. Meanwhile, HSBC donated some $7 million in 2017 to charitable causes, many of them selected by employees themselves. In addition, employees that regularly volunteer with a charity can apply for donations of up to $5,000 from the bank’s Volunteer Fund,

and all staff also get one paid day off for charitable work. “To help our customers thrive, we have to help our communities thrive,” says Toews.

Besides competitive salaries, HSBC offers generous benefits, including three-to-six-month personal sabbaticals and up to two years off to pursue an advanced degree. On the financial side, there are favourable terms for bank products, including mortgages, a one-forthree share purchase plan and 50-per-cent matching contributions for RRSPs, TFSAs and other savings vehicles.

Meanwhile, Toews allows it wasn’t her idea to enter the BC’s Top Employers competition. “Staff insisted we put in a bid,” she says, “because this is an amazing place to work.” ¡

5,327

FULL-TIME STAFF IN CANADA

1,440

JOBS AVAILABLE LAST YEAR

55%

OF EMPLOYEES WHO ARE WOMEN

47%

OF EMPLOYEES WHO ARE VISIBLE MINORITIES

This story was produced by Mediacorp in partnership with Postmedia, on behalf of HSBC Bank Canada.

Combining our talents to reach new heights.

Here’s to new beginnings. hsbc.ca/careers Together we thrive Issued by HSBC Bank Canada

29

BC’S TOP EMPLOYERS 2019

Serious work is balanced by a fun atmosphere at LTSA

F

or Connie Fair, the best part about creating an open and friendly workplace is happy and motivated employees, and she herself can’t wait to get to work each morning.

“As much as I want this to be a wonderful place for employees, I really love coming into work every day too. You get to work with people who truly care about the important work they do and also have fun,” says the president and CEO of the Land Title and Survey Authority of British Columbia (LTSA).

I really love coming into work every day too.

You get to work with people who really care about the important work they do and also have fun. _______ Connie Fair President and CEO

Headquartered in Victoria, the LTSA operates the land title and survey systems in B.C., including processing over four million online transactions annually. It is important work — employees are aware that certainty and security of property

p Heather Field, liaison examiner at LTSA, enjoys helping customers with their applications

ownership is an essential underpinning of the province’s social and economic strength.

And they’ve built a system that’s the envy of other jurisdictions.

“Our employees understand the significant role they play to maintain certainty of title and that’s something they take seriously,” says Fair. “They care about doing a good job and ensuring customers have a positive experience with the LTSA.” Fair says people must be able to trust in the accuracy, integrity and reliability of these records so that, for example, financial institutions are comfortable granting mortgages. This makes it

interesting and rewarding work for employees like Heather Field.

“Most of it is attitude,” says Field, a liaison examiner in the LTSA’s Victoria office. “We deal with customer inquiries over the phone, everything from basic inquiries to very difficult questions from land surveyors or policy questions from lawyers and notaries. I enjoy it and my fellow employees enjoy it too.”

The LTSA also values continuous learning and encourages employees to pursue ongoing professional development. Lunch and Learn sessions conducted by employees are held monthly

Making a Difference |

for everyone to attend; leadership workshops, industry conferences and tuition and education fees are also supported.

Employees also enjoy a generous pension plan, along with maternitypaternity leave, family leave and extended medical and dental coverage.

Managers’ doors are always open at the LTSA’s three different offices throughout the province. Employees are empowered, encouraged and required by statute to make significant decisions every day.

And although the work is serious, Field credits Fair’s leadership for creating the collegial, supportive atmosphere that makes the LTSA such a fine place to work. ¡

159

FULL-TIME STAFF IN CANADA

34%

MANAGERS ARE WOMEN

9

JOBS AVAILABLE LAST YEAR

8

CHARITIES HELPED LAST YEAR

This story was produced by Mediacorp in partnership with Postmedia, on behalf of Land Title and Survey Authority of British Columbia.

LEARN MORE

30

BC’S TOP EMPLOYERS 2019

Excellence and transparency drive the Mitacs machine

W

orking with 60 universities, 4,000 companies and both federal and provincial governments, you need a you need a company culture that embraces outside-the-box thinking and flexibility in operations. Together with every team member, that’s just what CEO and scientific director Alejandro Adem has fostered at Mitacs, a national, not-for-profit organization with offices across the country.

Mitacs connects researchers with industry, developing partnerships that catalyze growth and drive innovation in Canada. And its formula for success isn’t, well, rocket science.

I really enjoy coming to work. I feel like I’m contributing to an innovative organization that appreciates me, and collectively, we’re doing important work for Canada, the economy and society. _______ ErinRose Handy

Manager, Communications

p Mitacs employees gathered for a collaborative meeting

“We are very transparent and open about what we do and why we’re doing it; we insist on excellence from the people we hire,” says Adem.

“Mitacs is a place where ideas and action are combined in a rather unique environment.”

Since its founding in 1999, Mitacs’ team has supported more than 30,000 research internships, trained over 33,000 student and post-doctorate researchers and supported over 3,600 international research collaborations. From aerospace systems to childhood literacy rates, Mitacs supported research collaborations help strengthen connections, improve economic performance and create jobs.

Mitacs employees across Canada enjoy

several perks including the recently launched sustainable-commuting incentive program. A competitive wage and benefits package, a training and development allowance; paid health and wellness benefits, including significant support to access mental health resources; paid time off for new parents; and a group RRSP matching program.

It's the little incentives that really make the difference for employees like communications manager ErinRose Handy.

“I cycle to work and it's just fabulous that my employer will pay for a bike tune-up and a new helmet under the sustainablecommuting incentive,” says Handy.

“Simple things like that aren't hugely expensive, but they go a long way for morale

Celebrating 20 Years of Inspiring Innovation We invite you to join us. www.mitacs.ca/careers

and your physical and mental well-being. I like knowing I have an employer that cares about me.”

The company helps build esprit de corps with social and service activities that, at the Vancouver office, include international potluck lunches, treetop canopy walks, Canadians baseball games, Shoeboxes for Shelters, shoreline cleanups and the Vancouver Sun Run to name a few.

But more than anything, it's the company culture of collaboration, unconventional thinking and respect that has Handy excited to come to work every day.

“I really enjoy coming to work. I feel like I’m contributing to an innovative organization that appreciates me, and collectively, we’re doing important work for Canada, the economy and society,” says Handy. ¡

200

FULL-TIME STAFF IN CANADA

12,821

JOB APPLICATIONS LAST YEAR

61%

OF EMPLOYEES ARE WOMEN

37

YEARS, AVERAGE EMPLOYEE AGE

This story was produced by Mediacorp in partnership with Postmedia, on behalf of Mitacs.

31

BC’S TOP EMPLOYERS 2019

Nicola Wealth Management is good at sharing the wealth

E

mployees at Nicola Wealth Management Ltd. enjoy peak experiences like climbing the Himalayas as well as digging deep to help under-privileged kids in Ecuador as they “share the pie” while enriching their clients and the community.

“This is a culture where the company puts their people first — they care about their employees,” says advisor support supervisor Selena Woo. “It’s a spirit of generosity, putting people first and creating a family feel both internally and externally.”

Sharing the pie is our way of saying we’re going to grow our revenue and we’re going to make sure that we share it with the people that are causing that to happen.

p The Nicola Wealth team in Kanambu, the Ecuadorian village that the company sponsors and the team

“Last year that worked out to more than 25 per cent of everybody’s annual income, so it’s a material number and we want it to be a material number.”

Nicola Wealth shares the wealth in terms of shares in the company as well as charitable giving and profit-sharing.

The company is equally generous in terms of wages, benefits and training for employees. Looking after their employees is a core priority.

“There’s a real sense here that if we look after our staff, they will look after our clients,” says Woo. “We have meditation classes, summer and Christmas parties and other events yearround. We strive to create that family feel for our clients, but it’s definitely also present here in the office.” ¡

visited to help dig trenches for a clean water project

_______ John Nicola

Chairman and Chief Executive Officer

Nicola Wealth is dedicated to serving the needs of high-net-worth families, entrepreneurs and professionals. From modest beginnings, it now manages nearly $6

billion in assets. Headquartered in Vancouver, it also has offices in Toronto, Kelowna and Richmond.

Woo was one of a team of eight employees chosen to help build a school in an Ecuadoran village last fall. They dug trenches for a clean water project and helped build the classrooms. It was miles away from the Vancouver office where she helps fortunate families invest their funds, but for Woo, it’s all part of the same package.

“It was just so amazing to be a part of that and the fact that the company values their employees that much – to send a team

to Ecuador just blew my mind away,” says Woo. “That’s what sets Nicola Wealth apart from the other organizations that I’ve worked for.”

Creating wealth for employees and clients and sharing it internally and externally is the corporate cultural engine that drives the company, founded in 1994.

“Sharing the pie is our way of saying we’re going to grow our revenue and we’re going to make sure that we share it with the people that are causing that to happen,” says chairman and chief executive officer John Nicola.

154

FULL-TIME STAFF IN CANADA

49

CHARITIES HELPED LAST YEAR

42

AVERAGE EMPLOYEE AGE

17

WEEKS, MATERNITY LEAVE TOP-UP PAY

This story was produced by Mediacorp in partnership with Postmedia, on behalf of Nicola Wealth Management Ltd.

Nicola Wealth is proud to be recognized as one of BC’s Top Employers.

For over 25 years, Nicola Wealth has provided sophisticated financial advice and investment management to Canada’s entrepreneurs, affluent families and foundations.

Vancouver | Kelowna | Richmond | Toronto | www.nicolawealth.com

32

BC’S TOP EMPLOYERS 2019

Innovation prevails at District of North Vancouver

D

avid Stuart has seen a lot in the almost 45 years he’s been in local government, so he’s developed a good sense of what works and what doesn’t. In the end, says Stuart, chief administrative officer of the Corporation of the District of North Vancouver (DNV), it’s a combination of initiatives. And as a result of a two-year journey to identify corporate values, the District is well on the way to hitting that perfect mix.

“We’re now asking all our staff to identify changes they’d like to see in the way we do business, to better live those values every day,” says Stuart. “It’s a pretty exciting time for us, and the vibe in the organization is really positive.”

If you give people the room and the freedom to find different ways of doing things, they come up with some pretty outstanding ideas. _______ Saira Walker

Human Resources Manager

In the spirit of innovation, employee input is not just valued at the District

personal growth of staff and want to build meaningful relationships with those who work for and around them,” adds Slazyk. “They’re eager to teach, provide positive reinforcement and give thoughtful career advice and direction.”

Funding is also set aside for less serious pursuits. From regular social gatherings to charity-focused fundraising competitions, staff are encouraged to be creative in ways that have nothing to do with work. “It makes for a really healthy organization,” says Walker. “You can celebrate, you can have fun, you can be really good at what you do. You don’t have to be bureaucratic just because you’re government.” ¡ p Employees from DNV's environmental services group find innovative ways to preserve the natural ecosystem

but officially recognized. An Innovation Award acknowledges those who have made a significant improvement to an existing service or have found a new way to deliver services and programs to DNV residents. “If you give people the room and the freedom to find different ways of doing things, they come up with some pretty outstanding ideas,” says human resources manager Saira Walker.

The recognition program serves as a way of encouraging employees to not just go and do their jobs but to think outside the box, says Stuart. And

funding is set aside so when staff members have ideas, they don’t have to wait for a budget cycle to implement them. “There’s a real sense that anyone in the organization can have a good idea,” says senior project engineer Joanne Slazyk, recipient of the 2018 Innovation Award. “I can have some ideas and they’re going to be respected and, if they’re within reason, I can see them through and put them into action.”

Informal mentoring is provided for all levels of staff. “Our senior management really care about the careers and

550

FULL-TIME STAFF IN CANADA

50%

OF EXECUTIVE TEAM ARE WOMEN

53

YEARS, LONGESTSERVING EMPLOYEE

10

CHARITIES HELPED LAST YEAR

This story was produced by Mediacorp in partnership with Postmedia, on behalf of Corporation of the District of North Vancouver.

33

BC’S TOP EMPLOYERS 2019

Relationships drive the culture at Raymond James

S

That support from the top is felt in many different ways. Raymond James gives its advisors the tools they need to grow their business, whether that’s in the form of new technology, benefit plans, professional development opportunities, or mental and physical health and wellness programs.

“When you read the research on quality of life and happiness, the one thing that leads to longer, healthier, happier lives is quality of relationships,” says Allen. “Raymond James does create a culture, not just among employees but also with clients, that is about having relationships that make you feel good about your job, and that ultimately benefits the clients.” ¡

eth Allen likes to say that his first passion is working in the investment business and helping his clients manage the complexities of their wealth. His second passion is the volunteer work he does both professionally and for charities.

While that may not conform to a stereotype of those involved in the investment business, fortunately for Allen, senior vice-president and portfolio manager at Raymond James Ltd., his company is equally passionate about both.

Our whole culture is based on if we truly put the client first, the growth of the business will happen naturally. _______ Deborah Best

Vice-President of Human Resources

Not only is Allen in the Top 50 financial advisors for Raymond James worldwide, but he is fully supported in all his many charitable endeavours, whether that’s helping students at Simon Fraser University learn how to manage a real endowment fund or in his capacity as a director of the B.C. Prostate

p Seth Allen, senior vice-president and portfolio manager at Raymond James Ltd

Cancer Foundation. “Where Raymond James really shines is in the amount of focus they put on giving back to the community and on charitable giving,” says Allen, adding that the company has been lead sponsor of the foundation’s annual Father’s Day Walk Run for the past four years, which has raised more than $1.5 million.

Raymond James Ltd., the Canadian subsidiary of Raymond James Financial, Inc., supports as many as 500 charities a year — since 2012, it’s given over $11.2 million to 2,000 charities. “We’re not

Commited to making Raymond James a rewarding place to work and grow.

Thank you to our people who set us apart.

Member – Canadian Investor Protection Fund

directive,” says Deborah Best, vicepresident of human resources. “It’s very much about where our associates’ desires are. That’s what drives us.”

In fact, the whole culture is relationship driven. Senior executives regularly visit all offices across the country, and they treat their advisors as if they were their clients. “By hearing people, it tells everyone they’re respected and valued,” Best says. “Our whole culture is based on if we truly put the client first, the growth of the business will happen naturally.”

1,080

FULL-TIME STAFF IN CANADA

18

WEEKS, MATERNITY/PATERNITY/ PARENTAL/COMPASSIONATE LEAVE TOP-UP PAY

510

CHARITIES HELPED LAST YEAR

2,025

STAFF VOLUNTEER HOURS LAST YEAR

This story was produced by Mediacorp in partnership with Postmedia, on behalf of Raymond James Ltd.

CARES

34

BC’S TOP EMPLOYERS 2019

Rocky Mountaineer puts cool careers on the fast track

T

he luxurious trains operated

by Rocky Mountaineer travel about 280 miles a day in their epic journey across Western Canada’s iconic mountains.

The Vancouver-based rail-tour company asks its employees to go the extra mile to create memorable experiences for its guests, partners and their fellow employees.

“We really are in the people business — it’s all about that,” says president and chief executive officer Steve Sammut.

“The aim is to create a great environment, but it takes everybody in the team to achieve that.”

I love the pride that our team members have in our product. They are so excited to share what we do with people who are important to them. _______ Steve Sammut

President and Chief Executive Officer

The workplace culture at the familyowned company, which has more than doubled in size over the past six years, is based on three key values. The first is to create meaningful moments and

p Rocky Mountaineer employees are proud to deliver life-changing experiences for guests

life-changing experiences. “We try to do that for each other, our customers and our partners,” says Sammut.

The second guiding principle is to be one team, collaborating on goals and communicating openly with respect and trust. And, finally, employees always strive to achieve extraordinary outcomes in whatever they do.

In a grassroots initiative, Rocky Mountaineer employees defined the company’s foundational values last year during a six-month process facilitated by a consulting firm.

“We built it together as team members

— as opposed to it being something that was given to us by senior leadership,” says Samantha Rousseau, specialist, website experience, who was a member of the Values Task Force.

Rousseau says the company does a lot to set up new recruits for success from day one. New hires receive two full days of onboarding seminars to familiarize them with the corporate culture and their own roles. At the company’s expense, they also go through a program called Vertical Mindset Training, which reinforces a positive approach to all aspects of work and life.

Early on in their tenure, employees are treated to an orientation trip on Rocky Mountaineer from Vancouver to Banff.

They also receive two passes each year to use themselves or to give to family or friends. “I love the pride that our team members have in our product,” says Sammut. “They are so excited to share what we do with people who are important to them.”

In addition, Rocky Mountaineer invests heavily in training and development and holds two employee town halls a year to ensure open communication. And the Spirit Committee organizes events to enhance teamwork and a feeling of fun.

“It’s really easy to work with people at Rocky Mountaineer,” says Rousseau.

“It’s a lot of fun.” ¡

300+

FULL-TIME STAFF IN CANADA (PLUS 400+ SEASONAL)

4,306

JOB APPLICATIONS RECEIVED LAST YEAR

54%

OF EMPLOYEES ARE WOMEN

3

WEEKS, STARTING VACATION ALLOWANCE

This story was produced by Mediacorp in partnership with Postmedia, on behalf of Rocky Mountaineer.

WE TRAVEL BY RAIL, BUT WE’RE POWERED BY OUR TEAM MEMBERS. Thanks to all our team members, who work hard every day to create life-changing experiences for our guests.

www.rockymountaineer.com

35

BC’S TOP EMPLOYERS 2019

St. George’s School thrives through innovation

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ocated in Vancouver, St. George’s School is an independent boys’ school offering both day and boarding programs that has been one of BC’s Top Employers for eight years running. While tradition is important, the school’s culture feels fresh and open, from teacher exchanges with their partner school in Bhutan to the school’s two dog-friendly campuses, where approved canines mingle with staff and students.

Karen Potter, director of human resources, says St. George’s has a real community feeling where people are like family. “We give a lot of space to employee voice,” says Potter. “People feel free to talk about new ideas or initiatives. There’s an atmosphere of ‘let’s try it’ here.”

If you have an idea for change, people support you and look at how to make it work. _______ Sarah McLean

Teacher and Head of Global Stewardship

That’s something Sarah McLean, a teacher and head of global stewardship, appreciates. She feels there’s a new energy at the school for increased collaboration

above the public system, and a range of transportation initiatives, including subsidized transit passes, a pilot carpool and a cycling program.

The school also offers a variety of onsite health and wellness initiatives that are open to faculty and staff, such as yoga, tennis and the recent introduction of mindfulness meditation. As the mother of two children under four, McLean appreciates having these resources offered during the workday.

“There’s a physiotherapist available to faculty when they’re not teaching, which is amazing,” says McLean. “I couldn’t have treatment otherwise because when I finish work, I need to pick up my kids. Little things like that make a difference.” ¡ p Employees from St. George’s School participating in relay teams at the Vancouver Marathon

and learning from each other, as well as for professional growth, matched by support for staff to become their best.

“People are excited about sharing their ideas,” says McLean. “If you have an idea for change, people support you and look at how to make it work. I really like the positive growth and drive for change in this school.”

The school’s professional development program is tailored to the individual’s interest, whether that’s attending international conferences, participating in research or getting a master’s degree.

McLean says the program really allows people to question how they want to grow and improve their practice.

“Working here is not just a job but more like a way of life,” says Dr. Tom Matthews, headmaster. “The environment and culture really do provide opportunity for the individual staff member, group or team to undertake initiatives and test-drive new ideas. We’re interested in being innovative.”

That focus on innovation includes progressive HR programs, such as competitive pay currently 13 per cent

246

FULL-TIME STAFF IN CANADA

42

YEARS, LONGESTSERVING EMPLOYEE

33%

OF MANAGERS ARE WOMEN

15

CHARITIES HELPED LAST YEAR

This story was produced by Mediacorp in partnership with Postmedia, on behalf of St. George’s School.

BUILDING FINE YOUNG MEN. ONE BOY AT A TIME. www.stgeorges.bc.ca

36

BC’S TOP EMPLOYERS 2019

TransLink’s expansion offers great new opportunities

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SkyTrain attendant. “I can ask them about anything or tell them anything.”

That respect for everyone’s opinion helps foster a culture of collegiality, adds Bains. And she appreciates the fact that it isn’t necessary to get permission to apply for another job in the organization, as was the case in her previous job. “They’re open to movement, and there’s a lot of channels you can move through to get to where you want.”

Steep notes that the variety of jobs and shifts means employees can often find a position that suits their needs. That is the case for Bains. “As a full-timer, I work four days on, three days off. That gives me three days every week to spend with my teenage kids.” ¡

here are considerable advantages to working for an organization that’s in expansion mode, including more opportunities for advancement.

Just ask William Steep, manager, compass operations solutions for TransLink, the regional transportation authority for Metro Vancouver.

Less than six years ago, Steep started with B.C. Rapid Transit Company (BCRTC), a subsidiary of TransLink, as a SkyTrain attendant. But he quickly moved up the ranks, and is now in charge of the company’s fare-collection system at TransLink. “Coming here is the best professional decision I’ve made by a long shot,” says the 34-year-old. “I’ve been given the latitude to try new ideas and

We get to deliver on projects and initiatives that have such clear and meaningful impact on people. _______ William Steep

Manager, Compass Operations Solutions

approaches and build on my skills.

“There’s such a huge variety of opportunities here, and new opportunities popping up in the organization every

p A SkyTrain attendant at Metrotown SkyTrain Station

single day,” he continues, noting that TransLink recently approved a $7.3 billion investment plan to expand and improve the region’s transportation network. “And we get to deliver on projects and initiatives that have such clear and meaningful impact on people.”

As Metro Vancouver’s regional transit authority, TransLink is unique in comparison to other North American transit agencies: it’s responsible for planning, financing and operating an integrated transportation system — connecting communities by bus, rail,

passenger ferry, custom transit services, pedestrian and cycling paths, the Major Road Network and five bridges.

Among the principles that unite this vast network is a focus on transit users and, says Steep, a recognition of the importance of frontline staff, whom he calls “the voice of the customer.” That focus had led to various measures to encourage all staff to convey their ideas for improvement to management. “The leadership is great — they have an open-door policy,” says Bal Bains, who joined BCRTC about a year ago as a

6,828

FULL-TIME STAFF IN CANADA

420

JOBS AVAILABLE LAST YEAR

48,272

JOB APPLICATIONS RECEIVED LAST YEAR

3

WEEKS, STARTING VACATION ALLOWANCE

This story was produced by Mediacorp in partnership with Postmedia, on behalf of TransLink.

37

BC’S TOP EMPLOYERS 2019

City of Vancouver employees encouraged to reach high

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or Eleena Marley, the best part about working for the City of Vancouver is the work itself.

She oversees colleagues handling big strategic issues such as affordable housing, electric vehicle programs and economic development.

“It’s fascinating, rewarding and very challenging,” says Marley, associate director of business planning and project support. “We’re really trying to make a difference.”

And there are many ways to make a difference in such a large, diverse organization, says deputy city manager Paul Mochrie. “We’ve got a lot of different types of jobs and that creates great career opportunities,” he says. “People have the opportunity to move around and pursue their career in different lines of business.”

It’s fascinating, rewarding and very challenging. We’re really trying to make a difference. _______ Eleena Marley

Associate Director of Business Planning and Project Support

That applies to all departments for staff, managers and directors. Mochrie joined the City seven years ago as

As a result, the City has expanded its counselling services and its family assistance program, and the Fire Department has created a mental health coordinator position to deal with some of the systemic issues that first-responders face.

The City has a sustainable commuting program that offers employees rebates on transit fares. Employees also have access to a digital app that facilitates carpooling, and there are end-of-trip facilities at many City buildings to encourage cycling. These include indoor bike locks, change rooms and showers. As well, some City buildings have on-site gyms where employees can participate in fitness classes, and City staff are eligible for 50 per cent discounts at community centres. ¡ p City of Vancouver engineering employees working on site

general manager of human resources and has since transitioned over to his current position of deputy city manager.

The City provides a suite of in-house training and development programs.

Marley has participated in a half day cultural competency course as part of the city’s commitment to truth and reconciliation. As well, she took a resilient leadership course that involved six half-day sessions.

“I’ve been impressed with the trainingand development delivered by

the City," says Marley. “It’s really strategic, really value-added, forwardthinking and relevant.”

The City has a number of programs and initiatives aimed at promoting the health and wellness of its workforce — and that includes mental and emotional well-being. Mochrie says that first-responders in Fire and Rescue Services, as well as frontline employees in other services, frequently deal with situations that can lead to high levels of occupational stress and even PostTraumatic Stress Disorder.

7,153

FULL-TIME STAFF IN CANADA

48

YEARS, LONGESTSERVING EMPLOYEE

37%

OF MANAGERS ARE WOMEN

38%

OF EXECUTIVE TEAM ARE WOMEN

This story was produced by Mediacorp in partnership with Postmedia, on behalf of City of Vancouver.

38

BC’S TOP EMPLOYERS 2019

Wesgroup Equipment equips its people with team spirit

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n high school, Andrew Cunliffe couldn’t imagine working at a company like Wesgroup Equipment, let alone spending his entire career there. Now he can’t picture working anywhere else.

“I’m a lifer and I have a lot of loyalty to this company,” says Cunliffe. “I didn’t know much about the trade when I first started here, but the company trained me up to get to where I am today, set me straight and put me on my path.

It’s pretty inspirational.”

We’re a valuesbased organization – we don’t just talk it, we focus on putting those values in action each and every day. _______ Dhar Dhaliwal CEO

The Wesgroup Equipment family of companies is made up of Williams Machinery, Westerra Equipment and Vermeer BC. They sell, rent and service construction and material handling equipment, operating from eight locations across B.C. Cunliffe started in the yard at Westerra Equipment in Abbotsford. Now as service

p Andrew Cunliffe, service lead hand at Westerra Equipment, a Wesgroup Equipment company

lead hand, he trains and supervises the shop’s mechanics, immersing them in the same corporate culture that’s helped him excel.

“I love it. It’s really rewarding to see technicians get trained and grow when you see them coming in at 16 or 17 years old and now they’re all doing great,” says Cunliffe.

Wesgroup employees range from technicians to parts, service, administrative and sales staff. But whether wearing overalls or a suit, they have one thing in common: core principles of teamwork in a valuesbased culture where building positive relationships meets the needs of customers.

“We’re a values-based organization — we don’t just talk it, we focus on putting those values in action each and every day,” says Wesgroup CEO Dhar Dhaliwal.

“We’re continuously looking for ways to run our business better and seeking out best practices to improve things for both employees and our customers. We’re strongly committed to recognizing our employees for the good work they do.”

The company also recognizes the importance of work-life balance. Along with a competitive wage and benefits package, employees receive ongoing training, development, recognition,

Now Hiring: Ser vice Technicians, Sales Reps and Parts Specialists.

Check out our career opportunities at www.WESGROUPEQUIPMENT.com

incentives to keep fit, wellness programs and financial planning counselling.

Cunliffe says the company’s commitment to charity is another attraction.

“We did the ‘Run For the Cure’ and had competitions on who could raise the most money. We really do support charities,” Cunliffe says.

Wesgroup Equipment also supports the Canadian Cancer Society, the Food Bank, Adopt-a-Family programs and BC Children’s Hospital.

Dhaliwal says it’s all part of creating a team spirit where everyone counts.

“We’re small enough that every employee’s contribution matters, but large enough that we can provide opportunities for growth. We’re right in that sweet spot,” Dhaliwal says. ¡

190

FULL-TIME STAFF IN CANADA

4,285

APPLICATIONS RECEIVED LAST YEAR

40

YEARS, LONGEST SERVING EMPLOYEE

41

AVERAGE EMPLOYEE AGE

This story was produced by Mediacorp in partnership with Postmedia, on behalf of Wesgroup Equipment.

Do What You Love.

Hands On.

39

BC’S TOP EMPLOYERS 2019

Employee engagement is tops at WorkSafeBC

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aito Cross has enjoyed some serendipity in her two and a half years at WorkSafeBC – an organization whose primary goals are to prevent workplace incidents and rehabilitate injured workers.

While Cross originally planned to become a teacher, a temporary job opening took her career path in a completely different and satisfying direction. As she progressed through several roles and departments, Cross had the opportunity to be mentored along the way as well as boost her skills through training and development programs.

There are always opportunities to challenge yourself and room to move into new job opportunities _______ Caito Cross

Entitlement Officer in Kelowna

“The biggest reason I love working here is that I get to help people. I also get the opportunity for professional and personal growth,” says Cross, now an entitlement officer in Kelowna. “There are always opportunities to challenge

p WorkSafeBC’s Leadership Development Program is designed for emerging to new-to-role managers

yourself and room to move into new job opportunities.”

Prior to her current position, Cross was able to job shadow with someone to see if the job was right for her.

“In most cases, you don’t know what the job’s really like, so it was very cool I got to job shadow before even applying,” says Cross. “Now that I’ve done the training, I’m in the mentoring phase so I have the support if I need it.”

Engaging employees is something the organization takes seriously, beyond job specific training.

“As an organization, we want to support and engage our people professionally and personally," says Valerie

Molloy, director HR core programs and services. “For some, engagement means training and development. For others, it’s something completely different.”

Following WorkSafeBC’s employee engagement survey, department teams are asked to develop engagement plans unique to their area. “It’s amazing what they come up with,” says Molloy. For some, it includes participating in health and wellness initiatives such as mindfulness training. For others, it’s giving back to the community through their charitable Helping Hands group, organized by employees.

Clare Connolly, manager of learning and development services, says her

department also offers learning and development on topics, like business writing, conflict resolution or coaching, that could apply in almost any position.

“Staff and managers can consider a whole range of courses to support their growth and development,” Connolly says. “Our Leadership Development Program for emerging leaders is one example.”

“Overall, we put a lot of effort into ensuring that when employees are coming into positions, they have appropriate training, development, and support to make them successful,” says Molloy. “We’re a large organization with lots of opportunity, so you really can have a career here, not just a job.” ¡

2,969

FULL-TIME STAFF IN CANADA

25,554

JOB APPLICATIONS RECEIVED LAST YEAR

150

CHARITIES SUPPORTED LAST YEAR

522

LEARNING AND DEVELOPMENT COURSES DELIVERED LAST YEAR

This story was produced by Mediacorp in partnership with Postmedia, on behalf of WorkSafeBC.

A career with a difference.

Join our team and help make B.C. workplaces healthy and safe.

Learn more at worksafebc.com/careers

Tell us your story If you are an exceptional employer with

progressive human resources programs

and initiatives, consider applying for next

year’s edition of BC’s Top Employers. Now

entering its 20th year, our national project is Canada’s longest-running and best-known

editorial competition for employers.

For information on next year’s

application process, visit:

CanadasTop100.com/2020 Applications for our 2020 competition will be released this month and must be returned by April.

2020

BC’s Top Employers