IHM News Winter 2014

Volume 54, Winter 2014

Canadian Publications Mail Agreement # 40739009

ENHANCING THE KNOWLEDGE AND SKILLS OF PROPERTY MANAGEMENT PROFESSIONALS

Getting Good Employees to do Great Things!

Inside President's Message . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2

Member Profile: Jim Mellor, AIHM . . . . . . . . . . . . . . . . . . . . . . . . . . . .8

Ontario Ministry of Labour Update . . . . . . . . . . . . . . . . . . . . . . . . . . . .3

2013 Educational Conference Preliminary Program . . . . . . . . . . . . . . 9

Who Decides What Accommodation is Appropriate? . . . . . . . . . . . . 4

2013 IHM Educational Conference Registration . . . . . . . . . . . . . . . .10

IHM Certificate in Property Management & Course Completion . . . .5

Property & Building Administration In-Class Course Registration .11

Welcome to Our New Candidate Members . . . . . . . . . . . . . . . . . . . . .5

Farewell to a Friend - Lola Dudley, FIHM . . . . . . . . . . . . . . . . . . . . . .12

Getting Good Employees to do Great Things! . . . . . . . . . . . . . . . . . . 7

2013-2014 Board of Directors . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .12

P r e s i d e n t ’s M e s s a g e

Hello IHM Members, The role of property managers, those involved in housing management, commercial property management, and/or facility management, is complex. There are numerous responsibilities and knowledge requirements involved with “…keeping buildings in good condition and renting property” (Cambridge Dictionaries). We need to be excellent communicators and understand that effective communication requires a preference of working with people, not against them, as we do our best to achieve a successful relationship with tenants, with colleagues and co-workers. I encourage all members to continue their professional development in the area of effective communications, it is crucial. Also crucial is an understanding of buildings systems and a basic understanding of the structural health of buildings. As you know, with many notable historic exceptions, building structures are typically not designed to last for millennia. However, over the last forty years the number of buildings or managed structures that have collapsed, many with quite tragic consequences, is alarming.

There are examples in North America that include roof collapses or some other form of severe structural failure, but I am sure most of you have also heard increasing stories of building/structural collapses around the world. Without true academic research on this topic, and excluding construction before the second industrial revolution (the electrical/chemical industrial revolution), there were about 67 reports of structures that collapsed suddenly between 1880 and 1969. About 3 of those critical failures were buildings and the other structures were bridges, towers/masts, or dams. However, between 1970 and 2013 there have been about 200 collapsed structures and approximately 37 of these were buildings or major building structures (excludes: terrorism attacks, building construction/demolition accidents).

Essentially, this is about a twelve-fold increase over the last four decades compared to the previous ninety years.

Certainly there are several variables that would affect these (non-scientific) statistics, not the least of which would be population growth and the number of buildings overall as a result of so many more people. However, the importance of building construction methods and ongoing building management and maintenance must also be considered. For building management purposes, articles on the subject suggest that some of the more recent building collapses were likely the result of exploding boiler systems, structural walls and/or foundations compromised by mismanagement of building envelope issues, or lack of administrative attention to neighbouring construction activities. It is critical that property managers consider and effectively manage all the systems in a building and the structural health of a building. For example, in Southern and Eastern Ontario there have been eleven earthquakes in the last ten years that were “felt” between 4 and 5.8 on the Richter scale, there were eight earthquakes “felt” between 4 and 6.8 in Southern British Columbia (Natural Resources Canada). Typically only earthquakes above 6 will cause structural concerns, however lower level earthquakes can cause “slight damage to buildings, [more to] poorly constructed buildings” (U.S. Geological Survey). When there are building envelope issues, we know how destructive water can be, we also have to protect our buildings from construction or ground water issues, and in those areas with even minor earthquakes it is a good idea to inspect structural elements periodically.

Clearly, while we are managing the buildings we look after, while we are managing the work of housing people or businesses, and while we are managing our effective communications with our tenants, co-workers and colleagues - we have so many more vital responsibilities. This is the dynamic and multi-faceted role of property management professionals. The 2014 Annual IHM Educational Conference is shaping up to be another dynamic opportunity to, in part, expand or re-fresh our maintenance and administration knowledge. It will include sessions on: maintaining building systems; what building condition audits and contractors may not be telling you; expert panels on both maintenance and management/administration - and much more. I look forward to seeing you at the Ajax Convention Centre, April 9-11, 2014. Stay safe and warm over the winter season!

Kevin O’Hara, MPA, FIHM, CMM III IHM President

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IHM News • Winter 2014

Feature

Ontario Ministry of Labour Update

By Carola Hicks-Mittag

A

new regulation requires health and safety awareness training for every worker and supervisor under Ontario’s Occupational Health and Safety Act (OHSA). Ontario's Ministry of Labour announced on November 15, 2013 that all workplaces covered under the Occupational Health and Safety Act must ensure that workers and supervisors have completed a basic health and safety awareness training program by July 1, 2014.

Awareness training is an extension of the Occupational Health and Safety Act’s general duty clause for employers, which requires employers to take every precaution reasonable in the circumstances to protect workers. If you're already complying with the general duty clause, then mandatory awareness training poses no additional burden.

What this means is that if workers have not had orientation, WHMIS training or been informed of potentially dangerous work environments or conditions, including workplace violence, then the general duty clause has not been fulfilled and employers can be fined. Even more simply stated, employees and supervisors must receive some form of training. The training must meet the specific requirements set out in the regulation:

IHM News • Winter 2014

1. (3) a basic occupational health and safety awareness training program for workers must include instruction on the following: 1. The duties and rights of workers under the Act. 2. The duties of employers and supervisors under the Act. 3. The roles of health and safety representatives and joint health and safety committees under the Act. 4. The roles of the Ministry, the Workplace Safety and Insurance Board and entities designated under section 22.5 of the Act with respect to occupational health and safety.

5. Common workplace hazards.

6. The requirements set out in Regulation 860 (Workplace Hazardous Materials Information System (WHMIS)) with respect to information and instruction on controlled products.

7. Occupational illness, including latency.

2. (3) a basic occupational health and safety awareness training program for supervisors must include instruction on the following: 1. The duties and rights of workers under the Act. 2. The duties of employers and supervisors under the Act. 3. The roles of health and safety representatives and joint health and safety committees under the Act. 4. The roles of the Ministry, the Workplace Safety and Insurance Board and entities designated under section 22.5 of the Act with respect to occupational health and safety.

5. How to recognize, assess and control workplace hazards, and evaluate those controls.

6. Sources of information on occupational health and safety.

This new regulation is just that, a regulation applicable to all workplaces, including housing, and governed by the OHSA!

Carola Hicks-Mittag is CEO of Workplace Safety Group, experts in workplace health and safety. Workplace Safety Group has designed training programs specifically for the housing sector.

Email: carola@workplacesafetygroup.com n

3

Legal Corner

Who Decides What Accommodation is Appropriate?

By: Lauren Bernardi, Bernardi Human Resource Law

Many employers struggle with the duty to accommodate. One of the biggest challenges is dealing with a doctor’s note that specifies what position the employee should hold and who he or she should report to. But does the physician get to make this assessment?

I

t is not uncommon for an employee to produce a doctor’s note indicating that he or she is experiencing workplace stress or harassment and requesting a transfer to a different job or different supervisor. But does the physician get to diagnose the workplace? Can he or she dictate what form of accommodation is required? The simple answer is no.

Employers and employees both have duties in the accommodation process.

The employer has two duties: a procedural duty and a substantive duty. The procedural duty to accommodate mandates that an employer make enquiries to determine whether and what accommodation is required. The substantive duty is to make those accommodations.

The employee’s duties include notifying

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the employer of a need for accommodation and cooperating in the process of obtaining supporting medical documentation.

The physician’s role in the accommodation process is to provide a prognosis with respect to the employee’s disabilityrelated limitations and needs, but not to diagnose the workplace itself. A physician is obviously not in a position to determine whether an employee is being harassed or subjected to undue work-related stress. Nor can the physician determine what specific positions would best suit the employee. That responsibility belongs to the employer, as it is in the best position to evaluate what jobs and accommodation measures meet the needs identified by the physician.

The above duties were addressed in the Ontario Human Rights Tribunal decision in Baber v. York Region District School Board1. Ms. Baber had various physical and mental health problems.

During discussions regarding accommodating her disabilities, Ms. Baber’s physician provided a note stating: “due to increasing health issues please allow for this employee to be a teacher librarian”.

The note did not identify medical restrictions or limitations, nor the specific accommodation required; it merely stipulated that she change positions. The school board refused to transfer Ms. Baber and gave her three options: (i) have a nurse with the school board’s disability management program obtain clarification from Ms. Baber’s physician; (ii) attend an independent medical examination; or (iii) apply for long-term disability benefits. Ms. Baber refused all three options and refused to attend work and, as a result, the school board terminated her employment. In response, Ms. Baber filed a human rights complaint.

The Human Rights Tribunal of Ontario (HRTO) dismissed her complaint and found that the school board took reasonable steps to attempt to fulfill accommodate her despite her lack of cooperation.

In reaching its decision, the HRTO stated, “[i]t is not sufficient for a medical certificate to merely state that an employee would benefit from placement in a particular job. The medical practitioner’s role in the accommodation process is not to identify the specific job in which an employee is to be accommodated but rather to identify the employee’s disability-related needs and restrictions.”

IHM News • Winter 2014

The employee also “had a duty to cooperate with the accommodation process by providing her employer with medical documentation confirming those needs”.

By not adhering to the request, Ms. Baber failed to cooperate in the accommodation process and her termination was held not to be in breach of the school board’s duty to accommodate.

Education

Tips for Employers

IHM Certificate in Property Management & Course Completion

The Baber case makes it clear that even if a doctor makes a recommendation about an accommodation measure, you do not necessarily need to follow it.

What you should do is ensure that you have received sufficient information to assess and determine the most appropriate form of accommodation. If the treating physician fails to or is unable to provide this information, it may be appropriate to send the employee for an independent medical examination.

Once you have the requisite information in place, you can determine what accommodation works best for your organization. This does not mean that you should ignore an employee’s preferences as it is always wise to work closely with your employees to fashion an accommodation plan they can live with.

Ultimately, though, when faced with multiple forms of accommodation you, as an employer, may choose the one that is most appropriate from a practical and business perspective.

1

2011 HRTO 213

Lauren M. Bernardi is a lawyer and human resource advisor with the Mississauga firm of Bernardi Human Resource Law and Nicolas Bigaignon is an articling student with the firm.

Lauren’s advisory, training and educational services help managers direct their human resources in a strategically sound and legally appropriate manner. She is an accomplished and entertaining speaker on management and human resource issues. For more information, you may reach Ms. Bernardi at 905-486-1991, by e-mail at lbernardi@hrlawyers.ca or on the web at www.hrlawyers.ca. n

IHM News • Winter 2014

Congratulations to IHM’s New Accredited Members Kathy Dimassi, AIHM Mitchell Grange, AIHM

Program Completion Certificates Kathy Dimassi Tracy King Valerie McGlynn Swetlana Nwaokoro

Human Relations for Property Managers Grant Linnell Asqeri Kasmi Howard Wesley Pat Whitney Tabasum Bhatti

Property & Building Administration Yevgeniy Salganik Tracy James-Hockin Sharon Tofflemire Allana Stewart Asqeri Kasmi

Building Maintenance for Property Managers Scott Wylie Florentina Chifor Jessica Mackenzie

Strategic and Financial Planning for Property Managers Jennifer Swistun-Wolski Haitang Wen (Nancy)

Welcome to All Our New Candidate Members…

Lindsay Carroll Lok Him (Chris) Chan Kathleen Crotty Natassia Gayle Radi Hamden Kathy Hergott Emily Hollington Sam Kanter Sharlene Kuhn Tammy McGee

Jyoti Mehta Elena Neagoe Lisa Patterson James G. Peckham Craig Rennick Krista Scott Chandra Stirling William Verbakel Steven Weis Kevin Wong

5

Management Corner

Getting Good Employees to do Great Things!

By 2WA Consulting

Work Around Them?

choice is often to confront the employee. “Get Bob in here!”

Many managers choose to ignore the problem and let their team work around the underperforming employee.

This approach (or nonapproach) can be due to many reasons – perhaps there are union considerations that the manager feels unprepared to delve into; perhaps the manager feels he / she is too busy to devote the time required to change the employee’s behaviour. We also find that, sometimes, the manager simply doesn’t know what to do.

The Impact of Doing Nothing You know what they say about two wrongs…

“I can’t believe Janet lets her get away with that!” “He does nothing, and his boss seems to be okay with it.” “Because Bob doesn’t seem to want to get his report in, I have to do it myself, along with my own work.”

A manager who tolerates sub-par, or incorrect behavior from his/her staff not only perpetuates the poor performance but also creates added stress within her own department. Consistent, unchecked poor performance from a team member has a ripple effect on an entire team,

IHM News • Winter 2014

Once “Bob” is in your office, you make it clear that he needs to get this task done or take a different approach to working with the team.

Maybe you even finish with, “Am I making myself clear?”

“Absolutely.” Bob would likely say.

Do you think Bob will change his behavior? Not so likely.

who often has to do extra work to make up for the employee’s lack of performance. Their response is often to both resent the employee and resent the manager for not supporting them. And they’re right.

The manager has an obligation to every member of her/his team to ensure each member is performing their job properly. When faced with a team member who is simply not doing what they’re supposed to do, he/she has an obligation to take action.

The Impact of the “Get Bob in Here!” Approach If one option is to do nothing, another

Be a Solution Facilitator, not an Enforcer Rather than the two options being, “Nothing or Nuclear,” try a third option.

Instead of a mindset of “I’ll get him to do it,” choose a mindset of, “How can I help him?”

The time for a genuine conversation isn’t when you’re “fed up,” but once a pattern starts to develop. It is at this point that you should open your mind to a conversation of exploration. The following mindsets are recommended to help prepare for your conversation: Mindset #1: Bob is a good employee, typically performs well, and usually does Continued on page 10

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the best work he is able to do. If he’s not doing something you think he should be doing, there’s a good reason for it. Even if the reason isn’t a good one, you need to understand what Bob’s reason is. A conversation is warranted.

Mindset #2: Don’t assume you know how the conversation will end. If you enter the conversation without a predetermined, specific outcome (“Bob will never change”), you are open to a conversation that focuses on intent (“I intend to discover how we can best move forward, but I don’t yet have all the information.”). Have a conversation that starts something like this: Bob, I’ve noticed you haven’t been doing the weekly task I assigned you and the result is a big gap in our service to our clients. It’s creating a problem

and I really need you to do this. Tell me, what’s getting in the way?

Now you’ve got a dialogue underway.

Maybe Bob isn’t sure how to do the work (training is a solution); or he thinks the job isn’t necessary (reinforce the importance to him and get his commitment); or he just doesn’t want to do it (provide him consequences on what happens if he doesn’t follow his supervisor’s direction.) No matter the reason, find it and then the solution is obvious.

It all starts with a conversation.

Mindset #3: Don’t take on all the responsibility to fix the situation.

Recently, a manager proudly said that after having the conversation with a routinely “late for meetings” employee, the manager agreed to take on the responsibility of always calling the employee the

Member Profile

Jim Mellor, AIHM

day before an important divisional meeting to remind him / her not to be late.

While you can leave with a few actions, the employee must also leave the conversation with actions that he / she is committed to doing to address the issue.

Learn More 2wa Consulting works with all kinds of companies to help their managers handle the tough job of performance coaching, which is one of the most challenging aspects of a manager’s job. To find out how 2wa Consulting can help you, visit their website below.

2WA Consulting, Inc. 905-218-9736 Email: info@2waconsulting.com Website: www.2waconsulting.com n

Join Us for the

2014 Annual General Meeting Thursday, April 10, 2014 Ajax Convention Centre Ajax, ON

Jim was recently elected to the IHM Board of Directors and currently holds several positions with the Institute. He is co-chair of the Marketing/Membership Committee, a member of the Education Committee, a distance learning instructor and an in-class instructor.

Jim is District Manager, Windsor Essex Community Housing Corporation and is responsible for 650 RGI units, plus 400 rent supplement units. In this capacity, he is responsible for budget, maintenance, tenant issues and developing tenders for the Asset Engineering Department.

The AGM will be held in conjunction with the 2014 Annual Education Conference.

Jim has been an active supporter of IHM for several years and was cochair of the 2006 Annual Education Conference held in Windsor. He has jumped on the bandwagon again for 2015 when Windsor will host the conference. n

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IHM News • Winter 2014

PRELIMINARY PROGRAM Wednesday, April 9th 8:30 am - 12:30 pm

12:00 noon - 1:30 pm

BUILDING MANAGEMENT & ADMINISTRATION TRACK

Pre-Conference Workshop (optional) Duty to Accommodate Workshop Leader: Doug Levitt, B.A., LLB Partner, Horlick Levitt Di Lella LLP Opening Luncheon Welcome Remarks - Kevin O’Hara, MPA, FIHM, CMM III IHM President Official Welcome - Dr. Drouin, Commissioner of Social Services, Region of Durham

BUILDING MANAGEMENT & ADMINISTRATION TRACK

1:45 pm - 3:30 pm

Elder Abuse Awareness Speakers: Sergeant Keating, Durham Region Police Tammy Rankin, Region of Durham

3:30 pm - 5:00 pm

Ask the Experts Panel Panelists: Jim Steele, FIHM, Deborah Filice, FIHM

Roberta Jagoe Kevin O'Hara, FIHM

9:00 am - 10:15 am

Accommodating Mental Health Issues Speaker: Mireile Huneault, Canadian Mental Health Association.

10:15 am - 10:45 pm

Refreshments on the Trade Show Floor

10:45 am - 12:15 pm

Investigating Breaches of Residential Tenancies Act Speaker: Dave Grech, Special Investigations Unit Ministry of Municipal Affairs & Housing

BUILDING MAINTENANCE TRACK

9:00 am - 10:15 am

Energy Management - A Practical Approach Speakers: TBA

10:15 am - 10:45 am

Refreshments on the Trade Show Floor

10:45 am - 12:15 pm

Capital Plans - What the BCA and Contractors Don't Tell You Speaker: Kevin McCann, AIHM

12:30 noon - 2:00 pm

Awards Luncheon

BUILDING MANAGEMENT & ADMINISTRATION TRACK

2:15 pm - 3:45 pm BUILDING MAINTENANCE TRACK

1:45 pm - 3:30 pm

Ask the Experts Panel Panelists: Terry McErlean, FIHM Ed Cipriani, AIHM

Kevin McCann, AIHM Phil Eram, AIHM, B.Sc.

3:30 pm - 5:00 pm

Preventative Maintenance - Pay Now or Pay Later!

Speaker: Ed Cipriani, AIHM

6:30 pm - 11:30 pm

Kickoff Party!

Reception, Dinner & Optional Casino Thursday, April 10th

7:30 am - 8:30 am

Breakfast Speaker - “Property Management in the Far North” Jim Peckham, Cambridge Bay Housing Association, Nunavet

10:15 am - 4:00 pm

Trade Show & Refreshment Breaks

MAINTENANCE MANAGERS ROUND TABLE

9:00 am - 4:00 pm

New! - A wide range of topics will be discussed - Tendering, Product Selections and Long Term Plans, to name a few. *Limited to 20 managers who manage 300 units or more.

The Sandwich Generation: Family Status Accommodation Speaker: Krista Siedlak, Bernardi Human Resource Law Professional Corporation

BUILDING MAINTENANCE TRACK

2:15 pm - 3:45 pm

Running a Reliable Building - Understanding and Maintaining Basic Building Systems Speaker: Phil Eram, AIHM, B.Sc. President, Precision Property Management Inc.

3:45 pm - 4:00 pm

Refreshments on the Trade Show Floor

4:00 pm - 5:00 pm

IHM Annual General Meeting

6:30 pm - Midnight

Annual Dinner & Entertainment & Dancing Featuring – Two for the Show!

Friday, April 11th

8:30 am - 9:30 am

Buffet Breakfast

9:30 am - 11:00 am

Keynote Presentation - “Learn with Laughter” Speaker: Tricia Hasenclever, B.A.

11:00 am

Grand Prize Draw and Closing Remarks

The IHM Annual Educational Conference – Bringing Knowledge to the Property Management Profession.

IHM News • Winter 2014

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REGISTRATION FORM Name Company Mailing Address City

Prov.

Phone

Postal Code

Fax

Email

Pre-Conference Workshop (Separate Registration Required) | | Wednesday, April 9th - “Duty to Accommodate ” Full Conference Registrations

Early Bird Fee

Regular Fee

On or Before March 10, 2014

After March 10, 2014

N/A

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Total

$110

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(Includes keynote speaker, concurrent sessions, lunch & banquet on Wednesday; concurrent sessions, breakfast, lunch, trade show, banquet and refreshment breaks on Thursday; keynote speaker and breakfast on Friday.)

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| Member(s)

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$475

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$525

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| Non-Members(s)

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$525

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$575

| $

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One-Day Registrations (Includes lunch, dinner, entertainment and/or breaks as indicated above for the day registered on only) | | Member(s) - Wednesday, April 9th (includes Kick-off Party) |

$300

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$325

| $

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| Member(s) - Thursday, April 10th (includes Banquet)

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$300

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$325

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| Member(s) - Friday, April 11th (includes Breakfast)

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$75

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$100

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| Non-Member(s) - Wednesday, April 9th (includes Kick-off Party)

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$325

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$350

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| Non-Member(s) - Thursday, April 10th (includes Banquet)

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$325

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$350

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| Non-Member(s) - Friday, April 11th (includes Breakfast)

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$100

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$125

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Additional Event Tickets | | Wednesday, April 9th - Kick-off Party! (includes Reception, Dinner & Optional Casino)

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$75

| $

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$75

| $

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| Thursday, April 10th - Annual Dinner, Entertainment and Dancing

Hotel Accommodation

2014 Cancellation Policy: Cancellations with full refunds accepted up until March 10, 2014, after which a $75.00 +HST fee will apply.

Hilton Garden Inn & Conference Centre 500 Beck Crescent, Ajax, Ontario L1Z 1C9

GROUP RATES ARE AVAILABLE – Purchase 5 full conference registrations and receive the 6th for free.

For reservations call 1-905-686-9400 or Toll-free 1-866-336-8077 Be sure to mention you are attending the IHM Conference.

Special Rate: $129.00 single/double

Reservations must be made by March 1, 2014 to guarantee rate.

Availability subject to change at any time.

Please return this completed form with registration fees to: Institute of Housing Management 2175 Sheppard Avenue East, Suite 310 Toronto, ON M2J 1W8 Phone: (416) 493-7382 | TF: 1-866-212-4377 Fax: (416) 491-1670 E-mail: ihm@taylorenterprises.com OR REGISTER ONLINE AT: www.ihm-canada.com

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Subtotal

$

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Plus 13% HST

$

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TOTAL

$

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Method of Payment: Make cheque payable to IHM or charge to: m MasterCard Name as it appears on card (Please Print Ful Name)

HST# 13021 6567 RT0001

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Card Number

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Exp. Date

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Signature

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Cheque:

m Visa m American Express

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m Company m Personal

| Payment must be received with your registration.

Please sign below if you DO NOT wish to have your contact information, as provided above, included in the on-site program. Full name, address, phone, fax and email will be printed in a roster format to be presented to all registered delegates attending the IHM annual conference to be held April 9-11, 2014.

This information will not be used for any other purpose by the IHM. Signature

Property & Building Administration Sign Up Today for IHM's Annual In-Class Course!

IHM is pleased to announce that the Property & Building Administration for Property Managers Course (one of the four core courses within the Institute's Certificate In Property Management program) will be offered in an in-class format.

IHM students are encouraged to take advantage of this unique opportunity for an in-class learning environment outside of a community college.

The course will be offered in a rigorous five day format during the IHM’s conference. This class will begin on Monday, April 7th to Friday, April 11th, 2014. It will be held at the Hilton Garden Inn & Conference Centre, Ajax, Ontario.

This course is designed to provide a complete review of the Residential Tenancies Act, lease negotiation, rent geared to income, breach of contract procedures, collection procedures, insurance and liability, management information systems, building start-up and takeover and marketing/advertising of rental units.

A certificate of completion will be awarded to all attendees upon successful completion of the course. The final exam will be written onsite at the end of the course and students will be notified of their final mark within three weeks.

Registration Includes: Course manual, handouts, breakfast, lunch, coffee breaks, plus dinner on April 9th.

New non-members who complete the course will receive a one-time complimentary Candidate Membership until December 31st, 2014.

For a list of benefits of membership with IHM please visit the website at www.ihm-canada.com

Property & Building Administration for Property Managers Monday, April 7th to Friday, April 11th, 2014 SPACE IS LIMITED - Last Day to Register is Monday, March 3rd, 2014. No cancellation will be accepted after Monday, March 17th, 2014.

Note: Students will be required to read certain chapters from the course manual and complete the chapter reviews for those chosen chapters prior to the course, so strict adherence to published registration deadlines will be observed.

To register, please complete the following or register online at www.ihm-canada.com H Member

Name:

H Non-Member

Hilton Garden Inn & Conference Centre 500 Beck Crescent, Ajax, Ontario L1Z 1C9 For reservations call 1-905-686-9400 or Toll-Free 1-866-336-8077 Be sure to mention you're attending the IHM Conference Reservations must be made by March 1, 2014 to guarantee rates and availability

Organization: Address: City:

Prov:

Phone:

Email:

Method of Payment

Registration Fees: Fee

HST

Total

Member

$595.00

$77.35 = $672.35

Non-Member

$695.00

$90.35 = $785.35

Total Due: $ HST # 13021 6567 RT0001

Special Rate: $129.00 single/double

Postal Code:

H Cheque

H Visa

Card Number:

H M/C

H Amex Exp:

/

Signature: Printed Name:

Institute of Housing Management, 2175 Sheppard Ave. E., Suite #310 Toronto, ON M2J 1W8 Tel: (416) 493-7382 Ext 255 | Toll Free: (866) 212-4377 | Fax: (416) 491-1670 | email: ihm@taylorenterprises.com

Farewell To A Friend Lola Dudley, FIHM, is retiring at the end of the year and when she goes, the social housing industry will lose a great advocate and a true supporter. Lola’s career spans over 30 years in social housing and she is currently Manager, County of Lambton Housing Services Department. Among her many accomplishments, Lola has worked tirelessly over the last decade to ensure Lambton County obtained funding through the Canada-Ontario Housing Program to create 118 units of new rental housing.

Lola is a frequent participant on Ask The Expert panels and currently represents Southwestern Ontario on the Service Manager Housing Network and the Municipal Performance Measurement Program. IHM was honoured to have Lola serve as President of IHM and as a result of her time as President and her years of service with IHM, she holds the distinction as a Fellow of our Institute. She is also an active member of the Ontario NonProfit Housing Association, and the Ontario Municipal Social Services Association.

These few words don’t adequately describe Lola’s contribution to the Ontario social housing industry. She will be greatly missed and we wish her the best as she embarks on the next phase of her life.

2013-2014 Board of Directors Marketing/Membership Committee Barb Butler, AIHM Town Homes Kingston 37 Cassidy Street, Suite 222 Kingston, ON K7K 7B3 Tel: (613) 542-0443 Fax: (613)542-6305 Email: bbutler@thk.ca

Marketing/Membership Co-Chair Jim Mellor, AIHM Windsor Essex Community Housing Corporation 15 Talbot Street North Essex, ON N8M 1At Tel: 519-776-4631 Fax: 519-776-5510 Email: jmellor@wechc.com

Conference Co-Chair Ed Cipriani, AIHM, MAATO Region of Halton 1151 Bronto Road Stoney Creek, ON Tel: 905-825-6000 Ext. 7355 Fax: 905-825-8274 Email: ecpm@skyline.net

Conference Committee Deborah Parker, AIHM Girl Guides of Canada 50 Merton Street Toronto, ON M4S 1A3 Tel: (416) 487-5281 Ext. 209 Fax: (416) 487-5570 Email: parkerd@girlguides.ca

Communications Co-Chair Kathy Harris, AIHM Regional Municipality of Halton 268 Mountain Road East Stoney Creek, ON L8J 3A5 Tel: 905-825-6000 Ext. 4411 Fax: 905-825-8274 Email: kathy.harris@halton.ca

Education Co-Chair Kathi Zarfas, MPA, AIHM (R) 183 Chandos Drive Kitchener, ON N2A 3Z6 Tel: 519-503-1771 Email: zarfas-outram@sympatico.ca

Past President/Education Co-Chair Deborah Filice, B.A., R.S.S.W., FIHM Director of Housing www.ihm-canada.com Public Health, Safety, Social Services - Housing 220 Colborne Street (Office) EXECUTIVE P. O. Box 845, Brantford, ON N3T 5R7 Tel: 519 759-3330, Ext. 6241 President Kevin O'Hara, MPA, FIHM, CMM III Fax: 519 759-5796 Email: DeborahFilice@brantford.ca Supervisor, Area Operations Waterloo Region Housing 235 King Street East, 6th Floor Treasurer Kitchener, ON Canada N2G 4N5 Harry Popiluk, FIHM (R) Tel: (519) 575-4800 Ext. 1218 5092 Hartwood Avenue Fax: (519) 893-8447 Beamsville, ON L0R 1B5 Email: Tel: (289) 929-9543 kohara@regionofwaterloo.ca Email: hpopiluk@gmail.com

DIRECTORS

Vice President Joanne Kennedy, AIHM CDSSAB - Housing Service 6 Ash Street Kapuskasing, ON P5N 2C8 Tel: (705) 335-6179 Fax: (705) 335-8199 Email: kennedyj@cdssab.on.ca

IHM OFFICE:

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Vice-Treasurer Bill Corrigan, AIHM (R) 31 Irene Street Huntsville, ON P1H 1W3 Tel: 705-788-7690 Fax: 705-788-0111 Email: billco@cogeco.ca

Carolyne Vigon, Operations Manager Laura Fairley, Education Coordinator

COMMITTEE CHAIRS Conference Co-Chair Lynn Alexander, AIHM Region of Durham Housing Services P.O.Box 623, Whitby, ON L1N 6A3 Tel: 905-666-6222 Fax: 905-666-6225 Email: Lynn.alexander@durham.ca CANDIDATE REPS Marketing/Membership Co-Chair Mitchell Grange, IHM (C) Town Homes Kingston 37 Cassidy Street, Suite 222 Kingston, ON K7K 7B3 Tel: (613) 542-0443 Fax: (613)542-6305 Email: mgrange@thk.ca

Communication Co-Chair Michelle Waye Region of Peel 10 Peel Centre, Suite B, 5th Floor P.O. Box 2800, Station B Brampton, ON L6T 0E7 Tel: (905) 453-1300 ext 4435 Email: michelle.waye@peelregion.ca

2175 Sheppard Ave. East, Suite 310, Toronto, ON M2J 1W8 Tel: (416) 493-7382 / 1-866-212-4377 • Fax: (416) 491-1670 • Email: ihm@taylorenterprises.com

IHM News • Winter 2014