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Canada’s #1, most widely read publication for Apartment Owners, Managers and Association Executives

Vol.6 No.2 June 2013 rentalhousingbusiness.ca

RENTAL HOUSING BUSINESS

KRIS BOYCE

GREENWIN

HDAA A R U N

HAMILTON & DISTRICT APARTMENT ASSOCIATION

PAT H A K

Online, Social and Mobile: Preparing for the Next Generation of Renters

– 11 ne 13 Ju ne y, Ju da y, es da Tu urs Th

Property tax assessment and the purchase process

Conference Show Guide at-a-glance in National Outlook


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his issue of RHB Magazine provides extensive coverage of the CFAA Rental Housing Conference 2013. See page 1 of National Outlook for the highlights of the conference, page 9 for the topics and schedule, page 10 and 11 for the map of the presentation rooms and exhibitors’ booths and page 3 and 4 for the description of the exhibitors. If you miss the Conference this year, we invite you to plan to take in the Rental Housing Conference 2014 in Vancouver, or the Rental Housing Conference 2015 when it will return to Ontario. This is the one and only major rental housing conference put on by the rental housing industry, with the proceeds serving to fund the rental housing industry’s federal lobbying efforts. Another service from CFAA is the Rental Housing Employee Compensation Survey. Together with CFAA’s consultant, Pal Benefits Inc, CFAA is substantially upgrading the survey this year. In 2013 each report will provide Canada-wide data, provincial or regional data and city based data for 30 rental housing positions, 12 at building sites and 18 at head offices. The report will provide city-specific data if it can be reported, or if not, a statistical estimate of the city’s pay scales for all 30 positions. For survey participants, the survey report prices will be unchanged from 2011. Landlords who do not provide their compensation data will have to pay more, since participation is essential for the best survey. I urge all rental housing providers to participate in the survey by providing their employee compensation data as described at page 30. This compensation data is essential if you are to implement an effective compensation strategy. Get the critical data economically by signing up by June 30, and providing your data.

In the feature story starting at page 12, learn about the operations and human resources innovations of Greenwin, which operates rental property at a wide variety of rent levels in the private market and also for major social housing providers. An article starting at page 34 provides a profile of Arun Pathak, a successful landlord and long-serving president of the Hamilton & District Apartment Association. Besides serving as a CFAA director, Arun is very active politically at the municipal and provincial levels. He is speaking at the CFAA Conference on the subject of landlord licensing in Ontario. In National Outlook, at page 6, you will find an article about the disputes that sometimes arise from employees’ use of social media. Daniel Chodos is an employment lawyer who is speaking at the CFAA conference on that and other aspects of social media. He kindly provided an article which can be used as a take-away of the key points in establishing a landlord’s policy on social media for their employees. We hope you enjoy this issue of RHB Magazine, including National Outlook.

John Dickie John Dickie, CFAA President

CFAA Member Associations British Columbia Apartment Owners and Managers Association (BCAOMA) www.bcaoma.com P: 604.733.9440, 1-877-700-9440

Kingston Rental Property Owners Association (KRPOA) www.kingstonrentals.com P: 613-572-7276

Rental Owners and Managers Society of BC (ROMS BC) www.romsbc.com P: 250-382-6324, 1-888-330-6707

Eastern Ontario Landlord Organization (EOLO) www.eolo.ca P: 613-235-9792

London Property Management Association (LPMA) www.lpma.ca P: 519-672-6999

Saskatchewan Rental Housing Industry Association (SRHIA) www.srhia.ca P: 306-653-7149

Federation of Rental-housing Providers of Ontario (FRPO) www.frpo.org P: 416-385-1100, 1-877-688-1960

Manufactured Home Park Owners Alliance of British Columbia (MHPOA) www.mhpo.com P: 1-877-222-4560

Waterloo Regional Apartment Management Association (WRAMA) www.wrama.com P: 519-748-0703

Greater Toronto Apartment Association (GTAA) www.gtaaonline.com P: 416-385-3435

New Brunswick Apartment Owners Association (NBAOA) www.nbaoa.myidealhome.com P: 506-640-1460

Hamilton & District Apartment Association (HDAA) www.hamiltonapartmentassociation.ca P: 289-440-3185

Professional Property Managers’ Association (of Manitoba) (PPMA) www.ppmamanitoba.com P: 204-957-1224

Investment Property Owners Association of Nova Scotia (IPOANS) www.ipoans.ns.ca P: 902-425-3572

The Canadian Federation of Apartment Associations represents the owners and managers of close to one million residential rental suites in Canada, through 14 apartment associations and direct landlord memberships across Canada. CFAA is the sole national organization representing the interests of Canada’s $80 billion rental housing industry. For more information about CFAA itself, see www.cfaa-fcapi.org or telephone 613-235-0101


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Editor’s Note

S

ummer is here, which I thoroughly enjoy because I am a sincere fan of hanging out by a pool or beach and attempting to do as little as possible while reading a good book. As I have a daughter who is going on three years old, I have very few opportunities to do nothing or focus all my attention on something else. June is also the month for CFAA’s annual Rental Housing Conference. RHB Magazine is the exclusive media partner for the conference, so we would like to thank all the sponsors and advertisers who helped to make the conference (and this issue) such a success. These annual conferences have a lot to offer, such as informative speakers, exhibitors with products and services relevant to the rental housing industry, and interesting events. This issue has information about the conference and those involved who helped to make the event possible, so make sure that you give it a good look through (especially if you did not have time to attend this year). This month we have a profile of Greenwin Incorporated, one of the largest privately owned residential property management companies in Canada. The firm has developed and managed multi-family residential properties for 65 years, and as such has been on the front lines of the evolving rental housing industry. Kris Boyce, Greenwin CEO, provides her views on the future of Greenwin and the rental housing industry, while other upper level managers provide their input on asset management, employee mentoring, marketing and other topics. We also have a profile of Arun Pathak, who is President of the Hamilton and District Apartment Association (HDAA). Arun has been involved in property management for more than 25 years, and has been politically active in the rental housing industry for almost as long. HDAA represents landlords and property managers in Hamilton and the Golden Horseshoe. We would like to invite you to tell us about what your company is doing in the area of charitable initiatives. RHB believes that charity begins at home, and that it helps to promote a healthy rental housing industry. Send me an email at david@rentalhousingbusiness.ca and perhaps we’ll feature your organization and its charitable efforts in a future issue. Check out the rest of the articles and information in the magazine, as well as CFAA’s newsletter, National Outlook.

Vol. 6 No. 2 CO-FOUNDER, DIRECTOR

Juan Malvestitti juan@rentalhousingbusiness.ca

CO-FOUNDER, PUBLISHER

Marc L. Côté marc@rentalhousingbusiness.ca

EDITORIAL

David Gargaro david@rentalhousingbusiness.ca

CONTRIBUTING EDITOR

John Dickie, President CFAA jdickie@rentalhousingbusiness.ca

DESIGN

Thomas Calvert

PHOTOGRAPHY

Donna Santos Photography

OFFICE MANAGER Kayla Clark

SUBSCRIPTIONS Canada: One year $27.00 Elsewhere: $39.00 Single copy sales: Canada $9.00 Elsewhere: $12.00 Opinions expressed in articles are those of the authors and do not necessarily reflect the views and opinions of the CFAA Board or management. CFAA and RHB Inc. accept no liability for information contained herein. All rights reserved. Contents may not be reproduced without written permission from the publisher.

P.O. Box 696 Maple, ON, L6A 1S7 416.236.7473 www.rentalhousingbusiness.ca

All contents copyright © RHB Inc.

Enjoy the issue!

David Gargaro To view the online edition of RHB, please go to www.rentalhousingbusiness.ca

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TABLE OF CONTENTS

Kris Boyce, left, of Greenwin Inc. (pageO’Shanter 12) Development Company – pg 12 & Arun Pathak of HDAA (page 34)

12 34

Greenwin Inc. Greenwin has been at the forefront of many industry trends that have shaped the rental housing landscape, and thanks to the leadership and buy-in of its founders and top management, the company has established the groundwork for future growth and development.

32

There will be a growing demand to have your full flight of property marketing services available online. Your prospects and residents will be looking to complete just about every task electronically.

ARUN PATHAK and HDAA Arun Pathak is President of the Hamilton and District Apartment Association (HDAA), which represents landlords and property managers in Hamilton and the Golden Horseshoe.

2013

CFAA RENTAL

Online, Social and Mobile: Preparing for the Next Generation of Renters

38

Property tax assessment and the purchase process As the purchaser, you need to be sure you’re aware of all the possible outcomes as a result of your proposed purchase. In other words, you must do your due diligence.

“the industry’s conference”

CFAA RENTAL HOUSING CONFERENCE 2013 HOUSING CONFERENCE Toronto, June 11-13, 2013

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Organized by CFAA with the support Who should attend? of FRPO and GTAA Rental Housing Executives Rental Housing Investors Independent Rental Owners Property Managers Asset Managers Landlord Communications People Commercial Realtors

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Kristin Ley, Cohen Highley Peter Altobelli, Yardi Andrew Lowe, Oxford Doug Bibby, NMHC Valerie MacLean, BCAOMA Kristina Boyce, Greenwin Frank Malone, TD Canada Trust Vince Brescia, FRPO Tony Manganiello, Cushman & Wakefield Ruth Buckle, Killam Properties Maureen McMahon, Gateway Avrom Charach, Kay Four Properties Steven Osiel, PAL Benefits Daniel Chodos, Whitten & Lublin David Polisi, Manaya Marketing Solutions Daryl Chong, GTAA On CFAA behalf of CFAA and its partners, Patrick Postrehovsky, RentMoola John Dickie, Romundt, Centurion ApartmentConference! REIT Aird & Berlisyou to this year’sGreg would like Bob toDoumani, welcome Rental Housing Danny Roth, Brandon Communications Will Dunning, Will Dunning Inc. Economic Research BJ Santavy, Skyline Apartment REIT Robert Fleet, First National Tom Schwartz, CAPREIT Tom Gerard, Cushman & Wakefield Tyler Seaman, Oxford Properties Darren Henry, National Efficiency Systems Inc. Paul Smith, DMS Property Management Bonnie Hoy, Bonnie Hoy & Associates Inc. Tim Sommer, Cushman & Wakefield Jeremy Jackson, Killam Properties John Stang, Minto Naj Jivaji, Halsall Associates Wayne Tuck, Centurion Apartment REIT Debbie Johnson, Gateway Martin Zegray, Realstar Al Kemp, ROMS BC Bill Zigomanis, Boardwalk Mark Kenney, CAPREIT Sponsored by:

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CFAA RENTAL HOUSING CONFERENCE GUIDE & NATIONAL OUTLOOK National Outlook, the newsletter of the Canadian Federation of Apartment Associations (CFAA), provides political news, policy updates, association news, and other information to keep rental housing providers up to date and ready for future opportunities and risks.


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From left to right: Mark Kesseler, Director of Construction & Physical Operations; Jessica Green, Corporate Communications and Branding; Jenny Affe, Director, Human Resources; Kris Boyce, CEO

12 june 2013


GREENWIN I N C .

Keeping an eye on the future

Rental Housing Business 13


[ Centurion ]

“Since joining Greenwin, I’ve encouraged our senior leadership team to set the tone from the top by fostering a culture of integrity throughout the organization that would ultimately meet our highest ethical standards.” – Kris Boyce

Greenwin Inc. has developed and managed multi-family residential properties for 65 years, and is one of Canada’s largest privately owned residential property management firms. As such, the firm has been at the forefront of many industry trends that have shaped the rental housing landscape, and has led the way in suburban housing developments. Thanks to the leadership and buy-in of Greenwin’s founders and top management, the company has been able to establish the groundwork for future growth and development. Forward thinking begins at the top Greenwin is a family owned and operated company, and was built upon a foundation of hands-on management, site-level accessibility and innovation. When Kris Boyce came on board as CEO in July 2012, she was thrilled to work within this culture. Her goal was to establish a strategic direction that would enable her to drive Greenwin’s total performance so that it would be consistent with stakeholders’ interests.

14 june 2013

“As CEO, it’s my job to secure appropriate economic returns and create sustainable value,” said Kris. “Since joining Greenwin, I’ve encouraged our senior leadership team to set the tone from the top by fostering a culture of integrity throughout the organization that would ultimately meet the highest ethical standards.” Greenwin’s core goals focus on sound asset management and creating value for clients. These values have guided the company throughout the decades, so Kris had to keep them in mind when establishing corporate priorities going forward. She determined that Greenwin must pursue sustainable, profitable growth, develop sound capital and operating plans based on asset management planning, establish a performance-driven environment grounded in high employee engagement and commit to a customerdriven mindset. For the short term, Greenwin plans to continue its growth trajectory through direct purchasing of assets and third-party management.


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[ Greenwin ]

Multi-residential real estate property management will remain central to its service offerings, which includes non-profit, affordable and Toronto Community Housing projects. Greenwin also plans to increase its commercial real estate portfolio, and expand into the US real estate market should opportunities arise. “Greenwin has been able to make the most of a buyers’ market by acquiring new assets through our purchasing capabilities,” said Kris. “Our clients have also expanded their portfolios over the last two years, which has enabled us to capitalize on our expertise to maximize revenue and improve assets, and therefore increase the value add for our owners and clients.” Kris’ vision of the future includes an evolving and maturing clientele. She believes that renters are becoming more sophisticated in their needs and wants with respect to rental properties, so Greenwin (whether acting as managing agent or rental housing provider) must find ways to meet those demands. This includes using technology, such as real-time data management platforms, to better understand and meet renters’ needs. Kris would also like to promote Greenwin’s valueadd proposition by engaging personnel, resources and educational programs that work together to sell the rental experience. Her goal is to target rental owners who wish to maximize value in a changing environment. She also wants to promote Greenwin internally and externally by leveraging the company’s positive reputation. “Our long-term vision is to be known for development, construction, acquisition and asset management, and property management,” said Kris. “We want to exceed last month’s benchmarks and achieve success in a timely and effective manner. We will develop and motivate key client relationships while setting the tone for effective business development.” Culture and service depend on people Greenwin has always believed in leading from the top and leading by example. The owners and upper management believe that they must set the tone for the culture and values they want to uphold, and then they must drive and embed that tone in everything they do as an organization.

16 june 2013


Congratulations to

Kris Boyce and best wishes going forward from the TAC Group of Companies

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[ Greenwin ]

“You don’t have to be in a management capacity to demonstrate leadership. We look to all of our employees to lead themselves and their teams – to take every opportunity to shine and make a difference.” – Jenny Affe

“It starts at the top and it filters down to every employee in every position,” said Jenny Affe, Director, Human Resources. “You don’t have to be in a management capacity to demonstrate leadership. We look to all our employees to lead themselves and their teams – to take every opportunity to shine and make a difference.” Greenwin engrains the principles of mutual respect, positive energy, integrity and trust into its everyday practices, which apply to every coaching opportunity, conversation and touchpoint. The CEO has established a level at which she expects management and employees to present and represent themselves. Again, Kris sets the standard and her expectations permeate through every level of the organization. By establishing these principles as a foundation, Greenwin believes that it can resolve any issues and mediate any problems. “Recently, I read a Businessweek article about the CEO of Quicken Loans sharing his cell number with the company’s 8,500 employees, so I texted Kris Boyce to see if she felt comfortable doing the same,” said Jessica Green, who is responsible for Greenwin’s corporate communications and branding. “The next day, Kris sent out an email to the entire company that invited team members to call her if they ever felt like it. That day, she emailed me saying that she’d just had a great chat with a building rep who ‘couldn’t believe she actually picked up’.” Greenwin understands that it takes time to develop great leaders, and that success depends on having the right mentors and leaders contribute to their personal and professional growth and development. To ensure its future success, Greenwin surrounds leaders with fundamentally smart, hard-working, driven individuals, which in turn inspires their passion and dedication to nurture and give back.

18 june 2013

Subject matter specialists lead each of Greenwin’s departments. The company cross-trains employees so that they can diversify and reach beyond their departments to help other teams. Greenwin’s goal is to design each department to facilitate succession planning and to grow future leaders, and its continued education mandate is to entice the next generation into the real estate profession. Keeping employees engaged is an essential element of maintaining a satisfied and fulfilled workforce, which results in efficiencies and productivity across all channels of the business. Greenwin understands that an engaged employee is the desired benchmark, so the company offers its employees work that leverages their individual strengths and needs, which enables their success. To achieve this standard, Greenwin works to provide intrinsic and extrinsic motivators that are connected to employee satisfaction. These motivators include competitive compensation and benefits packages, flexible work arrangements, work-life balance, learning and development opportunities, and career advancement. “In addition to these practices, what sets us apart and engages our employees is an established expectation of mutual respect and acknowledgement of everyone’s talents and contributions,” said Jenny. “What everyone does matters, how they do it matters more, and their ability to ultimately deliver and feel proud of their accomplishments matters most.” Coaching and mentoring increase returns Greenwin believes that coaching and performance management are critical to ensuring the success of its human resources. Management employs “just-in-time coaching” to train its managers, which addresses performance in the moment and aims to resolve issues


PROUD TO PA RTNER wITH

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[ Greenwin ]

or conflicts immediately. Although Greenwin has an established annual performance management process, the management team is trained to acknowledge, reward and redirect performance at every opportunity. “Consistent, honest, real-time coaching and feedback are fundamental to every employee’s development,” said Jenny. “One cannot base an employee’s potential or overall performance on a 60 minute sit-down once a year. Open and honest communication is critical. The value is demonstrated through retention and engagement.” Mentoring has been a part of Greenwin’s business methodology since its inception, as the founders have been passing on their knowledge and expertise to those who worked with them. Greenwin is revitalizing this concept by developing a mentorship program that will partner future stars with seasoned industry pros. The mentoring partnership will be based on coaching and support from a core group of trusted advisors who will lead employees through different stages in their careers. While technology has transformed the way people do business, it is also transforming how employees learn, and how Greenwin is teaching them. Greenwin believes in balancing technological training options with “old-fashioned” person-to-person training that uses interaction, simulation and hands-on practice to push learning to a different level. Greenwin plans to use on-site best practices sessions, leadership practices and “on the job” learning sessions to create modules for staff and management that target what they need to succeed in their current roles and create a path for future growth. Management believes that it is vital to leverage employees’ strengths and unique skill sets, and will focus on what employees are passionate about doing. Greenwin understands that the value of training and development programs goes beyond financial returns, as it translates into increased competence, employee retention and employee engagement. “Providing the tools to do the job does not always mean the best technology or the most expensive courses,” said Jenny. “At Greenwin, it means first ensuring that the core fundamentals are passed on by those who are not only experienced but, more importantly, have a passion for sharing information and want to set up their colleagues for success.”

20 june 2013


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[ Greenwin ]

Greenwin has found that new generations of employees are becoming easier to find due to social media and recruitment programs that drive marketing exposure. The company has differentiated itself by promoting its culture and initiatives through social media channels. Greenwin believes that today’s employees bring energy and out-of-the-box solutions that will help it to revolutionize the industry as it continues to pursue non-traditional methods of management and operations. “The new generation is flexible, tech savvy, craves reward, recognition and advancement, and, most of all, wants to be involved,” said Jenny. “We partner this new generation with industry experts and then watch the two-way learning that evolves from the partnerships we create.“ Tying growth to asset management Paying strict attention to asset management is essential for deriving value for owners and investors, which is important in assuring growth. Since Greenwin owns a number of properties, it understands that asset management includes controlling expenses, maximizing revenue, collecting rents and creating value. These concepts are central to its corporate culture, policies and procedures. “Asset management involves understanding the many building components within high-rise construction and applying end-of-usefullife cycles,” said Mark Kesseler, Director of Construction and Physical Operations. “This means assessing the buildings’ components prior

to the end of their useful life and engaging in capital planning over five- and ten-year periods.” Capital planning involves looking to a building’s future. A key factor is end of useful life, which enables management to determine when assets need to be upgraded, replaced or retired. Proper planning allows Greenwin to determine whether to phase in projects over a period of several years, with financing enabled through proper allocation of cash flow, or to address issues immediately through other financing methods. Project starts can also be affected by structure integrity and/or resident safety. Managing asset renewal projects involves understanding the deliverables within each project and then determining a welldefined scope of work. Establishing construction schedules with specific start and completion deadlines is essential. Communicating with stakeholders is also vital, which includes informing tenants who will be affected by the work. Greenwin’s property managers are integral to its building maintenance program, as they ensure that issues are dealt with in their buildings. The company trains property managers to review and properly implement preventative maintenance programs, and will assist them with compiling scopes of work. Management works with property managers to guarantee that they understand their responsibilities, and knows that delegating responsibility through the chain of command contributes to getting projects completed on time.

“Asset management involves understanding the many building components within high-rise construction and applying end-of-useful-life cycles. This means assessing the buildings’ components prior to the end of their useful life and engaging in capital planning over five- and ten-year periods.” – Mark Kesseler

22 june 2013


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[ Greenwin ]

Complying with legislation is a constant in the rental housing industry, and this will remain the case for the foreseeable future. Greenwin places great emphasis on ensuring that the appropriate personnel are educated on the application of laws and by-laws, as well as staying informed of (and applying) changes in federal, provincial and municipal legislation. “My involvement with the education and energy committees of the Greater Toronto Apartment Association (GTAA) assists me with being up to date with municipal issues that affect the rental housing industry,” said Mark. “My affiliation with the Federation of Rental Housing Providers of Ontario (FRPO) and other associations also keeps me informed of provincial legislation changes.” Marketing and branding drive results “Greenwin’s unique and savvy branding and marketing team keeps us on the cutting edge of digital media communications,” said Kris. “The overall message is driven by our people. The satisfaction of our stakeholders is the fodder for most of our marketing to attract and retain future residents and clients.” Rather than focusing on traditional forms of marketing, Greenwin is taking a new approach to attracting quality rental leads. The company uses inbound marketing, which is an integrated, multi-channel concept that engages current and prospective clients, employees and renters throughout their lifespan. The platform includes search engine optimization on the company website, social media platforms, electronic newsletters and social programming. “Greenwin will continue to use print campaigns where warranted, but we will also actively seek out potential renters in places that they’re most likely to be, and then broadcast content that’s relevant rather than interruptive,” said Jessica. “We’re now attracting more people to our properties via social media than with traditional print ads.” While rental costs have always been, and will continue to be, a driving factor that attracts (or repels) renters, Greenwin understands that many tenants will pay a premium for good locations (e.g., on the subway line, good Walk Score).

24 june 2013


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[ Greenwin ]

“We’re able to retain renters by being available 24/7. Social media enables renters to post issues online, which are visible to the world. By acknowledging and rectifying issues, we can turn these issues into opportunities to step up and shine.” – Jessica Green Female students and parents are also concerned about security, so they want to know that buildings have full-time, on-site staff and working camera systems. Renters also want updated suites, exercise rooms, and modern social rooms or common areas. “We know that many current and potential renters are tech savvy and involved with social media, and this percentage will continue to grow,” said Jessica. “We’re able to retain renters by being available 24/7. Social media enables renters to post issues online, which are visible to the world. By acknowledging and rectifying issues, we can turn these issues into opportunities to step up and shine.”

26 june 2013

Greenwin’s goal is to attract customers, convert and close them, and then stay with them throughout their experience with the company. The first step to attracting and maintaining quality renters (as well as clients and employees) involves generating targeted content on a global yet integrated scale. Greenwin maintains a corporate website, but it was also among the first property management firms to use social media, including blogging, press releases, Facebook and Twitter. The next step is to stay with the lead before, during and after they close by putting out information that appeals to a specific need, along


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Rental Housing Business 27


[ Greenwin ]

with a call to action. At this point, Greenwin has the renter’s contact information, which enables company representatives to contact them, bring them in for a showing, sell them on the “Greenwin way” and close them. “Once a lead is attracted and converted to a customer, we continue to engage them through social media contests, newsletters, satisfaction surveys, events and more,” said Jessica. “We truly want to make our people happy. When they’re having a good time, we post it for everyone to see.”

youth, as well as training in sports and literacy. To help make events possible, Greenwin assembles a team of staff, residents, property owners, local city councillors and neighbouring businesses. “We’re powerless without the buy-in of both the private and public sectors,” said Jessica. “These partnerships result in dynamic, fruitful relationships, with the benefits being passed along to our renters that need it the most.”

Greenwin’s social programming is a mandate at all properties. It encourages property managers to host regular events that involve enriching the social aspect of the rental experience or fundraising for those in need. Greenwin facilitates the process by creating a roster of events categorized by time of year and target audience, and provides the necessary items to host and publicize the event.

Greenwin believes that its marketing difference succeeds because of its employees, who inspire the desired feelings in their prospects. However, its inbound marketing methodology works because upper management has bought into the concept. The CEO understands the value and ROI potential of digital marketing, and that content creation is central to making it work. Kris hosts Weekly Wellness Walks, employee lunches and office contests that provide the marketing team with regular subject matter to disseminate.

Regular events include seasonal BBQs, kids’ craft nights, movie dates and hockey screenings, and include small donations for local causes. Larger scale programming includes ESL, employment training and children’s drop-in centres that provide mentoring for at-risk

“Our success has taken years of hard work and long hours, and we still have a long way to go,” said Jessica. “But with the buy-in of our company’s leaders, there’s never a lack of material that’s relevant and helpful to put out there.” RHB

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Rental Housing Business 29


IN THE KNOW RENTAL HOUSING EMPLOYEE COMPENSATION SURVEY – REGISTER BY JUNE 30 FOR PREFERRED RATES Rental housing providers across Canada can obtain preferred access to the one and only employee compensation survey for this industry by registering by June 30.

Survey timing The data will be collected in June and July, analyzed over August, and the reports issued in September. In October, the survey consultant, Pal Benefits, will host a seminar in Toronto, and a webinar, to present the findings and answer questions on how to make the best use of the survey.

The 2013 CFAA Employee Compensation Survey is new and improved. The 2013 survey will address 30 rental housing positions, consisting of 12 building positions and 18 head office or corporate positions.

Survey pricing – participate and save! To encourage maximum survey participation, survey participants who provide their employee data received sharply discounted prices, as shown in the table.

Survey contents For all positions and all cities, the 2013 survey will provide Canada-wide data and provincial or regional data, as well as actual city data, or a statistical estimate of city wages for the positions for which there is not enough local data. For a complete list of the positions being covered, see the compensation survey section at www.cfaa-fcapi.org.

Additional information Custom cuts of the data will be available from Pal Benefits at an additional charge.

For several positions, the data will be reported showing the compensation driven by building size. The survey will also provide information on benefit programs, pension plans, turnover rates, and other HR practices. The CFAA Employee Compensation Survey will cover over 6,000 employees of landlords of various sizes.

Pal Benefits will keep the data completely confidential, and not share it with anyone, including CFAA, other than through the reports which always aggregate landlords and employees to protect privacy. Sign up today to participate in and buy the compensation survey, by e-mailing CFAA at admin@cfaa-fcapi.org, or by filling out and faxing in the order form found in the compensation survey section at www.cfaa-fcapi.org. As long as you have at least one employee, landlords will want to participate in the rental housing industry’s employee compensation survey! Get the data you need to pay right, and maximize your returns! Survey Participant

Non-Participant

Survey Results

Compensation & Benefits Survey

Compensation & Benefits Survey

Compensation Survey ONLY

National Report: (All Cities surveyed)

$1,500

$4,500

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Greater Toronto Area (Full report)

$350

$950

$825

Halifax, Montreal, Ottawa, Calgary, Edmonton, Vancouver, Toronto (a restricted report)

$250 each city

$750 each city

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Quebec City, Kingston, Hamilton/Burlington, London, Ontario smaller centres, Waterloo Region, Winnipeg, Saskatoon/Regina, Victoria

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$425 each city Continued on page 26

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CFAA RENTAL HOUSING CONFERENCE 2013 TUESDAY, JUNE 11 - THURSDAY, JUNE 13

NATIONAL OUTLOOK

RHB EDITION

Welcome to the CFAA

Rental Housing Conference

What not to miss Welcome to the CFAA Rental Housing Conference 2013. Our annual conference has a great deal to offer attendees, and this year is no exception. Here are five great features of this year’s conference (which might encourage you to join us in Vancouver in June 2014).

housing sales in different provinces, developing national trends and issues, student housing, and the availability of financing for rental developments. You can also listen to an executive round table on rental risks and opportunities as perceived by major REITs, pension funds and private companies.

1. Benjamin Tal’s economic update Benjamin Tal is the Deputy Chief Economist at CIBC World Markets. He is recognized as one of Canada’s leading experts on the real estate market. From Benjamin, you’ll hear what is happening in the world, the U.S. and Canadian economies, and the impact those forces will have on employment, interest rates, labour markets, rental markets and rental building values across Canada.

On Thursday, speakers will provide updates on building science, employment law, the labour market, landlord-tenant law, development issues and waste handling. Other topics include communicating with prospects and residents, innovations in rental operations, employment compensation strategies, lessons we can learn from the hotel industry, and dealing with a public relations crisis.

2. Informative exhibitors Meet the people behind the products and systems you use in your business. The conference offers the unique opportunity to meet, network and speak with specialists in marketing, tenant relations, utility management, building management and other key areas. CFAA conference exhibitors will be more than happy to share their knowledge, tips, techniques and advice with you on everything related to the rental housing industry. This is an intimate trade show, which deliberately includes only a limited number of exhibitors. You can talk to every exhibitor, and not get overwhelmed. 3. Hockey Hall of Fame supper and Wyse after-party Enjoy the CFAA supper and Wyse after-party at the Hockey Hall of Fame on Wednesday, June 12 with your rental housing peers. You can get up close and personal with the Stanley Cup and other historic trophies, and explore the largest collection of hockey memorabilia in the world. Make sure to play the interactive games and shop at the Hockey Hall of Fame store. Of course, you can also partake of some great food and beverages, while trading stories with your peers. 4. Education sessions The education sessions offer close to 50 speakers on a wide variety of topics of interest to members of the rental housing industry. On Wednesday, you can learn about major rental

5. Building Innovations tour The CFAA Building Innovations Bus Tour on Tuesday, June 11 took delegates to four different buildings with interesting features they can apply to increase the tenant appeal and income of their properties. At 600 Kingston Road, by Timbercreek: award-winning suite renovations and lobby and entrance renovations, showing what can be done to upgrade a mature building and increase rents. At 77 Davisville Road, by Greenrock: an award-winning sculpture garden, landscaping, and a new design for rental and management offices. At 45 Balliol Street, also by Greenrock: modernized, awardwinning lobbies, an upgraded pool and a new fitness centre that are increasing rents and raising tenant retention. At 105 Harrison Garden, by K & G Group: a brand new rental building with extensive, state-of-the-art amenities, condo quality finishes, modern unit layouts, and top quality, modern kitchens and bathrooms.

Inside this edition Social media and the Workplace p. 6 In National Outlook (electronic edition) Available at www.cfaa-fcapi.org

BC and Ontario political status CFAA Rental Housing employee Compensation Survey

National Outlook - RHB Edition 1


CFAA RENTAL HOUSING CONFERENCE 2013 TUESDAY, JUNE 11 - THURSDAY, JUNE 13

CFAA Rental Housing Conference 2013: Exhibitors BCAP (Thurs.) Burlington Business Forms Inc. and BCAP are full-service printing/promotional and fulfillment services companies headquartered in Ontario. With over 15 years experience, BCAP has become an industry leader from coast to coast. CARMA Industries (Wed., Thurs.) CARMA Industries is a Canadian owned and operated manufacturer and distributor of submetering and billing solutions. CARMA has helped numerous building owners take control of their electricity, water and natural gas costs. Cohen Highley LLP (Thurs.) Cohen Highley LLP provides legal services to rental industry clients throughout Ontario and Canada. The firm’s legal advisors have a proven track record as innovative and effective advocates for landlords in the area of residential tenancies law. Coinamatic (HHOF Supper) Coinamatic is the leading provider of outsourced laundry equipment and service to the multi-unit housing industry, and provides sustainable laundry solutions to over 15,000 customer locations in 525 communities across Canada. It offers ultimate customer service with a 24/7 multilingual live voice call centre supported by a coast-to-coast national service team. Enbridge (Wed.) Enbridge Gas Distribution delivers safe, reliable natural gas to 2 million customers in Ontario. Enbridge provides customers with energy efficiency programs to help them use energy wisely and save money. EnerCare Connections (Wed., Thurs.) EnerCare Connections is a full service sub-metering and water management company serving multi-residential and commercial markets in Alberta, Ontario and elsewhere in Canada. EnerCare provides clients with a no-capital cost approach to conserving electricity in multi-residential buildings through the fair allocation of electricity costs between individual consumers. EnerCare offers utility analysis, meter installation, online consumption information for consumers, bill presentation and collection, project monitoring and verification. Gottarent.com (Thurs.) Gottarent.com offers landlords and property managers a full suite of communication tools and solutions to deliver high quality tenants. Through the use of lead generation, branding, SEO, SEM, Google AdWords and advertising measurement across all mediums including social media, Gottarent.com achieves great results for their clients. Gottarent.com’s network of sites includes Gottarent.com, 247apartments.

com, gscrentals.com, apartmentcorner.com, yourclassifieds. ca and the MIH Network and has extensive reach through Metroland Media’s Community sites. Gottarent.com promotes your listings and brand on all of its sites. Gottarent Network works to give its clients a broad reach with 1.2 million viewers a month. InSinkErator (Thurs.) InSinkErator is a leading advocate of responsible food waste management. Its food waste disposers provide a convenient and environmentally friendly alternative to transporting food scraps to landfills. Landlord Web Solutions (Wed.) Landlord Web Solutions Inc. is Canada’s only online marketing and website development company working exclusively for the rental industry. LWS has developed over 40 websites for landlords representing 1,400+ properties. LWS has a solution for every size of portfolio and budget. Manaya (Wed.) Manaya is a mobile marketing company that provides instant rental information through its Text for Info service. Potential renters who pass by your property rental sign can send a text message using any mobile device and view detailed rental information and videos instantly. Companies that use Manaya’s service see 55% of inquiries take place outside office hours (35% on the weekend). My Ideal Home Network (Thurs.) My Ideal Home Rental Network is an established, reputable leader in the online vacancy rental advertising market. It finds, develops, and implements programs and products that enable landlords and renters to find each other in the most efficient manner possible while maximizing the owner’s/ landlord’s corporate exposure and profile. Orkin Canada (Thurs.) Orkin Canada is Canada’s largest pest control provider and a leader in developing fast, effective and environmentally responsible pest control solutions. Orkin’s customized programs are backed by the industry’s most comprehensive guarantees. Pal Benefits Inc. (Wed.) Pal Benefits Inc. is a consulting organization that provides guidance in the areas of benefits, retirement issues and compensation, helping clients develop employee programs into tools to achieve company goals. Pal Benefits performs the CFAA Rental Housing Employee Compensation survey. continued on page 4

National Outlook - RHB Edition 3


CFAA RENTAL HOUSING CONFERENCE 2013 TUESDAY, JUNE 11 - THURSDAY, JUNE 13

Pattison OneStop (Thurs.) Pattison Onestop’s Residential Network is a first-ofits-kind communications and advertising medium that enables property managers to deliver timely and relevant building-specific messages to residents in heavy-traffic common areas.

Rogers Communications (Thurs.) Rogers understands what the rental industry is looking for in a communications and entertainment provider. It ensures that tenants are completely satisfied with their innovative cable TV, Internet and home phone services.

Places4Students.com (Wed.) Places4Students.com is the proven off-campus housing solution for college and university campuses. This rental property listing service helps landlords and property management companies to advertise their rental vacancies to students.

Sparkle Solutions provides on-premise laundry services to the rental housing industry. Sparkle supplies, services and manages coin- and card-operated washers and dryers and helps customers to reduce operating costs.

Rent Check Credit Bureau (Wed.) Rent Check helps landlords to obtain access to millions of rental records, credit information from Equifax and/or TransUnion, as well as business credit and criminal reports. It provides userfriendly access to reports and qualification tools. RentMoola (Thurs.) RentMoola is a mobile and online payment network that allows renters and condo owners to pay rent, condo fees and other bills with their credit cards. It provides cloud financial, transactional and accounting reports for seamless integration into accounting systems.

CFAA ALLIED MEMBERS: Gold EnerCare Connections Gottarent.com My Ideal Home Network

RHB Magazine Yardi Systems Wyse Meter Solutions

Silver Cohen Highley LLP Excel Collection Services Landlord Web Solutions

Noble Building Supplies Places4Students.com RentMoola

Bronze bazinga! Technologies BCAP Bentall Kennedy (Canada) LP Carma Industries Enbridge Gas Distribution Coinamatic H&S Building Supplies InSinkErator

Orkin Canada Pattison OneStop Rent Check Credit Bureau Rogers Communications Sparkle Solutions Suite Collections Water Matrix Zipsure.ca

4 National Outlook - RHB Edition

Sparkle Solutions (Wed.)

Suite Collections (Thurs.) Suite Collections is committed to the professional collection of residential debts. Services include locating debtors, attending court, obtaining judgments, garnishing wages and bank accounts, registering debts with credit agencies, and enforcing orders. Water Matrix (Thurs.) Water Matrix is a leading provider of water efficiency products and services to multi-residential property owners and managers across Canada. Its water management retrofit programs can reduce water consumption by up to 40%. Wyse Meter Solutions (HHOF after-party) Wyse Meter Solutions provides end-to-end sub-metering services to the Canadian multi-residential market. Wyse helps property owners, developers, managers and residents get the most out of the efficiencies of sub-metering. Wyse brings best-in-class hardware and technology, installation, billing and reporting systems and customer service to deliver comprehensive turnkey smart metering solutions. Customers call Wyse for comprehensive sub-metering solutions, from hardware and installation to billing and ongoing service. YARDI Systems (Wed., Thurs.) Yardi Systems is a leader in design, development and support of real estate investment management and property management software. Yardi Voyager™ is an enterprise property management platform that can be extended with the Yardi Orion™ for SharePoint® business intelligence platform and smart additions from the Yardi Multifamily Suite™, including the RENTCafé Solutions platform with end-to-end property marketing, online leasing and resident services. Yardi is committed to serving Canada with the most comprehensive real estate software and services available. More information about Yardi products and services is available at www.yardi.com. ZipSure.ca (Wed.) ZipSure.ca provides affordable, accessible and easy-to-buy insurance for tenants and provides landlords with real-time proof of insurance. As Canada’s only 100% online insurance brokerage, ZipSure.ca removes the hassles of traditional insurance distributors.


NATIONAL OUTLOOK

June 2013

Social Media and the Workplace

By Daniel Chodos Imagine you are a property manager for ABC Management Co. One of your site staff inappropriately shouts at a tenant and is disciplined for inappropriate conduct. The employee goes home after work, logs into his Facebook account and proceeds to lambaste ABC, posting that “the management of ABC is filled with lying scumbags.� It so happens that some of this employee’s Facebook friends are tenants of the building in which he works. What is your reaction? What steps should you take? How could ABC Management Co. have prepared to protect itself in advance of this unfortunate incident? The expanded use of social media over the past several years has created many consequences for companies – both positive and negative. While social media represents an unparalleled opportunity to generate buzz about one’s brand, as well as a source of free advertising, social media also creates the potential for abuse by employees with potentially disastrous consequences. This article will highlight a few judicial and arbitration cases which underscore these concerns and provide examples of “employees gone (virtually) wild.� Very often, the best defence for any company – big or small – is a detailed social media policy tailored to the specific workplace.

In a 2010 British Columbia Labour Relations Board case, Lougheed Imports Ltd. (c.o.b. West Coast Mazda), [2010] B.C.L.R.B.D. No. 190, an employee working for West Coast Mazda posted various colourful comments about his employer on Facebook, including the following remarks: sh7ESTCOASTDETAILANDACCESSORYISAF INJOKExDONT spend your money there as they are f---in crooks and are OUTTOHOSEYOUxvAND sh)DONTTHINKTHERESENOUGHROOMON&ACEBOOKTOTYPEALL THEBULL TOUTxGLOVESAREOFFNOWxITSGAMETIMEv The employee’s girlfriend reminded him about his ongoing employment relationship with West Coast Mazda, commenting: “Some things just shouldn’t be broadcasted on facebook, especially when you still work there.� Not surprisingly, West Coast Mazda terminated the employee’s employment for cause. Rejecting the employee’s argument that his posting was private in nature, the adjudicator hearing the case pointed to the fact that the comments were intended to be damaging to the employer’s reputation and were disseminated to hundreds of people, including fellow employees. continued on page 8

6 National Outlook - RHB Edition


NATIONAL OUTLOOK

In a similar case, Canada Post Corp v. CUPW (Discharge for Facebook postings Grievance), [2012] C.L.A.D. No. 85 (Ponak), a unionized Canada Post employee was terminated for cause after making derogatory and threatening remarks about her supervisors on her Facebook account, going so far as to threaten violence against them. At the hearing, the union argued that the employee did not intend for the employer to see her postings – since they were limited to her “Facebook friends.� However, the arbitrator put little stock in this position, relying in part on the fact that many of these “Facebook friends� were Canada Post colleagues. The termination was upheld. An employee’s reckless use of social media was approached differently in E.V. Logistics v. Retail Wholesale Union, Local 580 (Discharge Grievance), [2008] B.C.C.A.A.A. No. 22 (Laing). An employee of E.V. Logistics was terminated following the company’s discovery that he ran a pro-Nazi “blog� which, among other things, referenced the name of his employer’s company and included photos of him at the workplace. The employee had intended that the blog would be accessed only by his friends, family and a few co-workers, and it only came to the employer’s attention when E.V. was notified by the local police. In response, the employee immediately took down the blog, and wrote a letter of apology to his employer. In holding the employer did not have cause to terminate this employee, the arbitrator agreed with his union that any connection to the workplace was incidental, and saw the employee’s sincere demonstration of contrition as a mitigating factor. However, where employees go too far, they risk losing more than just their jobs. In Hay v. Partridge, [2004] NUCJ No. 9 (Nun. Ct. J.), two corrections officers made comments about a superior, suggesting on an Internet message board that he had a “coke issue� and that he was incompetent. In awarding more than $40,000 in damages, the court considered the “anonymous and instantaneous� nature of the Internet as an aggravating factor, justifying a larger award. The Court’s message is loud and clear: use the Internet to hurt someone at your own peril. Conclusion These cases reveal a few key issues which all employers ought to be aware of. First, an employee can be held responsible for off-duty conduct, even where he or she intended it to be private in nature, especially when damage to the company’s reputation is foreseeable. The test in many of these cases was whether the employee’s message was communicated with a legitimate expectation of privacy. With respect to most online social media, the answer will be “no,�

8 National Outlook - RHB Edition

June 2013

particularly where the communications are made about or in the workplace itself. This is due to the very public nature of the Internet. Second, a company is allowed to monitor an employee’s social media communications. However, the Ontario Superior Court recently recognized a new tort claim known as “intrusion upon seclusion,� under which a plaintiff can be awarded damages where his or her private affairs are INVADED WITHOUT LAWFUL JUSTIlCATION CAUSING DISTRESS consequently, to be safe, employers should make it known that an employee’s online activities may be monitored. Third, a social media policy can be an invaluable tool to communicate the “rules of the game� to employees and preemptively counter any argument that the communication was private. Depending on the nature of the workplace, the policy may cover the following issues: s/WNERSHIPOFSOCIALMEDIAACCOUNTS s0ERMITTEDANDRESTRICTEDUSESOFSOCIALMEDIAATWORK s4HECOMPANYSRIGHTTOMONITORSOCIALMEDIAANDEMAILUSE s 4HE POLICYS APPLICATION TO WORK RELATED ACTIVITIES AT THE WORKPLACEANDATHOME s ! REMINDER THAT OFF DUTY SOCIAL MEDIA COMMENTS CAN IMPACTTHECOMPANY s0ROHIBITINGANYONLINECOMMENTSPURPORTINGTOSPEAKON BEHALFOFTHECOMPANY s 4HE COMPANYS RIGHT TO ASK AN EMPLOYEE TO REMOVE CONTENT s %MPLOYEES ARE INDIVIDUALLY LIABLE FOR ANY DEFAMATORY OR OTHERWISEOFFENSIVECOMMENTSMADEONTHE)NTERNET s4HEPROHIBITIONOFDISCRIMINATIONORHARASSMENTTHROUGH SOCIALMEDIAAND s!VIOLATIONOFTHEPOLICYMAYRESULTINDISCIPLINE UPTOAND including termination for cause. By establishing a policy which clearly addresses the situations in the cases described above, an employer can shield itself from liability, while communicating positively with its employees and members of the public. Daniel Chodos is a lawyer at Whitten & Lublin, Employment Lawyers. He can be reached at dchodos@whittenlublin.com. As part of the employment law update session, Daniel is addressing the CFAA Rental Housing Conference 2013 on the subject of social media, together with Maureen McMahon, Director, Human Resources, at Gateway Property Management.


CFAA RENTAL HOUSING CONFERENCE 2013 TUESDAY, JUNE 11 - THURSDAY, JUNE 13

2013 show-at-a-glance and conference floorplan Building Innovations Tour – Tuesday, June 11 Investment Conference – Wednesday, June 12

*Choose either stream at any time slot

Time

Ballroom South

Ballroom North

8:00 am

BALLROOM SOUTH - Breakfast

8:45 am

Major rental housing sales in Ontario, Quebec and Atlantic Canada

Developing national trends and issues – rent control, political action and supported housing

9:45 am

Landlord licensing – causes and prospects

Major rental housing sales in Western Canada

10:15 - BREAK

10:45 am

BALLROOM SOUTH - Executive Round Table – where do REITS, pension funds and private companies see rental investment opportunities and risks across Canada? 11:45 - LUNCH

12:45 pm

BALLROOM SOUTH - Economic outlook by Benjamin Tal

1:45 pm

BALLROOM SOUTH - Economic outlook commentary 2:15 - BREAK

2:45 pm

Where is housing-finance going? What about rental development?

4:00 pm

CONFERENCE CONCLUDES

Student housing – repositioning and operating housing for students

At 4:55, gather in the hotel lobby for the bus to the Hockey Hall of Fame Supper and Wyse After-party Rental Operations Conference - Thursday, June 13 Time

Ballroom South

8:00 am

BALLROOM SOUTH - Breakfast

8:45 am

Building science update

Ballroom North

Employment law update – for head office and site staff 9:30 - BREAK

10:00

BALLROOM SOUTH - The labour market for the next 10 years

11:00

Innovations in Rental Operations

Employee compensation strategies 12:00 - LUNCH

1:00 pm

Communicating with prospects and residents

What can rental housing providers learn from the hotel industry?

2:15 - BREAK

2:45

Handling a public relations crisis

Update on landlord-tenant law, development issues and waste handling


C F A A R E N TA L H O U S I N G WEDNESDAY, JUNE 12 - INVESTMENT DAY WEDNESDAY’S EXHIBITORS

9

8

7

6

5

Breakfast, lunch & refreshment service

10

11

12

13

BALLROOM NORTH

WEDNESDAY, JUNE 12 - INVESTMENT DAY

Company

Booth #

Company

Booth #

Carma Industries www.carmaindustries.com . . . . . . . . . . . . . . . . 13

Places4Students www.placesforstudents.ca . . . . . . . . . . . . . . . . 11

Enbridge www.enbridge.com . . . . . . . . . . . . . . . . . . . . . . . 5

Rent Check Credit Bureau www.rentcheckcorp.com . . . . . . . . . . . . . . . . . . . 4

Enercare www.enercare.ca. . . . . . . . . . . . . . . . . . . . . . . . . 6

Sparkle Solutions www.sparklesolutions.ca . . . . . . . . . . . . . . . . . 14

Landlord Web Solutions www.landlordwebsolutions.com. . . . . . . . . . . . . 7

Yardi Systems www.yardi.com . . . . . . . . . . . . . . . . . . . . . . . . . . 3

Manaya Marketing Solutions www.manaya.ca . . . . . . . . . . . . . . . . . . . . . . . . . 2

Zipsure www.zipsure.ca . . . . . . . . . . . . . . . . . . . . . . . . . . 8

Pal Benefits Inc. www.palbenfits.com . . . . . . . . . . . . . . . . . . . . . 12


CONFERENCE 2013

FLOORPLAN

THURSDAY, JUNE 13 - RENTAL OPERATIONS DAY THURSDAY’S EXHIBITORS

4

3

2

1 HOTEL LOBBY, ELEVATORS,

Breakfast, lunch & refreshment service

WASHROOMS & REGISTRATION

14

15

BALLROOM SOUTH

THURSDAY, JUNE 13 - RENTAL OPERATIONS DAY

Company

Booth #

Company

Booth #

BCAP www.bcap/logomail.com . . . . . . . . . . . . 12

Orkin www.orkincanada.ca . . . . . . . . . . . . . . . . 10

Carma Industries www.carmaindustries.com . . . . . . . . . . . 13

Pattison OneStop www.pattisononestop.com . . . . . . . . . . . . 7

Cohen Highley www.cohenhighley.com. . . . . . . . . . . . . . 14

RentMoola www.rentmoola.com . . . . . . . . . . . . . . . . . 2

Enercare www.enercare.ca. . . . . . . . . . . . . . . . . . . . 6

Rogers www.rogers.ca. . . . . . . . . . . . . . . . . . . . . . 8

Gottarent www.gottarent.com. . . . . . . . . . . . . . . . . . 5

Suite Collections www.suitecollections.com . . . . . . . . . . . . 1

InSinkErator www.insinkerator.ca . . . . . . . . . . . . . . . . 11

Water Matrix www.watermatrix.com . . . . . . . . . . . . . . . 9

My Ideal Home www.myidealhome.com . . . . . . . . . . . . . . 4

Yardi Systems www.yardi.com . . . . . . . . . . . . . . . . . . . . . 3


2013

CFAA RENTAL CFAA RENTAL HOUSING CONFERENCE 2013 HOUSING CONFERENCE Toronto, June 11-13, 2013

“the industry’s conference”

Organized by CFAA with the support of FRPO and GTAA.

Building Innovations Bus Tour - June 11 Investment Conference - June 12 Hockey Hall of Fame Supper - June 12 Rental Operations Conference - June 13

Organized by CFAA with the support Who should attend? of FRPO and GTAA Rental Housing Executives Rental Housing Investors Independent Rental Owners Property Managers Asset Managers Landlord Communications People Commercial Realtors

“Just hearing Benjamin Tal is worth the price of admission!” 2012 Conference delegate

Benjamin Tal, CIBC World Markets

Hear more than 50 speakers on the 16 panels. Confirmed Conference Speakers (as of April 16, 2013): Benjamin Tal, CIBC World Markets

we

Kristin Ley, Cohen Highley Peter Altobelli, Yardi Andrew Lowe, Oxford Doug Bibby, NMHC Valerie MacLean, BCAOMA Kristina Boyce, Greenwin Frank Malone, TD Canada Trust Vince Brescia, FRPO Tony Manganiello, Cushman & Wakefield Ruth Buckle, Killam Properties Maureen McMahon, Gateway Avrom Charach, Kay Four Properties Steven Osiel, PAL Benefits Daniel Chodos, Whitten & Lublin David Polisi, Manaya Marketing Solutions Daryl Chong, GTAA On CFAA behalf of CFAA and its partners, Patrick Postrehovsky, RentMoola John Dickie, Greg Romundt, Centurion ApartmentConference! REIT Bob Doumani, Aird & Berlis would like to welcome you to this year’s Danny Rental Housing Roth, Brandon Communications Will Dunning, Will Dunning Inc. Economic Research BJ Santavy, Skyline Apartment REIT Robert Fleet, First National Tom Schwartz, CAPREIT Tom Gerard, Cushman & Wakefield Tyler Seaman, Oxford Properties Darren Henry, National Efficiency Systems Inc. Paul Smith, DMS Property Management Bonnie Hoy, Bonnie Hoy & Associates Inc. Tim Sommer, Cushman & Wakefield Jeremy Jackson, Killam Properties John Stang, Minto Naj Jivaji, Halsall Associates Wayne Tuck, Centurion Apartment REIT Debbie Johnson, Gateway Martin Zegray, Realstar Al Kemp, ROMS BC Bill Zigomanis, Boardwalk Mark Kenney, CAPREIT Sponsored by:

Principal Principal Conference Partner Partner

Host Partner

Double Platinum Partner

Media Partner

Hockey Hall of Fame Supper Host

Hockey Hall of Fame After Party Host

For more details, or toand register numerous Gold, Silver and other Conference Partners visit our website www.cfaa-fcapi.org or call CFAA: 613.235.0101 www.cfaa-fcapi.org T 613-235-0101

Platinum Partner

Rhb june2013 final lr  

RHB Magazine - June 2013

Rhb june2013 final lr  

RHB Magazine - June 2013

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