CONNECT 2022 - Winter Edition

“ADD IT TO

THE PILE ” NAVIGATING THE LABOUR SHORTAGE AND RETAINING YOUR EMPLOYEES PG 24

Employers Frustrated by Tightening Job Market: Are There Any Quick Fixes to the Labour Logjam?

PG 84% of Canadian Companies Expect to 36 Face Hiring Challenges Over the Next Year

PG 28

The Post-Pandemic Workplace: How COVID-19 has Changed Employment Relationships

RETHINK THE FUTURE OF YOUR BUSINESS. Need employees who are agile, creative and resilient?

Sheridan students are taught to think critically, collaboratively and differently — skills that can help your business navigate the future.

hirecoop.sheridancollege.ca

CONTENTS ARTICLES

VOLUME 17 ISSUE 1 | WINTER 2022 8

Oil and Natural Gas Industry Means Economic Recovery - Even in Ontario

10

Cultivating a Listening Culture

18

Businesses of All Sizes Benefitting from Partnerships with Sheridan

22

Factoring in Canada Since 1989

28 The Post-Pandemic Workplace:

How COVID-19 has Changed Employment Relationships >

34

Are You Expanding Your Canadian Business into the United States?

Immigration Strategy is Key to Your Success!

36 84% of Canadian Companies Expect to Face

Hiring Challenges Over the Next Year >

39

Getting in Front of Your Audience

40

Look Local Mississauga Celebrates the Best of Our Community

42

Why Your Business Needs a Winter Maintenance Plan

44

Parkland: Where Every Day is an All-Inclusive Getaway

44

Home Reno Direct

< employers frustrated by tightening job market ARE THERE ANY QUICK FIXES TO THE LABOUR LOGJAM? PAGE 24

IN THIS

ISSUE

4

Chair’s Message

31

Events Re-Cap

7

President’s Message

33

Upcoming Events

12

The Political Round Up

44

MBOT Referal Program

44

New Members

FROM OUR CHAIR

Pivoting

to a new year

Being an active member of Mississauga Board of Trade for many years, it’s now an honour and privilege to be incoming Chair.

As the owner of Nurse Next Door Mississauga for over 12 years, we have benefitted in many ways by being actively involved members of MBOT. MBOT’s motto to Connect/ Champion/Advance – applies to all of us. Small, medium, large business - all are welcome. I encourage you to also benefit and to be involved.

Past Chair Ken Tencer from Spyder Works had a uniquely challenging year, but also a very successful one. Building on the success of 2021, let’s look together at challenges and opportunities for this coming year. So, what will next year look like? This is a question that is hard to answer but we’re going to continue with our momentum and move forward.

One of our challenges is that we continue to navigate COVID unknowns, but together, through these ever-changing obstacles, we will only continue to improve as a Chamber.

Some businesses are navigating the balance of working from home or in the office or hybrid. Many businesses are dealing with labour shortage and retention. We now have a unique

4

LUCIE SHAW

2022 MBOT Chair Nurse Next Door Mississauga Owner/Managing Director

opportunity to review what we do and how we do it. The word “pivot” comes to mind. We’ve heard it frequently, but it is very apt for creating change and opportunities in our businesses.

Let’s leverage this opportunity and create positive change in our business and community.

MBOTs dedicated CEO Trevor McPherson and Staff are here to support and guide you, our members, through our rapidly changing world. The great news is that in person events have re-started. With that, we need to understand comfort and personal boundaries as we re-engage with others.

MBOT continues to engage and collaborate with all sectors of business through MERG. We will also continue with rapid antigen test distribution, Politician/Minister events and much more.

Again, I urge you to be involved. There are so many opportunities for our members’ involvement – MERG, Committees, attending events either virtual or in person.

I’m encouraged about possibilities and opportunities as we navigate change and support the needs of Mississauga businesses. Let’s work together to Connect, Champion, Advance our businesses. 

CONNECT | 2022 ISSUE 1

FROM OUR CHAIR

F.A.S.T. is a FREE easy to use, easy to understand toolkit for businesses who wish to provide antigen screening to protect their employees.

FREE DOWNLOAD

WWW.MBOT.COM/MERG/FAST

CONNECT | 2022 ISSUE 1

5

FROM OUR CHAIR

2022

BOARD OF DIRECTORS

THE VOICE OF BUSINESS IN MISSISSAUGA Established in 1961, Mississauga Board of Trade proudly serves as a the Chamber of Commerce for the sixth largest city in Canada – the third largest city in Ontario. Mississauga Board of Trade represents all businesses in Mississauga. MBOT’s large, diverse and active membership has made us one of the most vibrant business associations in Canada. As the “Voice of Business” we advocate on policy issues that impact local business at all levels of government, and are influential in helping to shape policy decisions. MBOT also offers a wide variety of valuable business services and professional development programs, networking events and marketing opportunities, to help business grow, prosper, and get connected.

EXECUTIVE COMMITTEE: • • • • • • • •

Lucie Shaw, Nurse Next Door | Chair Steve Rhone, Weston Forest Products | Vice-Chair Amy Delisle, Keyser Mason Ball, LLP | Vice-Chair Ken Tencer, Spyderworks | Immediate Past Chair Crystal Reedie, RBC | Treasurer Ellen McGregor, Fielding Environmental Adam Nowak, Gallagher Insurance Trevor McPherson, MBOT-President & CEO (Ex-officio)

DIRECTORS: • • • • • • • • • • •

Mo Amin, AstraZeneca Steve D’Agostino, Avega Mary Ann Wenzler-Wiebe, BDC Parveen Dhupar, BTI Brand Innovations Inc. Sameer Sharma, Crown Hotels Eileen Waechter, Greater Toronto Airport Authority Linda Kern, Kern Group Janet Wardle, MHI Canada Wade Hall, Sheridan College Susanne Balpataky, Speigel Nichols Fox LLP Andrew Stelmacovich, University of Toronto Mississauga

PUBLISHER: Trevor McPherson President & CEO ceo@mbot.com EDITOR: Kelsey Lusk Digital Asset Manager klusk@mbot.com DESIGN & LAYOUT: Katika Integrated Communications Inc. www.katika.com ADVERTISING INQUIRES: advertising@mbot.com PRINTING: Katika Integrated Communications Inc. www.katika.com

ADVERTISING INQUIRIES:

Solange Barcena - sbarcena@mbot.com

EDITORIAL INQUIRIES:

Kelsey Lusk - klusk@mbot.com

DISTRIBUTION: Katika Integrated Communications Inc. www.katika.com PHOTO CREDIT: John Goldstein, Andrea Marchant

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mbotontario © 2022. All rights reserved. No part of this publication may be reproduced or copied in part or as a whole, without the prior written permission of the Mississauga Board of Trade (MBOT). Advertising content and the comments, views and opinions expressed | 2022 ISSUE 1 herein are those of contributorsCONNECT and do not necessarily constitute endorsement by MBOT. Publication Agreement Number 40012444.

FROM OUR PRESIDENT

AS WE BEGIN A NEW YEAR the focus is on

renewal TREVOR McPHERSON President & CEO Mississauga Board of Trade

This past year, the Mississauga Board of Trade (MBOT) celebrated 60 years of serving the business community in Canada’s sixth largest city. Throughout this time, our programs and services have continued to evolve to meet changing member needs and adapt to new delivery models. Never has this been truer than the experience of the past 21 months. While it has been an incredibly tough time for many businesses, I believe we have learned some important lessons that will serve us well going forward. The role of remote work, the importance of adaptability and contingency planning, and the how technology will continue to influence how we interact and achieve our business objectives- to name just a few.

Throughout much of 2020 and all of 2021, our number one priority was to make sure that MBOT did everything it could to assist our members and the broader business community with

CONNECT | 2022 ISSUE 1

practical supports and critical advocacy efforts related to the impacts of the pandemic on businesses. To help keep workplaces both safe and open for business, we distributed over 220,000 rapid antigen screening kits to small and medium-sized businesses. We continue to provide this important service. An extensive Shop Local Mississauga campaign delivered in partnership with local BIAs and made possible with funding received from the Ontario Chamber of Commerce highlighted the importance of supporting local, as many restaurants, retailers, and tourism operators struggled to stay afloat. As the cover of this edition of CONNECT suggests, we are also facing a massive talent gap. MBOT is working with several partner organizations and over 50 CEOs that form the Mississauga Economic Recovery Group (MERG), to develop long-term solutions and policy recommendations that can help to address this unprecedented shortage of available labour.

As we begin a new year, the leadership at MBOT is focused on the renewal of the organization’s Strategic Plan.

This will be an incredibly important endeavour at a time when change is constant, and uncertainty is the new normal. I am personally excited about the opportunity to engage with our members, future members, program partners, and diverse community stakeholders about what keeps them up at night and how MBOT can deliver optimum value. Success will mean that we have listened carefully to our diverse membership and produced a plan that is reflective of your needs. To be successful, we require your feedback and ideas. Join us as we embark on an exciting journey that builds on the contributions of so many individuals over our 60-year history and lays a foundation of business and economic leadership for years to come. 

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MEMBER TALKS

OIL AND NATURAL GAS INDUSTRY MEANS

ECONOMIC RECOVERY - EVEN IN ONTARIO

As Canad gesmr omrf the ,pandemic the naturl gas and oil tryindus is edpois to phel edriv the s untry’co eryvco – env in On.tario

Through direct and indirect employment, people from B.C. to Newfoundland and Labrador are connected with the energy sector. To illustrate the point, the Canadian Association of Petroleum Producers (CAPP) has created two short videos focused on Ontario suppliers such as Tenaris Algoma (maker of steel pipe), Validere Technologies (high-tech trading and logistics software developers) and with comments from the Ontario Chamber of Commerce and the Canadian Manufacturers and Exporters. Go to www.context.capp.ca and search the video library for these and other insights into the natural gas and oil industry.

The oil and natural gas sector can help Canada’s postpandemic economic recovery. With the right set of policies, the sector could create 120,000 new jobs, attract up to $20 billion in new investment and increase government revenues to $7.5 billion annually to fight the deficit and fund social programs. And those benefits are Canada-wide.

In fact, outside of Alberta, Ontario is the largest supplier to Canada’s oil sands industry. Major services contracted in the Mississauga region include equipment, chemicals and engineering. Dollars spent in Mississauga amounted to almost 15 per cent of the oil sands’ total spend in Ontario, with 218 local suppliers and contracts totalling $275 million in 2019.

And there’s good news on the environmental front, too.

Canadian producers of natural gas and oil share Canadians’ concerns about climate and the greenhouse gas (GHG) emissions. With an emphasis on clean technologies and

8

knowledge sharing within the industry, the natural gas and oil sector is a world leader in innovation and emissions reduction. The industry has a broad portfolio of innovative solutions that are already resulting in emissions reductions: •

From 2011 to 2019, the combined production of natural gas, condensate and natural gas liquids increased 32% while emissions intensity in this sector decreased by 33%.

•

As a result of Canada’s flaring conservation practices, this country ranks among the lowest-emission natural gas producers globally.

•

While production from oil sands in situ facilities grew by 66% from 2013 to 2019, emissions intensity dropped by 8%.

•

From 2013 to 2019 oil sands mining production increased 59% as emissions intensity decreased by 14%.

•

Overall emissions from Canada’s offshore production is already low relative to other global offshore sources.

Offshore operators have reduced flaring significantly and are working to manage and reduce emissions through operational efficiencies and preventative maintenance, which in turn reduces energy consumption.

The oil and natural gas sector means jobs and positive economic growth in Ontario, and a lower-carbon future for all Canadians. Find out more at www.capp.ca. 

CONNECT | 2022 ISSUE 1

MEMBER TALKS

2

nd

ONTARIO IS THE LARGEST SUPPLIER

TO CANADA’S OIL SANDS INDUSTRY. Major services contracted in the Mississauga region include equipment, chemicals and engineering.

Dollars spent in Mississauga amounted to:

ALMOST

15%

of the oil sands’ total spend in Ontario

218

local suppliers and contracts totalling

$275 million in 2019.

The combined production of natural gas, condensate and natural gas liquids from 2011 to 2019 PRODUCTION INCREASED

EMISSIONS INTENSITY DECREASED BY

32% 33%

Support for the oil and natural gas sector means jobs and positive economic growth in Ontario, and a lower-carbon future for all Canadians.

www.capp.ca CONNECT | 2022 ISSUE 1

9

MEMBER TALKS

Consumers

Industry Associations Advocacy Groups Competitive Intel White Papers

PREFERENCES

ASPIRATIONS

Research Ratings and Reviews 1-800 Number Customer Care Calls Social Media

SATISFACTION/ DISSATISFACTION

Customers (B2B) Contracts / Negotiations Annual / Quarterly Reviews Escalation Protocol

UNMET NEEDS

Vendors/Partners Employees Performance Reviews 1:1s Organizational Surveys Exit Interviews

Contracts / Negotiations Annual / Quarterly Reviews Escalation Protocol

CULTIVATING A

Listening Culture SAQUIB VALI Spyder Works Inc.

In early 2000, when Blockbuster was a $6-billion-a-year video-rental company with more than 9,000 retail outlets around the world, Netflix founders Reed Hastings and Marc Randolph offered to sell Netflix to Blockbuster for $50 million. Netflix was still in its infancy—and still mailing DVDs to its 300,000 clients. According to Hastings, Netflix’s losses for that year alone would total $57 million.

Yet, by 2010, Blockbuster was declaring bankruptcy while Netflix was expanding its streaming service to international markets. By 2020, Netflix was serving 200 million subscribers and enjoying revenues of $25 billion a year.

Why did Netflix thrive while Blockbuster floundered? The answer is simple: Blockbuster forgot to swivel. They lacked the ability to remain nimble in the face of potentially business-changing opportunities. Netflix took advantage of the opportunities available to them by identifying a massive disruptor: streaming over the internet. Who would have guessed that being able to watch unlimited videos, on demand, for under $10 month, without ever leaving your living room, would prove a more compelling proposition than schlepping to the video store twice a week?

10

CONNECT | 2022 ISSUE 1

MEMBER TALKS

Blockbuster is such a popular case study because of the many lessons that come out of the quick and drastic downfall of an industry leader. It’s a story about the lack of organizational agility, about what happens when a company doesn’t embrace change. But, peeling back the layers of the business even further, I believe the Blockbuster case boils down to one simple explanation: Blockbuster didn’t listen.

WHAT DOES IT MEAN TO LISTEN? Everyday communication involves both speaking and listening. Speaking allows you to get your message out to those around you. It’s an important aspect of any business. But so is listening— the ability to take notice of and act on what others say. While a business speaks with only one voice, they listen to many, and those many voices can be a crucial source of innovative and original thinking.

To peel back another layer, it’s important to distinguish between “listening” and “hearing.” Hearing is transactional and passive. When you “hear it through the grapevine,” you are happening upon a piece of information. By comparison, listening is active. It has the proper intention behind it. You aren’t waiting to be told something—you’re actively seeking the information.

And I would say listening is just like any other organizational behavior. It must be cultivated and embedded within the culture of your business as a continuous action practiced by everyone. Proper listening comes from having a proper listening culture, one that is defined by what everyone in the organization does every day.

Continuous listening then carries into a process of continuous learning that allows you to develop datadriven insights that inform your decision-making.

CONNECT | 2022 ISSUE 1

Better yet, building a proper listening culture becomes a source of competitive advantage. Great ideas can come from anyone, anywhere, and at any time. You are constantly tapped into one of your greatest sources of knowledge: every single person who is connected to your business, whether they are a consumer, customer, vendor or partner, employee, or competitor.

1) PREFERENCE

Constantly listening means that the insights generated within your company reach beyond the episodic and become systemic. It’s a self-iterative loop, where the more you listen, the more you know, and the more you know, the more you can engage with the various stakeholders of your business and be prepared to pivot and embrace change.

2) SATISFACTION

Listening helps identify change and form the basis of ideas that enable innovation. Just as important, listening also supports the way that changes or innovations are commercialized, brought to market, and orchestrated.

What is the product or service a customer prefers over another? How many days would your employees like to work from home versus the office? These types of questions allow you to gauge the proclivities of your stakeholders and re-align your focus when necessary.

The second area to listen for is the satisfaction or dissatisfaction with your products, services, processes, or company culture, among others.

3) NEEDS Building off the last two areas, you should be listening for the unmet needs of your stakeholders, whether they are found in an updated product or service, a flexible work schedule, a streamlined process, or a completely new innovation.

4) ASPIRATIONS NOW, YOU MIGHT BE WONDERING: HOW DOES ONE LISTEN? As I mentioned earlier, there are several stakeholders you can and should listen to, including your consumers, customers, vendors, partners, employees, and competitors, and each stakeholder is engaged in specific ways.

For example, when it comes to the consumer, you can listen to them through coordinated research by taking note of the reviews of your products or services, or by monitoring your social media. Employees can be engaged through performance reviews, one on ones, exit interviews, and organizational surveys that ask questions about your company’s culture, values, team dynamics, and employee satisfaction.

Finally, you should be listening for the aspirations of your stakeholders.

What are their hopes or ambitions for achieving certain goals? What role does your business play in that process?

What could you be doing differently to support them?

If you don’t listen, you do so at your own peril. Many times, companies must resort to spending inordinate amounts of money on research to learn about their customers, employees, or industry when they could have been listening all along. You could be left playing catch-up, or worse, never learning the important lessons about your business or industry.

Reach out to me at svali@spyder.works if you’d like to talk more about how to develop a listening culture within your business to maximize your company’s potential for future growth. 

Based on my experience, I’ve identified four key areas you should be listening for:

11

The

THE POLITICAL ROUND UP

political

ROUND UP

Local & Regional THE MISSISSAUGA BOARD OF TRADE IS THE VOICE OF BUSINESS AT THE CITY OF MISSISSAUGA AND REGION OF PEEL LEVELS OF GOVERNMENT.

COVID-19 RESPONSE Peel Public Health has been responding to several COVID cases at indoor locations and advising patrons to seek immediate testing. There has also been cases of the Omicron variant in Peel Region and ongoing concern about COVID impacts on workplaces.

MANDATORY FACE COVERING BY-LAW The City of Mississauga continues to have an indoor mandatory face covering by-law which lasts until March 31, 2022.

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OUTDOOR BUSINESS OPERATIONS, PATIOS & SIGNS Mississauga City Council has approved an extension to both the temporary patio and temporary outdoor business programs until December 31, 2023. These program extensions will allow Mississauga restaurants and bars to continue using their patios and other outdoor businesses to use outdoor spaces as they continue to recover from the COVID-19 pandemic.

CITY OF MISSISSAUGA AND REGION OF PEEL BUDGETS/TAXES FOR 2022 Both the City of Mississauga and Region of Peel Councils have approved their budgets for 2022 with modest spending increases. The result is a blended property tax rate increase for the industrial/commercial property tax class of 1%.

CONNECT | 2022 ISSUE 1

THE POLITICAL ROUND UP

NEW PARKING RULES IN MISSISSAUGA

•

The City of Mississauga has updated in parking regulations for both existing and future developments in an effort to better reflect lower parking requirements. This should allow businesses particularly in Business Improvement Areas to avoid costly payment-in-lieu of parking charges.

Workplace safety policies should also include:

PEEL PUBLIC HEALTH DIRECTIVE FOR BUSINESS Peel Public Health has issued a strong recommendation that all employers in Peel review and update their COVID-19 workplace safety plans, which are required under the Reopening Ontario Act, to: •

Consider the promotion of COVID-19 vaccination to workers,

•

Outline actions for unvaccinated workers, as necessary and

•

Speak to identifying workers’ vaccination status for outbreak prevention and control.

An assessment of risk of COVID-19 exposure in the workplace and whether vaccination may be necessary based on identified risk.

• Measures that workers must

take, where the need for

vaccination is identified, including requiring: • Proof of a complete vaccination

series approved by Health Canada

or the World Health Organization; or • If unvaccinated, written proof

of a medical reason, from either

a physician or nurse practitioner,

that also includes whether the

reason is permanent or time limited.

•

Measures that the business will employ to protect the privacy of employees if using employee

vaccination status to take actions to mitigate COVID-19 risk.

• Specific measures that the

business may implement during

an outbreak in the workplace,

which may depend on vaccination status.

•

Specific plans for additional infection prevention and control measures to prevent COVID-19 transmission for unvaccinated workers. These may include COVID-19 testing, strict adherence to and enforcement of masks/ personal protective equipment, physical distancing, and appropriate ventilation.

PEEL 2051 PLAN The Region of Peel is conducting a formal review of its Official Plan to update it and ensure it properly reflects the future growth of the Region and protects important land uses currently in existence.

provincial government MBOT WORKS VERY CLOSELY WITH OUR PARTNERS AT THE ONTARIO CHAMBER OF COMMERCE (OCC) ON ISSUES WITH THE ONTARIO GOVERNMENT. OUR COMMITTEES WORK HARD LOOKING AT RESOLUTIONS, POLICY DOCUMENTS, GOVERNMENT ANNOUNCEMENTS ON CONSULTATIONS TO ENSURE THE VOICE OF MISSISSAUGA BUSINESSES IS ADVANCED ON PROVINCIAL ISSUES. MEMBERS OF MBOT ARE AUTOMATIC MEMBERS OF THE ONTARIO CHAMBER OF COMMERCE. FOR MORE INFORMATION ON THE OCC, PLEASE VISIT WWW.OCC.CA.

ONTARIO’S ROADMAP TO RE-OPEN This Plan continues to evolve but at present is permitting most business in the Province to be fully open with some sectors still having indoor capacity and gathering limits. The phased and cautious approach to Ontario’s safe reopening includes ongoing monitoring and assessment of key public health and health care indicators. While Ontario’s hospital and intensive care capacity remains stable and the province continues to report one of the lowest rates of active cases in the country, certain public health trends, including the effective reproduction number and percent positivity may increase therefore requiring further action.

CONNECT | 2022 ISSUE 1

PROOF OF VACCINATION PROGRAM IN ONTARIO As of September 22, 2021, Ontarians must be fully vaccinated (two doses plus 14 days) and provide their proof of vaccination along with photo ID or use the QR code to access certain public settings and facilities. This approach focuses on higher-risk indoor public settings where face coverings cannot always be worn and includes:

13

THE POLITICAL ROUND UP

•

Restaurants and bars (excluding outdoor patios, as well as delivery and takeout);

•

Nightclubs (including outdoor areas of the establishment);

•

Meeting and event spaces, such as banquet halls and conference/ convention centres;

•

Facilities used for sports and fitness activities and personal fitness training, such as gyms, fitness and recreational facilities with the exception of youth recreational sport;

•

Sporting events;

• Casinos, bingo halls and gaming establishments; •

Concerts, music festivals, theatres and cinemas;

•

Strip clubs, bathhouses and sex clubs;

•

Racing venues (e.g., horse racing).

These mandatory requirements do not apply to outdoor settings where the risk of transmission is lower, including patios, with the exception of outdoor nightclub spaces given the risk associated with the setting. In addition, these requirements will not apply to settings where people receive medical care, food from grocery stores, medical supplies and the like. Aligned

with public health measures currently in place, indoor masking policies will continue to remain in place.

ONTARIO MINIMUM WAGE GOES TO $15.00 ON JANUARY 1, 2022 As part of the 2021 Fall Economic Statement, the Ontario government announced it would raise the general minimum wage from $14.35 to $15.00 per hour effective January 1, 2022. Under the proposed changes, the special minimum wage rate for liquor servers has been eliminated and they are now entitled to the general minimum wage.

Students under 18, homeworkers and hunting, fishing and wilderness guides would also see an increase in their special minimum wage rates.

NEW BUSINESS REGISTRY COMING TO ONTARIO Ontario has launched a new Ontario Business Registry making it easier, simpler, and more affordable for millions of businesses and not-forprofit corporations to interact with the government. The new online registry will replace outdated technology,

providing people across the province with direct access to government services 24 hours a day, 365 days a year for the first time ever.

Businesses can now complete over 90 transactions through the new online registry, including registering a new business and dissolving an existing one. Ontario businesses and not-forprofit corporations can consult www. ontario.ca/BusinessRegistry for more information about the new system.

WORKING FOR WORKERS ACT This Act is now in force and effect and mandates the following in Ontario workplaces.

•

Employers that employ 25 or more employees on January 1 of any year must have a written policy on disconnecting from work in place by March 1 of that year and provide a copy of that policy to employees

•

Employers are prohibited (with some exceptions), from entering into a non-compete agreement with an employee

•

Will license temporary help agencies and recruiters

federal government MBOT MEMBERS ARE ALSO MEMBERS OF THE CANADIAN CHAMBER OF COMMERCE (CCC) WHICH IS THE NATIONAL VOICE OF BUSINESS TO THE FEDERAL GOVERNMENT. MBOT STAFF AND COMMITTEES EXAMINE ISSUES AND RESOLUTIONS OF THE CCC AND PROVIDE MISSISSAUGA’S INPUT. MORE INFORMATION ON THE CCC IS AT WWW.CHAMBER.CA.

COVID19 FEDERAL RESPONSE The Government of Canada has established and renewed several support programs for both businesses and workers to provide financial assistance. The programs most relevant to business are detailed below. Access to the programs is available at www.canada.ca.

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CONNECT | 2022 ISSUE 1

THE POLITICAL ROUND UP

FEDERAL ELECTION On September 20, 2021, Canadians voted for their Members of Parliament.

The result of the election returned a Liberal Minority Government to Ottawa and Prime Minister Trudeau has named a new Cabinet and Parliamentary Secretaries. The new Government continues to operate in much the same fashion as the previous one and requires the support of at least one Opposition Party in order to pass legislation.

The City of Mississauga elected six Liberal MPs to serve in the 44th Parliament. The local representatives are: The Hon. Omar Alghabra, MP, Mississauga Centre Peter Fonseca, MP, Mississauga East-Cooksville Sven Spengemann, MP, Mississauga-Lakeshore

COVID FINANCIAL ASSISTANCE PROGRAM

Iqra Khalid, MP, Mississauga-Erin Mills Rechie Valdez, MP, Mississauga-Streetsville Iqwinder Gaheer, MP, Mississauga-Malton

SPEECH FROM THE THRONE With the opening of any new Parliament, the Governor General presents the Speech from the Throne. This lays out the Government’s plans and priorities for the session of Parliament. The Government states that focusing on pandemic recovery both economically and through public health measures, climate change and the environment, safe communities, diversity and inclusion, indigenous reconciliation and a secure, just and equitable world are their main priorities.

The Government of Canada passed Bil C-2 to bring forward new COVID financial support for businesses and individuals. The bill made changes to the Canada Emergency Wage Subsidy, Canada Emergency Rent Subsidy and Canada Recovery Hiring Program and extended the benefits to at least May 7, 2022. The changes are designed however to only apply to the “hardest hit” sectors of the economy and not be a broad program across the country.

Like all Government programs, the devil is always in the detail to determine the eligibility requirements. Best to consult the Government of Canada’s website at www.canada.ca. 

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THE POLITICAL ROUND UP

SKIN AGE MANAGEMENT FOR A DIVERSE POPULATION

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CONNECT | 2022 ISSUE 1

EDITORIAL

ORDER AT MBOT.COM

CONNECT | 2022 ISSUE 1

17

MEMBER TALKS

Businesses of all sizes

Benefitting from Partnerships with Sheridan

DR. ANNE-LIISA LONGMORE

No mater the type of ,inesub big or ,mals a hipartnes with Sheridan can phel them l.a

Dean, Pilon School of Business Sheridan College

“Relationships with local, regional and national business partners are extremely valuable to us,” says Dr. AnneLiisa Longmore, Dean of Sheridan’s Pilon School of Business (PSB). “We are thrilled to help our industry partners resolve business challenges and capitalize on opportunities, which in turn provides exceptional applied learning experiences that are meaningful and relevant to our learners’ professional development.”

Here are some examples of how entrepreneurs, SMEs and large businesses are benefitting from affiliations with Sheridan.

Entrepreneurs PSB and Sheridan’s Entrepreneurship Discovery and Growth Engine (EDGE) are teaming up to offer underrepresented small business owners a free 12week digital market training program (www.digitalmarketingresearch.ca) this winter.

Funded by the Government of Canada Future Skills Centre, the collaborative research project teaches participants how to develop and execute a digital marketing campaign specifically for

18

their own business and customer base through experiential training supported

by Sheridan’s expert professors.

“We were small business owners ourselves,” says Professor Garrett Hall, “so we understand the challenges of having limited resources and investment and trying to make the most of everything.”

Small to mediumsized enterprises The chance to participate in one of Sheridan’s integrated industry projects — interdisciplinary capstones in which PSB Honours Bachelor of Business Administration degree students work with industry partners to evaluate and refine strategic and operational plans — came at the perfect time last fall for local e-commerce business Moonbeam Trading Company.

“We were in the early stages of expanding operations into the agrifood sector, and I didn’t have readily available resources within my business that could focus on marketing, finance, logistics and other key areas,” says Moonbeam CEO Mark McDonald.

“One year later, when I look at peers in the sector who were once in the same place I was, I can clearly see how working with Sheridan augmented our expansion. The students not only challenged me to reconsider things I’d already planned; they were also able to look at things in a different dynamic.”

Big businesses Hatch, an engineering and management consultancy company that employs 10,000 people across the world, relies on Sheridan coop and summer students to help handle the mass of onboarding, talent acquisition and other human resources tasks at its corporate headquarters in Mississauga.

“Students from Sheridan have a hunger to learn and grow. We’ve seen them put in extra hours and be willing to do or learn everything in order to prove themselves,” says Sudha Narasimhan, Hatch’s Campus Talent Acquisition Specialist for the Greater Toronto Area.

“Whenever we have an open position, we try to hire coop students because we’ve seen them perform and might as well invest in them, rather than trust somebody who’s never worked with us before.”  CONNECT | 2022 ISSUE 1

MEMBER TALKS

CONNECT | 2022 ISSUE 1

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Keep Mississauga strong.

SHOP LOCAL. EDITORIAL

Mississauga is coming together to show our love for everything local. Residents are shopping local, dining local and enjoying what Mississauga has to offer, close to home.

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CONNECT | 2021 ISSUE 2

EDITORIAL

WHY SUPPORT LOCAL? It’s all about keeping Mississauga strong, especially as all of us endure the impact of the pandemic. It’s important we nurture locally-owned businesses that use local resources and employ our own residents.

These are just two reasons; there are many more.

MAKES MISSISSAUGA FEEL LIKE HOME: Spending money locally helps keep our

THANK YOU TO OUR PARTNERS

community alive. The places we shop, dine and enjoy in our city are all unique to Mississauga that give our city character. Locally-owned and run businesses have personal charm and they build a sense of pride amongst our neighbours.

GIVES CONSUMERS CHOICE: Local

small businesses base their products or service on the needs of the market—Mississauga! If we have hundreds of small businesses to shop at, and different restaurants and entertainment hotspots to dine at or enjoy, our community has much more choice.

REDUCE OUR ENVIRONMENTAL FOOTPRINT: Locally-owned businesses

can make more local purchases so they require less transportation. And if you’re shopping locally, you are clocking fewer kilometres so we are reducing emission that contributes to air pollution.

The bottom line is there are many reasons we should all show our love for everything local.

We need to remember that local businesses are typically owned by people who live in the community—people who are invested in the community’s future. And by supporting local, we are helping create jobs for our neighbours and investing in Mississauga both socially and economically.

The Shop Local Mississauga Campaign has been brought to you by the Mississauga Board of Trade.

CONNECT | 2022 ISSUE 1

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MEMBER TALKS

Factoring

IN CANADA SINCE 1989

J D Factors has been helping companies like yours since 1989, decades of success are marked with strong leadership and unparalleled customer satisfaction.

J D Factors is a company that’s well-versed in growth. For over 30 years in Canada, they’ve been helping businesses to prosper by assisting with their cash flow demands through factoring. Their custom factoring solutions give companies access to the capital necessary for keeping companies cash flow moving. But what keeps J D Factors accelerating? The company says its long-standing achievements are attributed to unparalleled customer experiences driven by a team of industryleading professionals.

Spearheaded by strong leadership

TINA CAPOBIANCO Senior Vice President JD Factors Corporation

Amid rapid changes in the commercial financial industry, solid leadership has helped not only J D Factors to succeed but its clients as well. Tina Capobianco is Senior Vice president of J D factors Corporation in Canada, she is responsible for the Canadian operations and portfolio with its head office in Mississauga and offices in Montreal and Calgary.

Tina attests that the client is the cornerstone of commercial finance. Learning how to work with a variety of different types of clients and industries has provided her with the experience to bring J D Factors to the forefront of commercial finance.

Validated by customer success J D Factors’ unique approach of creating tailor-made factoring programs is what makes them the premier factor in North America. Recently, one of their clients says it chose factoring because of the cash flow. They simply submit their invoices to the online J D factors portal and get paid within 24 hours after they are processed, instead of waiting 30 to 60 days for their invoices to get paid directly.

“There is no hassle of calling or emailing our customers for payments, as J D Factors looks after all of that” they said.

Unfortunately, in some industries, payment delays from customers are not only a headache, but they can also prevent companies from taking their business to the next level. But with J D Factors assisting this client with their cash flow, they were able to secure the capital required to grow.

In addition, J D Factors recognizes that each business is unique, that’s why they take the time to learn about each of their clients’ unique needs and requirements.

Dedicated to your business So if your business would like assistance to grow to the next level with peace of mind of cash flow then reach out to J D Factors at 1-800-263-0664 or visit www. jdfactors.com. See you at the next MBOT event.. 

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CONNECT | 2022 ISSUE 1

MEMBER TALKS

Since 1989

WHAT OUR FACTORING PROGRAMS DO FOR OUR CLIENTS: • Improve Cash Flow and Reduce Credit Risk

• Reduce employee workload by outsourcing credit checking, invoice processing and collection duties

• Receive invoice payments by direct deposit when money is most needed

• Have ready and available cash to pay suppliers and efficiently grow the business

•

Cash for Invoices in 24 Hours

•

No Application fees or hidden fees

•

Customized low rates

•

Free credit checks on your customers

•

Non recourse Program (Credit Guarantee)

•

Dedicated Account Executives

•

Real Time Online Access

J D Factors specializes but is not limited to the following industries:

• Transportation • Manufacturing • Oil and Gas Services • Temporary Staffing

Your Flexible Finance Partners www.jdfactors.com

1-800-263-0664

MBOT Members since 2005!

315 Matheson Blvd E. Mississauga, ON L4Z 1X8

CONNECT | 2022 ISSUE 1

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MEMBER TALKS

EMPLOYERS

frustrated

BY TIGHTENING JOB MARKET

PETER HALL

Vice-President and Chief Economist EDC

Are there any quick fixes to the labour logjam?

Labour issues are critical at the moment. It’s not just in the data; Canadian exporters are relaying this to us in real time. To add to the concern, it’s not just Canada—the United States and Western Europe are also struggling with the same issue. Like other immediate constraints, is this just temporary, or is this going to be part of the economic picture for some time to come?

How things change in a year or so.

When the pandemic struck around the globe, the critical concern was surging unemployment. We saw the developed economies go from tight but stable conditions to depression-like unemployment rates overnight, with the U.S. peaking at close to 15% and Canada not far behind. Today, both economies have improved radically and are now just about 1% from those pre-pandemic lows. And as economic growth has surged, companies are finding it hard to hang onto talent, and to find new employees to fill the ranks.

aren’t as radical, but the numbers are climbing up to a growth pace that’s well above the inflation-target comfort zone.

So much for the bad news. Is this temporary, or is it more structural?

The key factor in the tightness is that most of the developed world—and a good chunk of emerging markets—have an aging of the population problem.

Were we to do a collective about-face in average fertility, it would still take about 20 years to fix today’s issue. We obviously don’t have that long. Are there any more immediate remedies?

Immigration is one of the quickest possible fixes. Tight conditions are being exacerbated by stalled immigration flows during the pandemic. Resumption of immigration goes without saying, but can we make up for 20-plus lost months? Not likely—there’s intense competition for in-migrants, especially the skilled type. Moreover, their own economies increasingly want to keep them, and increasingly have the means to do so.

Deploying skilled immigrants efficiently has been a challenge. Requalification

At Export Development Canada (EDC), we’re getting direct feedback from customers. In a series of 14 coastto-coast online roundtables with key customers, they were virtually unanimous in expressing frustration with air-tight employment conditions. In certain cases, they shared openly that staff departures for similar positions elsewhere are receiving up to 40% more money. Average hourly wage data

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CONNECT | 2022 ISSUE 1

MEMBER TALKS

is required for many, and that can be a multi-year, expensive process.

Expediting this responsibly would go a long way to relieving pressures in our market.

Many Canadian enterprises complain that our education system doesn’t produce the mix of graduates they need today. Links between business and institutions of higher learning have improved greatly over the past two decades, but according to business, more is needed to keep ahead of our demographics.

Another key remedy is mechanization.

This is a thorny one, as this brings images of mass labour displacement and Luddites smashing equipment. This, however, isn’t the industrial revolution of yesteryear. If anything, this time around, mechanization is displacing workers that don’t actually exist. That’s an oversimplification, but given how tight things are, firms are much more inclined to retrain workers to do the tasks needed in a more mechanized economy—another key remedy to our current predicament.

A further remedy is lifelong learning.

Keeping pace with the exponential increase in technology is a challenge at the best of times, but we fall behind at our own peril. Competitiveness and retention of skilled workers will likely require more effort per capita on skillupgrading from this point on.

We’re not alone with our challenges, and other countries’ labour deficits are starting to weigh more heavily.

Companies in other countries are leveraging digital communication and remote work to import labour without moving it—and in some cases—paying a lot more for it. While this is a challenge, it’s also an opportunity: We can play the same game, and we have bigger, external pools of labour to tap into, relative to our own economy.

Flexibility has been a growing issue and is no less important now. Aging workers are looking forward to their retirement, and the pandemic has likely pushed a number of them out; retaining all of that corporate memory and skill could require even more creativity and flexibility than before COVID-19 hit.

Globalization may have fallen on harder times in recent years, but it isn’t dead. The other way of importing labour without moving it is investing in production facilities abroad in places that have surplus labour. Sure, there are fewer locations now, but they are there. And for certain industries, this is still a means of expanding scale in a labour-constrained economy.

Finally, there’s likely to be some bump and grind as vaccination policies are rolled out. Anecdotally, certain labour-constrained sectors are getting squeezed by the departure of noncompliant workers. Time will tell if this makes a bad situation worse.

THE BOTTOM LINE? We’re back to labour shortages here in Canada, and it’s becoming a global issue. That means we’re back to discussing strategies and solutions.

There’s no real quick-fix, or we’d have solved this one a long time ago. But there’s room in a technological world for a lot of creativity. Bring it on! 

Is your software giving you what you need?

We know you already have business financial software, but is it intuitive enough for your ever-changing world of business needs?

Scan to learn more and how we can help

pur-logicsolutions.com | 1-800-372-6174

CONNECT | 2022 ISSUE 1

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MEMBER TALKS

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CONNECT | 2022 ISSUE 1

MEMBER TALKS

CONNECTING BUSINESS WITH TALENT & TECH LAKEVIEW VILLAGE INNOVATION DISTRICT: A NEXT-GEN EMPLOYMENT HUB JUST STEPS FROM THE WATERFRONT.

WHERE PEOPLE AND BUSINESS COME TO THRIVE The future of the workplace is evolving. Lakeview Village, a 15-minute city on the shores of Lake Ontario, will be a leader in this evolution. Its Innovation District will attract great minds and talent, multinational companies, and tech-focused entrepreneurs to drive investment and boost Mississauga’s economy through the creation of 9,000 jobs.

A NEXT GENERATION EMPLOYMENT HUB The Innovation District is located in close proximity to Pearson International Airport, and connected to parks, trails, a vibrant square, restaurants, a hotel, and housing within walking distance. This hub will become a model for innovative office uses and business incubation.

CONNECT | 2022 ISSUE 1

20+ ACRE CAMPUS FOR INNOVATION & RESEARCH The Innovation District is set to become the largest centre for innovation and research in Canada, paving the way for creative problem

APPROX. 45 ACRES OF NEW PARK LAND

UP TO 1.8 MILLION SQ.FT.

solving in climate change, energy resilience, cross-sector business collaboration, and the advancement in medical technologies.

8-10 BUILDINGS

UP TO 9,000 LONG-TERM JOBS

1 NEW SCHOOL

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MEMBER TALKS

THE POST-PANDEMIC WORKPLACE:

How COVID-19 has Changed

Employment Relationships

SARAH MILLS, J.D. Associate- Employment Law KMB Law

The COVID-19 pandemic has fundamentally altered the way the world operates. Many Canadians would agree that one of the most profound changes has been to the labour market and the way in which we work.

Labour shortages have always been a challenge for businesses, and the pandemic has only exacerbated these issues. The current labour shortage has made a huge impact on Ontario businesses, forcing many to permanently close their doors. Many Ontario employers are finding there are not enough workers to satisfy the needs of their businesses.

It is not only the availability of workers which is at issue. The recruitment and retention of skilled employees is also an obstacle that many employers face. It isn’t surprising that throughout the pandemic, jobs that once required in-person interaction have largely disappeared. The number of Canadian employees that now work from home

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has substantially increased. Remote working has become a mainstream practice, and many employees are preferring their new working arrangements.

As health restrictions start to ease and businesses start to reopen, many employers are finding it difficult to entice employees back to their old jobs.

It is those employers that have not been able to adapt to a work-from-home model that are suffering the most.

Employers in the retail and hospitality industries have especially experienced a hard time attracting workers to back positions that require them to work inperson from the workplace.

High employee turnover rates is another problem that persists. Common reasons for employees leaving the workplace include low wages, lack of opportunities for advancement and dissatisfaction with management and/ or workplace culture. The cost and time involved in hiring and training

new employees can be burdensome. If employers want to recruit and retain a more stable workforce, they should start by improving wages and working conditions. Types of incentives that may be offered include competitive wages, stable shifts, enhanced benefits, paid sick/personal days, and improved training and safety. Employers should also provide mentoring and career development opportunities.

As employees are being welcomed back to the physical workplace, now is the best time for employers to implement new employment contracts.

A new legislation has been proposed by the Ontario government that provides a host of labour-friendly policies, including a ban on non-compete clauses. Employers may soon be forced to remove these clauses from their employment contracts. The omnibus legislation also proposes a right for employees to disconnect, requiring employers with 25 or more employees to develop disconnecting from work policies.

CONNECT | 2022 ISSUE 1

MEMBER TALKS

Employers should also consider the benefits of conducting regular performance reviews and offering regular salary increases, as a strategy to keep good employees. All employee incentives should be clearly stated in the employment contract.

The pandemic has underscored the importance of good communication in the workplace. Maintaining strong relationships between management and employees is good way for employers to create more motivated, productive and loyal employees. Employees should feel comfortable coming to their employer with ideas, questions and concerns at any time. This is especially vital for those essential workers that carry a greater risk of contracting the COVID-19 virus.

While employee burnout is not new in the workplace, it’s a problem that has worsened during the pandemic.

One way for employers to alleviate employee burnout is by offering more flexible work arrangements. Where

CONNECT | 2022 ISSUE 1

feasible, employers should consider the possibility of allowing employees to continue working remotely. While there are undeniable benefits for in-person work, many employees appreciate the flexibility of being able to work from home and improve their work-life balance. It’s evident that the traditional 9 to 5 job isn’t what is driving employees anymore. Flexible work arrangements are proving to be critical in hiring and retaining employees.

Offering legal accommodation under Ontario’s Human Rights Code is another important measure that employers should be taking for employees with human rights-based needs.

Accommodation can often be provided without the employer incurring any additional costs. For example, a more flexible work schedule might be the appropriate solution or accommodation to offer an employee with child or elder care responsibilities.

Employers must also take care to ensure they support their employees’

mental health. Many Canadians have reported experiencing poorer mental health than ever before. It is therefore critical for employers to offer resources and employee assistance programs to members of its workforce. Employers should also ensure that their employees feel engaged and connected so as to avoid feeling isolated.

Employers can also help boost their skilled workforce by seeking out talent from an international pool of candidates.

By creating a path for foreign workers to fully apply their skills, employers may reach new markets and receive the benefit of diverse perspectives and experiences.

The COVID-19 pandemic is not surprisingly a major factor for why many workers are rethinking their current employment situation. As we continue to adapt to the realities of this global pandemic, investment in creating a talented pool of loyal employees should be a top priority for employers. 

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A BOARD O UG A

F

BUSINESS AWARDS OF EXCELLENCE

ADE TR

MISSI SS

FROM OUR CHAIR

2021

THURSDAY

MAY 5, 2022

VISIT WWW.MBOT.COM/AWARDS FOR MORE DETAILS THANK YOU TO OUR SPONSORS

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#MBOTAWARDS

CONNECT | 2020 ISSUE 2

EVENTS RE-CAP

EVENTS

Re-Cap

MBOT Webinar PROOF OF IMMUNIZATION AND VACCINES IN THE WORKPLACE – WHAT YOU NEED TO KNOW OCTOBER 1, 2021

MBOT WLC VIRTUAL FIRESIDE CHAT WITH DR. JANET MORRISON, PRESIDENT AND VICE CHANCELLOR OF SHERIDAN COLLEGE OCTOBER 5, 2021 SPONSORS

Luncheon

MBOT Webinar

WITH THE HON. PETER BETHLENFALVY - MINISTER OF FINANCE

THE WAY FORWARD: NEW GROWTH OPPORTUNITIES FOR BUSINESS OWNERS

OCTOBER 14, 2021

OCTOBER 19, 2021 SPONSOR

JAMOHL RUTHERFORD MANAGER, ENTREPRENEURSHIP CENTRE - GTA WEST

SPONSOR

MBOT Webinar

MBOT Webinar

VIRTUAL TOWNHALL WITH THE HON. NINA TANGRI ASSOCIATE MINISTER OF SMALL BUSINESS AND RED TAPE REDUCTION

RETURNING EMPLOYEES TO WORK AND WORKPLACE MENTAL HEALTH IN THE NEW COVID WORLD OCTOBER 21, 2021

OCTOBER 20, 2021 SPONSOR

PARTNER

CONNECT | 2022 ISSUE 1

LIZ HORVATH, B.A.Sc., CRSP

ADDIE GRECO-SANCHEZ

MANAGER, WORKPLACE MENTAL HEALTH MENTAL HEALTH COMMISSION OF CANADA

FOUNDER & PRESIDENT AGS REHAB 31

EVENTS RE-CAP

MBOT Webinar THE MOST POWERFUL FORCE ON EARTH: CREATING HARMONIZED TEAMS OCTOBER 26, 2021

From the Corner Office THE FIRST 90 DAYS WITH TREVOR MCPHERSON OCTOBER 27, 2021 SPONSORS

SPONSOR

LINDA MARTIN, MBA “A” TEAM DEVELOPMENT ADVISOR

Virtual Professional Development Series PROGRESSING THROUGH DEI CHALLENGES NOVEMBER 2, 2021

MBOT Webinar VIRTUAL TOWNHALL WITH THE HON. KALEED RASHEED, ASSOCIATE MINISTER OF DIGITAL GOVERNMENT

SPONSOR

KARI BILYK

GOPAL BANSAL

KIRAN MANN

SENIOR MANAGER ORGANIZATIONAL EFFECTIVENESS CANADIAN WESTERN BANK

VICE PRESIDENT DIVERSITY & INCLUSION (D&I) RBC

CEO AND FOUNDER M2M BUSINESS SOLUTIONS

In Person Event

NOVEMBER 1, 2021

BREAKFAST WITH YOUR ELECTED MISSISSAUGA MPs

MBOT Webinar

NOVEMBER 9, 2021

2021 HOLIDAY RETAIL OUTLOOK WITH DELOITTE CANADA

SPONSORS

HON. OMAR ALGHABRA

PETER FONSECA

IQWINDER GAHEER

RECHIE VALDEZ

NOVEMBER 4, 2021 SPONSOR

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CONNECT | 2022 ISSUE 1

EVENTS RE-CAP

From the Corner Office WITH OLIVIER LEMIRE PRESIDENT KEURIG DR PEPPER CANADA NOVEMBER 17, 2021 SPONSORS

MBOT Webinar

UPCOMING 2021 MBOT Business Awards of Excellence MAY 5, 2022

CONNECT | 2022 ISSUE 1

Events

HELP WANTED: DIVERSE, YOUNG PERSPECTIVES NOVEMBER 18, 2021

2022 In Person MAYOR’S ANNUAL ADDRESS LUNCHEON

From the Corner Office WITH HORACIO “HAIO” BARBEITO, PRESIDENT AND CEO OF WALMART CANADA

33

MEMBER TALKS

ARE YOU EXPANDING YOUR CANADIAN BUSINESS INTO THE UNITED STATES?

IMMIGRATION STRATEGY IS KEY TO YOUR SUCCESS!

MELISSA BABEL

Certified Specialist in Citizenship and Immigration Law and a Foreign Legal Consultant Babel Immigration Law

The E1 and E2 Treaty Trader and Investor Visa

When a Canadian business is ready to expand, they often look first to our closest trading partner and neighbour to the south – the United States. But how does a Canadian business owner make their expansion plans a reality?

Once the business plan and financing are in place, the next issue is consistently securing talent. A corporate immigration strategy is the key to success in the short, medium, and long term.

The L1 – Intra-Company Transfers The L1 visa allows for intra-corporate transfers of key employees to a U.S. company from foreign affiliates or subsidiaries as non-immigrants (workers). This work permit is the ‘bread and butter’ of corporate immigration, and it gives significant flexibility to employers who want to bring in their people to work in the business. For a Canadian company expanding into the United States, the L1 visa can facilitate the entry of executives and senior managers who are setting up a new entity. Once established, it can also transfer key specialized knowledge workers for up to 5 years (7 years for Executives and Senior Managers).

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The E1 (Treaty Trader) allows a Canadian citizen conducting a significant amount of trade between Canada and the United States to request non-immigrant status in the U.S. This is a flexible category for businesses with a history of substantial work with the U.S. because, notably, there is no minimum investment of capital required to qualify for this category. The E2 (Treaty Investor) allows a Canadian to apply for non-immigrant status in the U.S. where there is a ‘substantial investment’ of capital in a U.S. business. Expanding companies who are making investments of capital will find the E2 to be of particular interest.

The TN – for Professionals The TN NAFTA/CUSMA Professional work permit is a vital component in the toolbox of any Canadian business looking to expand into the U.S. and bring in their highly skilled Canadian talent. Once a U.S. business is in place, the U.S. employer can support a TN work permit by offering pre-arranged employment in a professional position to a Canadian or Mexican citizen. Examples of TN professionals include Accountants, Computer Systems Analysts, Graphic Designers, Engineers, Hotel Managers, Lawyers, Management Consultants, and a host of Medical Professionals, Scientists, and other technical specialists. For the most part, the professional will require post-secondary education in their profession and some work experience. The TN is an essential tool for hiring Canadian and Mexican professionals to work in the U.S. If you have questions about how to secure your key talent to make your expansion into the U.S. success, we would love to help! 

CONNECT | 2022 ISSUE 1

MEMBER TALKS

www.insuranceland.ca

Call us for a free quote and be entered to win 1 of 8 prizes!

CONNECT | 2022 ISSUE 1

*Contest is sponsored by Economical & ends March 2022

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MEMBER TALKS

84%

OF CANADIAN COMPANIES EXPECT TO FACE

HiringChallenges OVER THE NEXT YEAR* MELISSA PROSPERO

Employer Relations Job Developer Queen’s College of Business, Technology & Public Safety Lambton College In Mississauga

The pandemic has been difficult for many Canadian companies. Several industries were already facing a labour shortage, yet the pandemic effects seem to have added to the hiring challenges. Companies are struggling to find candidates to fill their job postings, declaring that there is a big shortage of candidates to hire.

Consequently, employers are exploring new hiring strategies to fill their open positions, including identifying potential candidates through co-op opportunities or hiring internationally.

Co-op Programs have been around for decades, providing students with an opportunity to gain valuable work experience in their field of study. For international students at Lambton College in Mississauga, co-op opportunities allow them to gain valid Canadian work experience:

“I learned effective communication skills and I got practical experiences

36

on how to apply my skills at work.

This co-op placement gave me the opportunity to apply the theories that I learned in class, do real projects where I am managing the budget, time and scope of the project” (Daljeet – Project Management and Strategic Leadership student at Lambton College in Mississauga).

From the employer’s point of view, Coop placements can be a good way to close a gap in their staffing or again to have a “trial” opportunity with a candidate. After all, it’s an opportunity for the employer to work closely with the student, while deciding on the fit and potential success of the co-op student.

At Lambton College in Mississauga*, International Co-op students can provide employers with the right skills and the right attitude to deliver on business needs during this labour shortage. Our post-graduate students have previous international work

experience, recent industry knowledge from their Canadian education and a willingness to succeed in a new country.

Overall, our students are eager to learn and make an immediate impact.

Additionally, employers may be eligible to get a $3000 tax credit for hiring our students.

In January 2022, Lambton College in Mississauga had over 800 eligible students willing to work within industries such as Business, IT and Hospitality. Co-op terms are 4-month, starting in January, May and September and are typically at the end of the program length, providing employers with an opportunity to hire the students full-time. Our employer-partners are necessary to our students’ and our college’s success – we value your partnership immensely. 

* SEPTEMBER 22, 2021 | SOURCE: EXPRESS EMPLOYMENT PROFESSIONALS

CONNECT | 2022 ISSUE 1

MEMBER TALKS

Drive awareness.

Drive loyalty. Drive sales.

Imagine your brand with over 80K views a day!

Stay in front of your audience. Get on the board and get noticed.

The Digital Billboard Advantage:

. Stunning visibility – bright and bold in all weather and conditions . Quick activation – get on the board quickly and efficiently . Dynamic messaging – easily update your ad for timely and targeted communications . Flexible plans – packages that align with your budget and marketing goals There’s never been a better time for MBOT members to get out in front of their audience in stunning HD on Regdon’s digital billboard. Located at Dixie and Derry Rd in Mississauga, along one of the busiest transit corridors in Ontario, your brand can quickly become a fixture in your audience’s daily commute. We are a family-run business and will work with you to find the best possible solution for your marketing goals and budget. Get in touch today and get on the board!

6900 Dixie Road, Mississauga, ON

38

416-743-3162 info@regdon.com

www.regdon.com @regdonbillboards CONNECT | 2022 ISSUE 1

MEMBER TALKS

GETTING IN FRONT OF ALEX WILSON

Manager, Content + Strategy Regdon

Your Audienc

Now is the perfect time to invest in Out-of-Home (OOH) marketing for your business.

malls, campuses, and airports, and those on benches and bus shelters scattered across the city.

Some of you may now be screaming silently at your magazine or tablet thinking two things: 1) Ooh what the heck is OOH? and 2) The world has gone digital – why on earth would I want to advertise outside? The answer to both is about getting back in front of your audience - particularly at a time when we are all craving the freedom of mobility, of venturing back out into the world with a new-found appreciation of the people, places, and occasions that bring us together.

Strategically, it’s the unavoidable signal that something interesting, important, convenient, (or delicious!) is coming up on the path ahead. It’s the timely reminder to pick something up on the way home. It’s the curious flash image that triggers an online search and website view. It’s the friendly, knowledgeable face of a local expert proudly serving the needs of the community. It’s the precise tidbit of information you needed in exactly the right place, at exactly the right time.

So what is OOH advertising or marketing?

Reasons to believe in OOH.

Generally, OOH refers to digital or static signage out in the “real world”, integrated into the physical landscape.

In terms of format, it’s the roadside billboards you drive by on your daily commute, the ads on the inside and exterior of public transportation, and the ones you notice when you arrive at your destination. It’s the signage in large, high-traffic public places like

CONNECT | 2022 ISSUE 1

Out-of-home advertising allows you to get IN FRONT of your audience. Instead of chasing after potential customers online, or waiting to be discovered in a search (fingers-crossed!), OOH positions your brand at the heart of tangible, measurable, and predictable communities and traffic flows. Forget about “generating” traffic, OOH puts you in the middle of traffic – literally. The reality is tens of thousands of views a day, from day one.

Anthropology of Attention.

A huge part of the success of out-ofhome marketing comes from the ability to engage your audience while they are in transit. When we leave behind the comfort and security of home, we inevitably pay more attention to our surroundings – continually scanning our environment for risks, opportunities, inspiration, and advantages, as we plan our next move. It’s built into our DNA! Traveling kicks our survival instincts into full gear making anything you put in our path almost unmissable! Even if it all happens within a split second, our minds will register, assess, an absorb any relevant and useful information to help us along our way.

So what does this mean for your brand?

Get it out of the house and let it breathe again – it will do you both a lot of good ;-).

Always happy to chat marketing, branding, strategy and anthropology.

Reach out anytime! alex@regdon.com

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MEMBER TALKS

LOOK LOCAL MISSISSAUGA

OF OUR COMMUNITY LOOK LOCAL MISSISSAUGA As a longtime Mississauga News team member and former editor of The Mississauga Booster, Sam and Hazel McCallion’s ‘good news only’ newspaper, Look Local Mississauga owner and publisher Kristy Elik has always had a passion for the Mississauga community. With that same spirit, her mandate with this magazine, launched in March 2019, is to share the very best our city has to offer in a beautiful (and useful) print version, as well as online and on social media.

“We’re all about celebrating the best of our diverse, colourful community,” Kristy explains, “like great food and drink, enriching arts and culture, family events and all the local businesses that make this amazing city shine.”

Based on the popular and effective Look Local Oakville/ Burlington brand, which has been publishing for the past nine years, the magazine provides readers and online users with information, resources and suggestions on things to do and places to shop, eat and play in the Mississauga area.

“We also stock many of the City’s hotels with a supply of books for guests,” Kristy says, “so that they can check out local restaurants and shops and find out about events that may be happening while they’re here.”

Watch for exciting developments in 2022!

“During COVID,” Kristy says, “we slowed down the frequency of printing and didn’t produce as many magazines as our clients focused on surviving the pandemic—but now that it looks like the worst is behind us, we have big plans to offer even more to our customers and readers!”

Look Local Mississauga is accessible online at www. looklocalmagazine.com/mississauga, on Facebook (Look Local Mississauga) and Instagram (@looklocalmiss). Kristy can be reached at kristy@looklocalmagazine.com.

“Readers (and advertising partners) are loving our attractive, conveniently-sized format, which makes the magazine easy to pick up and tuck into a purse or pocket,” says Kristy, “and we’ve heard feedback that our content is thoughtful, engaging and useful as well as entertaining to read.”

You’ve likely noticed the digest-sized magazine while out and about. “We keep having to replenish the hundreds of racks we’ve placed throughout the city, so we know readers are loving what they’re seeing,” Kristy reports.

Printed eight times a year, Look Local Mississauga is distributed twice per issue to over 500 free pickup locations, including grocery stores, coffee shops, fast food restaurants as well as fine dining establishments, pharmacies, banks and kids’ activity studios, plus many more throughout Mississauga, with new spots added daily.

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MISSISSAUGA E AT ∙ S H O P ∙

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Co m m u n i t y R e s o u rce IN PRINT & ONLINE

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RECIPES Blog Posts

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REVIEWS

Review Local Restaurants

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EVENTS

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VIDEOS

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WHY YOUR BUSINESS NEEDS A

Winter DEBORAH KENLEY

Senior Coordinator, Greening Corporate Grounds Credit Valley Conservation

MAINTENANCE PLAN

You face a number of unexpected challenges when you manage a business. But one thing is certain: come winter you’ll have to manage snow and ice on your property. Having a winter maintenance plan in place can save you time and reduce conventional maintenance costs while protecting your property and keeping people safe.

signage indicating the areas are closed and not maintained during winter.

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Learn how to use less de-icing salt or salt alternatives and apply anti-icing brine before it snows to prevent ice build-up.

Strategic winter maintenance planning also protects the environment by reducing the number of de-icing products you need to use. All de-icing products are pollutants. The most harmful is chloride-based de-icing salt (also referred to as road salt). It not only damages our cars, clothing, and infrastructure, but also plants, trees, and freshwater systems, harming wildlife and threatening our drinking water supply.

BE STRATEGIC

Making your winter maintenance plan environmentally friendly doesn’t have to be costly or complicated. Simply understanding when and what product to apply can help you more effectively and sustainably manage snow and ice this winter. Here are a few quick wins to help you get started.

BE PROACTIVE

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Ensure downspouts drain away from parking lots and walkways to prevent ice from forming in high traffic areas during freeze and thaw conditions.

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Close unnecessary walkways and parking areas during winter months to reduce the number of sites you need to clear. Post

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Clear snow and ice as soon as possible to prevent it from building up.

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Don’t pile snow near walkways or parking lots where it can cause a slipping hazard if it melts and refreezes.

BE SALT SMART •

Properly store winter maintenance products away from storm sewers, trees, and shrubs.

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Apply de-icing salt when it’s -10°C or warmer and only after snow has been cleared.

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Hire a contractor certified by the Smart About Salt Council to ensure best management practices are followed.

Want to learn about other ways you can increase environmental sustainability on your property? Request a free Sustainable Landscaping Assessment and Action Plan from Credit Valley Conservation’s Greening Corporate Grounds program. Visit cvc.ca/gcg to learn more or contact Deborah Kenley at 905-670-1615 ext 439.  CONNECT | 2022 ISSUE 1

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Live your best life, together.

Turn Sustainability Goals into Sustainability Outcomes Join a growing community of Mississauga businesses leading the way in corporate environmental sustainability by changing the way they landscape their properties.

Request Your Free Sustainable Landscaping Assessment and Action Plan

At Parkland, home is more than a place.

It’s where we feel safe, gather with friends, enjoy good food and do more of what we love. If you or a loved one are looking to choose your level of carefree lifestyle in retirement, consider a place you’ll be proud to call home.

Call Grace to book a tour 905-820-8210

Learn how you can reduce: • Carbon emissions • Long-term conventional landscaping costs • Risk of property damage from flooding and extreme weather

Visit cvc.ca/gcg or contact us at gcg@cvc.ca or 905-670-1615 ext 439

1665 The Collegeway, Mississauga experienceparkland.com/mississauga

CONNECT | 2022 ISSUE 1

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HOME RENO DIRECT: GIVING HOME RENOVATION PROFESSIONALS THE RESOURCES THEY NEED TO EXCEL

Parkland:

WHERE EVERY DAY IS AN ALL-INCLUSIVE GETAWAY Seven years ago, Dolores and her husband decided to move to Parkland for a short-term stay while looking for an apartment. “I was only 74 at the time and people wondered what we were doing,” says Dolores. “After a few months I said to my husband, ‘do you want to go looking for apartments?’ and he asked ‘why?’ so, we’re treating it as an all-inclusive hotel,” she says.

Parkland’s all-inclusive lifestyle is designed for seniors wishing to remain independent and worry-free, spending less time on a “to do” list and more time doing what they love.

Residents can prepare their favourite meals in a fully equipped kitchen or visit the dining room to enjoy a restaurant-style meal. “I still love to cook!” says Dolores. “I told the staff in the kitchen not to be insulted when we don’t come down for dinner because we are just having a little party for two and enjoying cooking our regular meals. Some days I say we’re going down to the dining room tonight – I don’t feel like cooking.” she adds with a smile.

At Parkland, wellness plays a significant role in helping residents live their best lives. The Harmony Wellness program features customized activities, social events, entertainment and daily programming designed to stimulate the mind, body and soul. Parkland’s social calendars include a combination of activities held on site and in the community that reflect the season and resident interests.

Parkland offers freedom and flexibility with one monthly bill and no long-term contracts. Say farewell to outdoor maintenance, property taxes, membership fees and rising utility bills. At Parkland, residents choose their level carefree living with flexible packages to meet their dining, housekeeping and transportation needs. With a variety of lifestyle options including short-term stays, all-inclusive lifestyle, assisted and supportive living, residents can age in place with peace of mind.

Parkland is where neighbours become friends, living their best lives in retirement. According to Dolores, her and her husband are doing just that.

“This lifestyle gives you a little more independence—I kind of feel like we’re dating again.”

Are you considering a retirement community where every day is an allinclusive getaway? Contact Grace to book a tour at 905-820-8210 or visit experienceparkland.com/Mississauga. 44

JAMEEL HANOUN

Business Architect Home Reno Direct

In today’s day and age, efficiency can make or break a business; margins are tight and customer patience is low which quickly separates industry leaders from laggers. Efficiency is the essence of what Home Reno Direct has to offer home renovation professionals in the form of a workplace solution that consolidates all of the customer-facing processes in one physical location, Home Reno Direct’s 13,000 square foot renovation centre.

At Home Reno Direct’s renovation centre there are a vast amount of resources available for home renovation professionals to utilize; everything from mid to high end materials selection, purchasing and drop shipping, free meeting spaces, and presentation room rentals with large digital displays.

Home renovation professionals can now maximize their operating efficiency by having a large showroom and operating centre; no longer needing to shuttle clients from showroom to showroom for materials selection and purchasing, and having to conduct presentations in unprofessional settings. Another key benefit that is gained from operating in Home Reno Direct’s renovation centre is a level of trust with the client that is built on Home Reno Direct’s established reputation in the industry and the prestige warranted by the facility.

Look for the grand opening of Home Reno Direct’s renovation centre in Mississauga this spring and contact jameel@ homerenodirect.com for more details on professional services offered. CONNECT | 2022 ISSUE 1

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CONNECT | 2022 ISSUE 1

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NEW MEMBERS LISTING

Welcome NEW MEMBERS OF MBOT

Abbott Diabetes Care, a Division of Abbott Laboratories Co. Babel Immigration Law Professional Corporation

Impact Learning Intercept Pharma Canada Inc. IRIS

Centaur Security Services Inc.

Keurig Dr. Pepper Canada

CXsphere

Langill & McHenry Investment Advisors of Raymond James Ltd.

DoughBox Wood Fired Pizza & Pasta EFL Global Logistics Canada Ltd. Elizion Tech Inc.

Maple Reinders Group Ltd. Mississauga Steelheads Hockey Club

Falcon Law PC

Queen’s College / Lambton College in Mississauga

Genpak

Razor Creative Solutions Inc.

Greater Toronto Executive Centre

Roar Engineering

Heidelberg Canada

Royal LePage Meadowtowne Realty, Brokerage

High Strength Plates and Profiles Inc.

TELUS Business

I-Gard Corporation

Xediton Pharmaceuticals Inc.

C HA E F ER R AL H AM B E R R RE A LS YOUR LOCAL

CHAMBER OF COMMERCE

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referrals@mbot.com | 905.273.6151 x 360

CONNECT | 2022 ISSUE 1

S+W

There’s no finish line in business.

When you’ve reached all your goals, you have to be ready for the next plateau.

To delight your customers you always have to be doing things better, faster and different. For more than 25 years, Spyder Works has been a leading business consultancy for mid-market organizations and intrapreneurs, globally.

We develop design-driven strategies to help our clients move past their time-consuming “front burner” issues and develop clear, implementable steps into the future. Working in partnership, we challenge our clients to see their business from the customers’ perspective and transform this learning into better ways of communicating, working and engaging opportunities for growth. Because in business, there’s no finish line, only starting gates.

Contact us at info@spyder.works or visit www.spyder.works Small Steps. Epic Journey.