April 28 2023

Nickel Belt News

Drugs containing an opioid have caused multiple overdoses in The Pas and Thompson

Book a way to preserve and pass on memories of growing up in Churchill

RCMP photos

Drugs a Thompson RCMP officer received from a Thompson General Hospital nurse on April 23 produced a positive result for an opioid in a field test. Police say the drugs are suspected to have caused one overdose in Thompson and six in one night in The Pas, one of which left a man in critical condition in a Brandon hospital.

Drugs that caused six overdoses in The Pas April 22, putting one man in hospital in critical condition, where he remains, may also be present in Thompson, RCMP say.

On April 23, a Thompson RCMP officer at the Thompson General Hospital was given a box containing seven vials of a purple crys-

tal-like powder substance by a nurse.

Each vial contained about one gram of the drug and a field test conducted by the officer was positive for an opioid. A sample of the drug has been sent to a lab for further analysis.

Police say they believe that drug that was tested in Thompson may be the same

substance that caused the overdoses in The Pas, which was believed to possibly contain fentanyl, an opioid painkiller much stronger than heroin or morphine.

There has already been one overdose in Thompson that police believe is related to this drug.

The Pas RCMP responded to a report of four unrespon-

sive males at a business on Fischer Avenue in The Pas on April 22.

Responding officers were told that the men had taken drugs, possibly ecstasy, which was believed to be tainted by an opioid.

Police and paramedics used naloxone, which can temporarily reverse the effects of opioids, to revive

three of the four men, who were then transported to hospital where they were treated and later released.

The fourth man was taken to hospital and then transported to another hospital in Brandon where he remains in critical condition.

Several hours later, RCMP responded to two more overdoses at the same

location in The Pas. Those two men were also taken to hospital where they were treated and released.

Anyone with information about these drugs can call The Pas RCMP at 204627-6204, Crime Stoppers anonymously at 1-800-2228477 or submit tips online at www.manitobacrimestoppers.com.

With 75% of positions vacant, Thompson hospital lab ‘beyond crisis,’ union says

BY IAN GRAHAM EDITOR@THOMPSONCITIZEN.NET

The Thompson General Hospital laboratory is down to a skeleton crew and the union that represents lab technologists is warning that one injury or resignation could compromise its ability to provide full emergency room services.

BY IAN GRAHAM EDITOR@THOMPSONCITIZEN.NET

Though she’s now written a book about her experiences growing up in Churchill, Addictions Foundation of Manitoba northern director Gisele deMeulles said writing wasn’t something she always thought she would do.

The Manitoba Association of Health Care Professionals said in an April 25 news release that nine of 12 positions at the lab in Thompson are vacant and that the three lab techs there are at high risk of burnout, having sometimes been called upon to work 47 hours straight in a combination of regular and on-call shifts.

“Those types of circumstances are not sustainable for anyone,” said MAHCP president Jason Linklater, who was in Thompson on Tuesday.

“We are beyond crisis,” said MAHCP vice-president Tanya Burnside, a Thompson resident, during an April 25 information picket outside Thompson’s hospital

“In my youth I never felt good at writing,” she said. “But when I moved to Thompson to get into the school of social work, at that point I had to write for university and realized, ‘Holy, I’m not bad at this, right?’ I certainly developed a lot of skill in university and came out of there with a very strong skill in my writing and confidence in my writing. I write very clear and that’s it. It’s there. Some people say it’s kind of blunt or direct. I don’t tend

that was organized by the union, which is seeking a new contract and recently had a strike mandate vote with 99 per cent of members in favour. “They’re really holding the hospital together right now. Three of them. It’s unbelievable. We’re at the point if one more would leave or have an injury or just not be able to work for whatever reason … we have no lab.”

imaging, says there are challenges but that stopgap measures and longer-term plans are being used to ensure the continued provision of medical lab services at Thompson General Hospital.

to write things that you have to figure out. It’s pretty clear when I get through.”

DeMeulles said she wrote her book, titled Whispers in the Wind: Stories from the North - Life in Churchill for a couple of reasons.

Although the situation at the lab is particularly critical, there are other pinch points that are straining the hospital’s ability to perform all its functions.About 40 per cent of Thompson positions for technologists to run diagnostic imaging equipment like CT scanners and X-ray and ultrasound machines are also vacant.

“Staffing levels are depleting,” said Linklater. “There’s a huge element of risk. Hospitals cannot stay open without access to lab services.”

The province’s Shared Health department, which runs health care services like labs and diagnostic

“I just sort of thought, you know what, this history, this stuff that’s in my head, it’s going to be gone if I don’t write it down,” she said. “My kids are not going to get it if I don’t do it and it’s something I’ve always wanted my mom to do. My mom’s an elder and she’s an artist, she’s got so many wonderful stories because she always tells her stories at Parks Canada in Churchill and I’ve always hounded her, ‘Please, just put it on tape, I will write it for you because your story is going to be lost,’ and she’s never done it and I thought,

‘Oh, I’m just as bad, right?’ I have all these stories and I need to capture them for my grandchildren really because they will be lost if I don’t.”

She also has a reputation as a storyteller herself.

“I had such a varied history and I would tell people stories and they would go, ‘That’s not true, is it?’ I’d go, ‘Yeah it’s true.’ They’d go, ‘You didn’t do all that, did you? You’ve got to be really old.’ I was like, ‘No, actually I did all that before I was 27,’ and they went ‘What?’”

Looking back, some of those experiences are things she might not do again.

“Efforts to maintain services for residents of Thompson and surrounding communities are a top priority,” said a department spokesperson in an email. “In an effort to ensure no interruption to services within the community’s emergency department, lab staff are asked to pick up overtime, relief staff are being scheduled to provide coverage, and point-of-care testing has been implemented at the Thompson Clinic to reduce demand on the lab without affecting patient care. We recognize that current staff are working very hard to support ongoing services, and we sincerely thank them for their efforts. Recruitment of medical laboratory technologists is underway, resulting in one recent hire and a number of other applications that are now under-

“I did some pretty bizarre stuff like fuel hauls into the high Arctic at -35,” said deMeulles. “It didn’t dawn on me until after. That was a very dangerous thing to do. Being on a plane full of fuel

way. Career fairs are being held throughout the north during the month of May, in The Pas (May 15), Flin Flon (May 16) and Thompson (May 18). Recruiting, which has has been difficult in Thompson for many years, even in high-paying professions, is made more difficult right now as a result of a general labour shortage and demographic trends that are resulting in many baby boomers retiring. Other jurisdictions are also offering more attractive perks to people like medical lab techs.

ance?” Burnside asks.

Burnout and insufficient pay is also promoting people to switch careers entirely, Linklater says.

“At first it was losing people to other provinces. Now we’re losing people to entirely different occupations altogether.”

was not a very safe thing to do but I jumped at it. I thought that was exciting until the plane landed and they started throwing the fuel off and I realized, ‘Holy cats, I was probably sitting on a bomb.’”

Another thing that spurred her on was the hard times facing Churchill since the Hudson Bay Railway suspended operations north of Gillam last spring.

Saskatchewan is dangling up to $40,000 in incentives for lab techs right now, Burnside says.

“It used to be a really thriving large community and it’s just dwindled down to such a small population now,” deMeulles says.

“Why are you coming to Manitoba if you’re a new grad?” she said. “You’re not.”

Situations like the one at the Thompson lab only exacerbate recruiting challenges.

Though she’s not there any longer, her parents and her sister and other family members still are.

“My cousin owns the hardware store there,” she says.

“When you look at all the vacancies, do you really want to come here if you’re looking for work-life bal-

Because of that, deMeulles finds it hard to

Christine Nielsen, CEO of the Canadian Society for Medical Laboratory Science, a national professional association and certification body, says it has long been known that this day would come.

swallow when people say that Churchill residents should just find somewhere easier to live.

“To say, ‘Those people choose to live there. They should just leave,’ is quite simplistic. It’s quite disrespectful. If we were in the same boat in another area I think we would scream about that so why don’t they have the option to do that?

“We’ve been sounding the alarm bells for 15 years about this moment, which is an inability to meet the demands for lab testing, given the number of people in the labour market,” she said in an interview from Toronto.

For all the harsh weather and the dangers of polar bears, deMeulles said if it had been viable she would have moved back to Churchill in a heartbeat.

techs are retiring, there is a gap in the labour force.

The genesis of that problem dates back to the 1990s, when more medical lab technologists were graduating than the market could provide jobs for. That resulted in training programs shutting down and never starting back up. Now that baby boomer medical lab

I think right now they’re feeling like they’re pawns in a political game and that’s really sad for them because I think the people of Churchill really want to thrive. They’ve built their worlds there. How would we feel if someone came to you and said, ‘I’m sorry, you have to leave your home community and we’re going to displace you somewhere else and all your loved ones and your history is gone?’”

“I miss the shoreline, I miss the rock, I miss the polar bears even though they’re very dangerous and I really miss the Hudson Bay,” she says. “When I go back home, standing on the Hudson Bay looking out on the bay, it just gives you an incredible sense. You feel so small and you feel great.”

“I’m Generation X,” she said. “We’re missing a lot of us in the workforce and that’s who should be taking over the jobs as the baby boomers are retiring and they’re just not there in many cases.”

Now that she’s got one book under her belt, deMeulles says she may try to produce another.

Red River College is the only place in Manitoba with a program to train medical lab technologists.

“Literally no province has enough graduates right now,” Nielsen says.

“I have another book in me,” she says. “It’s a darker story, more about personal growth and struggles. Maybe in the next five years it’s something I’ll focus on doing.”

Nickel Belt News photo by Ian Graham Addictions Foundation of Manitoba northern director Gisele deMeulles has written a book about her experiences growing up, mostly in Churchill.

Friday, April 28, 2023

Delivering News to the Nickel Belt since 1960

Thompson Citizen photo by Ian Graham Manitoba Association of Health Care Professionals president Jason Linklater.

Insufficient low-income housing makes homelessness inevitable, researcher says

BY IAN GRAHAM EDITOR@THOMPSONCITIZEN.NET

Homelessness is a complex issue but governments and other service providers can’t really begin to address it unless there is accurate data about the size of the problem, says a researcher who was recently in Thompson to discuss her team’s data collection efforts.

Dr. Cheryl Forchuk, a psychiatric nurse by profession, who is the research chair in aging, mental health, rehabilitation and recovery at the Lawson Health Research Institute and the University of Western Ontario, was in Thompson April 20 for focus group sessions about what was learned on a previous trip to Thompson, one of 28 communities across Canada that the team visited to collect date since 2021.

“We are trying to use health data as well as other data to come up with more accurate numbers,” she said following a morning presentation to focus group participants at the Days Inn. “We know that the federal estimates are under-representing people because the federal estimates are based very much on who accesses homeless services and is limited to only 68 communities across the country, that tend to be larger centres. If that is a serious underestimate, it ends up creating a problem where programs don’t have enough funds to operate.”

By not only collecting date but also conducting

in-person interviews with more than 400 people nationwide who are homeless or have experienced homelessness in the past or periodically go through periods when they have no permanent home, the Lawson Health Research Institute hopes to help communities not only understand how many homeless people there are, but also how to best provide services to them.

Unlike some communities the research team has visited, Thompson does have some empirical data

about how many homeless people there are in the city, their demographic background and what sort of homelessness they are or have experienced. Point-intime counts of the homeless population in Thompson have taken place numerous times, most recently in 2022, when surveyors found that there were 138 homeless people in Thompson up from 130 four years earlier.

With the Lawson institute’s research focusing on two distinct categories of communities — those with populations between 1,000 and 29,999, which are broadly characterized as rural, and those with populations of 30,000 and above, classified as urban — the four-year project has shown that, in rural communities, Indigenous people make up the vast majority of homeless people, approximately

85 per cent.

In Thompson, 90 per cent of homeless people who participated in the 2022 point-in-time count identified themselves as Indigenous.

“That means we need to be having some very specific Indigenous-led programs,” Forchuk said. “But if you don’t have the data, how do you know that?”

Although there are services like shelters to assist people who are homeless, they may have policies that basically exclude large sectors of their potential clientele, such as those with addictions.

“You’re just somehow supposed to stop using because you’re in this facility,” Forchuk said to the focus group. “That kind of misunderstands what addiction is. If it was that easy, we wouldn’t call it an addiction.”

Though many homeless people may have addictions or mental health diagnoses —30 per cent of those in Thompson said last year that their greatest need was treatment for addictions while 17 per cent said they needed services related to physical disabilities and 17 per cent said they needed mental health services — the reasons they are living on the street are not solely linked to those life circumstances.

The supply of affordable housing plays a huge role in whether somebody ends up homeless, Forchuk says. Across most of Canada, a single person on welfare would only get around $600 per month for all of their living expenses, while someone on disability might get $1,100. A lot of the time, that isn’t even enough to cover rent, let alone rent and food and transportation. And when there isn’t enough housing for every lower-income person, getting it is like being involved in a high-stakes game of musical chairs. Every time the music stops, a percentage of those in the game will end up without a chair.

“If you’ve got more people than chairs, you’re gong to have a homeless problem,” Forchuk says.

In Canada, the federal government downloaded responsibility for housing and homelessness to the provinces in the early 1990s and the construction of affordable housing units, which were already scarcer in Canada than in many European countries, dropped precipitously, from as many as 100,000 being built in a year to fewer than 1,000, across the whole country, in some years. Now the federal government once again has a national housing strategy — the first in four decades

— but there’s no making up for lost ground.

At the lower end of the income scale, there are many pressure points that can tip someone from being nsecurely or even insecurely housed to homeless, such as being hospitalized, being incarcerated, having a relationship break down, losing a job or getting evicted.

To reduce homelessness, both housing stock and the safety net for people at transition points must both be addressed, as must poverty in general.

“If you only dealt with transition points and didn’t increase the chairs, you’d still have a homeless problem. Any anti-poverty strategy is going to reduce the people [who can only afford the cheapest housing.]”

Even just being homeless can increase a person’s likelihood of being homeless again, particularly in smaller communities where the most basic amenities may not be available, like public washrooms in parks.

“All the bathrooms are locked and you urinate at a tree,” Forchuk told focus group participants. “What are you supposed to do, give up the habit? But now you’re charged with public urination. You’re actually being charged with the crime of homelessness but now you can’t get out of homelessness if you’ve got a criminal record so it can create a catch-22.”

Even having the necessary documents to access services can be a struggle, as homeless people are constantly at threat of losing belongings or having them stolen.

“If you’re homeless you can’t really be walking around with a big wallet, that’s just like having a sign on your back that says ‘Rob me.’ People are constantly losing their ID.”

Only three of 12 medical lab technologist positions at Thompson General Hospital are filled

Continued from Page 1

With fewer and fewer people being relied on to provide lab services, particularly in remote and rural locations, burnout keeps going up. In 2016, Nielsen, says, lab techs were saying “it’s a little stressful at work.”

By 2020, during the pandemic, “it was like, ‘I don’t know how much longer I can work here. I’m not feeling supported. There’s not enough staff. I’m under pressure to work long hours.’”

Though there are short-term solutions, like

bringing in more foreign trained techs or filling in gaps with locum techs on short term contracts, they don’t always work well for smaller communities.

“Rural and remote areas may not be of great appeal to newcomers because they don’t have their communities there,” Nielsen said. “Part of the problem with a locum is it creates a huge disparity because you’ve got your full-time loyal employee who’s working side-byside with somebody who is qualified but they don’t know all of the equipment. They don’t know all of the

systems, so their productivity is lower and they’re earning higher wages and that creates a bit of a rub in the workplace.”

Efforts are being made to train and certify more techs but that process takes years. Hospitals in smaller centres like Thompson may not have that long because shortages can cascade through the system.

“If you don’t have a flourishing hospital, you’re not going to be able to draw physicians to the area,” she said. “It’s not a good situation for the care of patients.”

In addition to making it more worthwhile for techs to work in Manitoba, Burnside says the provincial government needs to try new approaches.

“They need to be innovative and look at programs where they invest in our youth and take them through school and get them up here working,” she said. “There are people that want to do that. There just needs to be a program to help guide our youth into these professions. We’re willing to be part of that solution, but we need the government to step up.”

Thompson Citizen photo by Ian Graham

Dr. Cheryl Forchuk was in Thompson April 20 to discuss the Lawson Health Research Institute project to develop better data on how many people in Canada are homeless. Thompson is one of 28 communities the team visited since 2021 to collect data and do on-on-one interviews with homeless people.

Booze ban on Northern Manitoba First Nation not the solution, community leaders say

BY DAVE BAXTER LOCAL JOURNALISM INITIATIVE REPORTER, WINNIPEG SUN

A temporary ban on alcohol was recently imposed in one northern Manitoba First Nation to see if banning booze could solve some of the many issues plaguing that community. But community leaders now say a booze ban is not the solution, because it only makes people more desperate and go to dangerous lengths to get intoxicated.

According to Nisichawayasihk Cree Nation

Chief Angela Levasseur, the remote community located about 850 kilometres north of Winnipeg and about 65 kilometres west of Thompson, imposed a total ban on alcohol between March 24 and April 11.

NCN residents are typically allowed to bring small amounts of alcohol per person into the community, but during the ban, officials at check stops checked all vehicles, and confiscated any booze that they found before it made its way into NCN.

Levasseur now says there were both positives and negatives that came out of the ban, and admitted there was a lot of good that came out of it, while it was in place.

“The RCMP reported

there was a reduction in calls,” she said. “As well, we saw less people going to the nursing station, and a reduction in calls of violence.

“Alcohol has been an ongoing issue here, and strongly correlates with violent incidents, so seeing those numbers go down was a positive thing.”

Despite the positives that came out of it, the ban was lifted after April 11, because Levasseur said people wanting to get intoxicated were resorting to other more dangerous substances.

SUMMER EMPLOYMENT OPPORTUNITIES

SUMMER STUDENTS

This position is responsible for general repairs and maintenance to City recreation facilities and green spaces. Students must possess a valid class 5 Licence. Experience with the maintenance, repairs and performance of grass works would be preferred. The candidate will have the ability to receive, understand and apply written and verbal instruction, to deal effectively with co-workers and have the ability to communicate effectively with the general public.

Applications will be accepted up to and including Thursday, May 4, 2023 at 4:30 p.m. Those interested may apply to the address below:

GENERAL LABOURER II–TEMP

The City of Thompson invites qualified applicants with Grade 12 graduate or equivalent to submit a resume for consideration:

The successful candidate will be a Grade 12 graduate or equivalent and hold a valid Class 5 MB Driver’s License. Candidate must be able to communicate effectively with the general public, deal effectively with co-workers, be physically able to perform manual labour duties and work a variety of shifts as required.

The duties include performing maintenance outdoors, preparing facilities for special events, and repair and construction duties aimed at improving appearance of City facilities.

Please send detailed resumes outlining experience, education, qualifications and references by Thursday, May 4, 2023 at 4:30 p.m. to the address below:

EQUIPMENT OPERATOR III

The City of Thompson invites qualified applicants to submit a resume for consideration:

The successful candidate will have Grade 12 or higher and hold a Valid Class 3 MB Driver’s License with Air Brake Endorsement, and have the ability to operate all equipment as per the job description.

The successful candidate requires demonstrated experience operating a variety of equipment, with specific emphasis on truck, loaders, roller and sweeper.

The City of Thompson offers an extensive benefits package for this full-time position, with a starting rate of $27.89 per hour.

Please send detailed resumes outlining experience, education, qualifications and references by Thursday, May 4, 2023 at 4:30 p.m. to:

Human Resources – City of Thompson, 226 Mystery Lake Road, Thompson, Manitoba R8N 1S6

FAX: (204) 677-7981

E-Mail: jmelanson@thompson.ca

We thank all applicants for their interest, however, only those selected for an interview will be contacted.

Those requiring assistance with the application process should call 204-677-7924.

“If you get rid of the supply, you still have the demand,” she said. “We saw people using more harmful substances and chemicals that really are life-threatening, so we really had to consider those negatives.”

She added that if a total alcohol ban were made permanent in NCN, leaders believe people would go to dangerous lengths to get alcohol into the community, both for their own consumption and to sell to those looking to get their hands on it.

“We have seen bootleg-

gers bypass check stops on snowmobiles, or by walking into the community in more remote areas, and that is so dangerous,” Levasseur said. “It is often dangerously cold, and when people go to those lengths they are endangering their own lives.”

She added when communities ban booze, it allows bootleggers to sell alcohol at greatly increased prices.

“Often the bootleggers bring the alcohol in water bottles and a water bottle of hard alcohol that would normally sell for $30 can be

sold for as much as $80, because if people want it they will pay what they have to pay to get it,” Levasseur said.

“And that is why I say we need to reduce the demand, and not the supply.”

She said she also believes that provincially regulated liquor stores have to do a better job of regulating how much alcohol they are selling, because she said some who buy large amounts of alcohol are in turn selling that alcohol in First Nations communities.

“Nobody needs to be purchasing alcohol in those large volumes, and it should set off alarm bells immediately,” she said.

Levasseur said her and others have decided that the way to decrease the demand for alcohol in NCN is through healing, and not though prohibition.

“In our view the answer is resources and funding for things like grief counselling and addictions treatment, because what many of our people have been through has created a lot of harm, and in many cases people are drinking or using drugs because they are self-medicating.”

The Winnipeg Sun reached out to Manitoba Liquor and Lotteries for a response to accusations

CITY OF THOMPSON BUILDING PERMITS & INSPECTIONS NOTICE OF IMPROVEMENT

The City of Thompson is pleased to offer residents, builders and business owners in our community an online system to apply for and track your building permits.

So if you are in the works of planning your new project whether it is an addition, alteration, conversion, repair, improvement to your principal building or accessory building (commercial or residential) we have made it simple and easy to apply.

The Cloudpermit building permit system allows you to apply for and to see the status of your applications anywhere, at any time. You can start an application and finish it later, and receive email updates on the status

that overselling of alcohol at provincially regulated liquor stores was leading to bootlegging. MBLL said in an emailed statement they are working to fight bootlegging, but admitted customers can buy as much alcohol as they want at most Liquor Marts in Manitoba.

“Provincial liquor legislation does not set any bottle limits on retail store transactions, and as such in the majority of Liquor Marts, as allowed under law, customers may purchase as much liquor as they choose,” an MBLL spokesperson said.

“However, MBLL has worked closely with the communities of Thompson, Leaf Rapids, Lynn Lake, Wabowden, Snow Lake, Gillam, and Riverton to set bottle limits at the Thompson Liquor Mart, and other nearby liquor vendors.

“These efforts were first undertaken more than 20 years ago to help the community and local law enforcement minimize the negative outcomes resulting from bootlegging.”

— Dave Baxter is a Local Journalism Initiative reporter who works out of the Winnipeg Sun. The Local Journalism Initiative is funded by the government of Canada.

of your permit application. You can even request building inspections with results sent immediately to your email!

To get started, create your Cloudpermit account by visiting https:// ca.cloudpermit.com/login.

Any questions or assistance with the system please go to https://www. thompson.ca/p/permits or give us a call or email:

Danny Haywood, Building Inspector 204-677-7953

FOR MORE JOB OPPORTUNITIES AT THE CITY OF THOMPSON, VISIT OUR JOB PAGE: thompson.ca/p/job-opportunities

Thompson Citizen file photo

Nisichawayasihk Cree Nation Chief Angela Levasseur

Keep fi against tuberculosis

To the Editor:

is a highly contagious disease, Each year, TB claims the lives people worldwide. TB is not only a World countries, but also here in higher prevalence in the north. vaccination, disease prevention

Tuberculosis (TB) is a highly contagious disease, caused by bacteria. Each year, TB claims the lives of 1.7 million people worldwide. TB is not only a problem in Third World countries, but also here in Canada, with a higher prevalence in the north.

Due to the lack of vaccination, disease prevention is most important. Additionally, some TB bacteria have changed over the years, giving rise to forms of multi-drug resistant TB, which means treatment is lengthy, complicated and accompanied by severe side effects.

Additionally, some TB bacteria the years, giving rise to forms resistant TB, which means treatment complicated and accompanied by severe one in four people in this world is World TB day, raising awarean opportunity to mobilize funds elimination. I am glad to see Canada as global fund to fight tuberculosis. commitment continues in the future our goal to stop TB.

Did you know that one in four people in this world have TB? March 24 is World TB day, raising awareness and providing an opportunity to mobilize funds towards TB elimination. I am glad to see Canada as a top donor to the global fund to fight tuberculosis. I hope that this commitment continues in the future so that we can meet our goal to stop TB.

Karolin Klement Calgary

School board opts for status quo, which way will city council go?

Thomplocal bodies prothe representathem made not numbers, trustagainst trustee only reof seven to earlier, than a Thompsonvoice prowould from to the of people for-

School board opts for status quo, which way will city council go?

Prospect of limited emergency room service in Thompson an unsettling wake-up call

mer councillor Luke Robinson, who served one term on council from 2010 to 2014 before being defeated by Mayor Dennis Fenske in the race to become head of council last time that Thompsonites went to the polls about three-and-half years ago – was in favour of reducing the numbers, with the other seven opposed. Although council hasn’t yet voted on second reading of that bylaw, the next stage towards it becoming official, there’s at least a better than even chance that it will be approved. As watchers of council will have noticed, the proposals that make it to the council floor have a tendency to be approved by at least two-thirds of its members and, given that

nyone who has been paying attention recently knows that there are jobs in many industries going unfilled due to a lack of qualified or interested workers and that the situation is particularly bad in the health care field, due to the ability of its workers to go into other, probably less stressful, occupations, and because a large proportion of the workforce is nearing retirement age. This is also true for other professions, such as teachers. But as much as people in Thompson may have been aware of hospital inpatient or emergency service closures, temporary or indefinite, in places like Leaf Rapids or Gillam or Lynn Lake, residents may have been tempted to think that such a scenario could never be possible here.

ABoth of Thompson’s local elected bodies have considered proposals to reduce the number of representatives comprising them and one of them made a choice March 13 not to shrink its numbers, as school board trustees voted 6-1 against a resolution by trustee Ryan Land (the only vote in support) to reduce the number of trustees from seven to five.

many of the people opposed to the plan are the regular critics of council who attend meetings and ask their elected officials questions week after week, their opinions may not be enough to dissuade the majority from forging ahead, especially since the number of people who care about this one way or another doesn’t even reach double digits.

Thompson General Hospital is too big. It provides too many services, from inpatient treatment and baby delivery to dialysis and emergency room services. Surely there is a plan in place to keep the hospital running smoothly even as facilities in communities around us basically lapse into, in some cases, nothing more than glorified clinics.

One night earlier, slightly more than a half-dozen Thompsonites showed up to voice their opinion on a proposed bylaw that would see council shrink from eight councillors to six, not including the mayor. Only one of that handful of people with an opinion – for-

Whether or not the number of councillors or school board trustees should be reduced is not the sort of question for which there is a right or wrong answer. On the pro side of keeping the current numbers, the option that all but one of the school board members opted for, is the argument that it spreads the

Unfortunately, as the union that represents medical lab technologists in Manitoba made clear earlier this week, that is simply not entirely true. There are three people standing between the hospital being able to, perhaps barely, function relatively smoothly, and everyone flying blind.

Nine of 12 lab tech positions at the hospital are vacant and the staff that are

mer councillor Luke Robinson, who served one term on council from 2010 to 2014 before being defeated by Mayor Dennis Fenske in the race to become head of council last time that Thompsonites went to the polls about three-and-half years ago – was in favour of reducing the numbers, with the other seven opposed. Although council hasn’t yet voted on second reading of that bylaw, the next stage towards it becoming official, there’s at least a better than even chance that it will be approved. As watchers of council will have noticed, the proposals that make it to the council floor have a tendency to be approved by at least two-thirds of its members and, given that

workload around and allows for greater diversity of viewpoints, though Ryan Land was mostly correct in saying that, in terms of class and ethnicity, the trustees aren’t really a microcosm of the School District of Mystery Lake’s population as a whole. If you’ve been to many school board meetings (and apart from members of the media, well, you haven’t), you would know that they don’t often feature nearly as much debate or division as city council meetings, at least not over the past couple of years. But they’ve made their decision and it appears there will be seven school board trustees at least until 2022.

there have been asked, the union says, to work for as long as 47 hours in a row in a combination of regular and on-call shifts. The Manitoba Association of Health Care Professionals president Jason Linklater called it “unsustainable.” It sounds more like we have a rickety bridge over a deep chasm with a moat filled with scary monsters that’s being held together with duct tape.

many of the people opposed to the plan are the regular critics of council who attend meetings and ask their elected officials questions week after week, their opinions may not be enough to dissuade the majority from forging ahead, especially since the number of people who care about this one way or another doesn’t even reach double digits.

So far, the provincial government’s Shared Health department is keeping everything running, thanks to overtime and relief staff being scheduled and testing being provided at the Thompson Clinic itself, but that can’t be expected to go on forever. If you’ve ever dealt with your car making a weird sound by turning up the radio or with the

One of the arguments

Whether or not the number of councillors or school board trustees should be reduced is not the sort of question for which there is a right or wrong answer. On the pro side of keeping the current numbers, the option that all but one of the school board members opted for, is the argument that it spreads the

for reducing members, whether they belong to the school board or council, is that it will save money. The amount is not large overall – about $20,000 in councillors’ salaries per year plus approximately half that amount, on average, for annual travel and expenses. For the city, which has a budget of around $30 million, that represents probably less than a drop in the proverbial bucket, though it is about a fifth of the overall cost of the mayor and council.

check engine light coming on by putting a piece of electrician’s tape over it, you know that, inevitably, there comes a time when you either find a way to get the problems fixed or end up stranded at the side of the road and spend some of that repair money on a tow truck instead.

This is not a problem with an easy solution, as the same shortages are affecting health care services across the country. It is, however, a demonstration of why democracies are sometimes less efficient than dictatorships. Our governments think in terms of four or five years down the road, at most, and are often reactively lurching from one crisis to another, which explains why a problem that the Canadian Society for Medical Laboratory Science CEO says

Critics of the proposed reduction say that it will prevent “new blood” from being elected and, theoretically, reduce the diversity of opinions, but that would only be true if

workload around and allows for greater diversity of viewpoints, though Ryan Land was mostly correct in saying that, in terms of class and ethnicity, the trustees aren’t really a microcosm of the School District of Mystery Lake’s population as a whole. If you’ve been to many school board meetings (and apart from members of the media, well, you haven’t), you would know that they don’t often feature nearly as much debate or division as city council meetings, at least not over the past couple of years. But they’ve made their decision and it appears there will be seven school board trustees at least until 2022.

the citizens of Thompson elected more truly independent-thinking candidates who aren’t married to aligning themselves with any particular side, because right now, the number of opinions on council is generally two – for and against.

for reducing members, whether they belong to the school board or council, is that it will save money. The amount is not large overall – about $20,000 in councillors’ salaries per year plus approximately half that amount, on average, for annual travel and expenses. For the city, which has a budget of around $30 million, that represents probably less than a drop in the proverbial bucket, though it is about a fifth of the overall cost of the mayor and council.

has been warned of for 15 years has finally actually begun happening without an effective solution in the works. To be sure, intervening events like the COVID-19 pandemic have played a role in disrupting the health care system even more than it otherwise would have been, but the shortage of health care professionals that experts knew was going to come has been treated like a school assignment that is due at the end of the semester, put off and ignored as a future problem to deal with. Now, however, that future has arrived, and governments and hospitals are scrambling, pulling all-nighters in an effort to devise solutions for the many Northern Manitoba residents for whom the Thompson General Hospital is the primary site of

One of the arguments

Maybe the low turnout of people with opinions on how many councillors there should be isn’t an expression of apathy but of pragmatism. Experience has shown quite often that this council – and others before it –is going to do what the majority of its members think is right, regardless of what the most vocal taxpayers think. If that is the case, does it really matter how many of them there are?

Critics of the proposed reduction say that it will prevent “new blood” from being elected and, theoretically, reduce the diversity of opinions, but that would only be true if

Your Thompson Citizen News Team

emergency services, surgeries and inpatient treatment of medical problems.

Undoubtedly, the provincial government is implementing stopgap measures as fast as they can in bandaid fashion, plugging holes in a leaky system as water begins to squirt through them. In reality, though, the time to address these problems started years ago and the remedies being developed today won’t be of benefit until a few years down the line. So grip that steering wheel tight and hope or pray, whatever your inclination is, that the engine will keep sputtering along for as long as possible. Because if, or when, it breaks down completely, the current hardships of living in the north and getting by with limited health care could become significantly worse.

the citizens of Thompson elected more truly independent-thinking candidates who aren’t married to aligning themselves with any particular side, because right now, the number of opinions on council is generally two – for and against.

Maybe the low turnout of people with opinions on how many councillors there should be isn’t an expression of apathy but of pragmatism. Experience has shown quite often that this council – and others before it –is going to do what the majority of its members think is right, regardless of what the most vocal taxpayers think. If that is the case, does it really matter how many of them there are?

Slow contract negotiations ‘frustrating’ for health care union members

Manitoba Association of Health Care Professionals

Hospital with members of the union during an information picket on April

a contract for five years and its members voted 99 per cent in favour of a strike mandate April 16 as non-monetary negotiations alone have taken more than a year so far.

BY IAN GRAHAM EDITOR@THOMPSONCITIZEN.NET

Health care workers in a variety of occupations had a three-day stretch of information pickets in Northern Manitoba’s three largest communities as they try to urge the government to offer them a new contract.

More than 6,500 members of Manitoba Association of Health Care Professionals haven’t had a raise since 2017 and they voted 99 per cent in favour of a strike mandate on April 16.

At an information picket outside Thompson General Hospital April 25, MAHCP president Jason Linklater said the delay in reaching a new deal is costing the workers the union represents money as they can not keep up with the rapid inflation of the past year or so.

“It’s a very frustrating thing to listen to the minister talk about the process, the bargaining process, because, when you’ve been without a contract for five years, to some degree the process hasn’t been respected,” he said.

The fact that members voted overwhelmingly in favour of a strike mandate, which gives the bargaining committee the legal right

to withdraw services, apart from those deemed essential, doesn’t mean they want to walk off the job but is a symbol of their frustration, said Linklater.

“A strike is the last thing that we want but we firmly believe that now's the time for us to send a message to government that they need to get step one in the process complete, which is getting a contract in place that's been missing for over five years for the majority of us.”

The union notified the government of its desire to bargain five years ago but negotiations didn’t begin until last year.

“We’ve been at the table in non-monetary negotiations over a year now,” he said, noting that one year is usually the amount of time it takes to hammer out the entire contract.

Thompson resident Tanya Burnside, MAHCP’s vice-president, says frustration is a dominant theme among the union’s members in the Hub of the North right now.

“You’re going to hear the word frustrated a lot,” she said, and it arises from the slowness of the bargaining process as well as the lack

of acknowledgement and recognition it indicates.

With health care workers in every department stretched thin across the province and a situation that is even worse in Thompson, which has always struggled, like many northern, rural and remote communities, with recruitment, a new contract is sorely needed.

“We can’t get anyone to come with a contract that’s expired and a government that’s not willing to recognize and place value in our work,” Burnside said. “The cost of living has gone up 20 per cent since the contract expired and I’m still making the same money. We need to be recognized for the value we bring to the system and that’s why we’re all here today.”

A spokesperson for Shared Health said work to agree on a new contract is ongoing.

“Active discussions are currently ongoing with the union representing allied healthcare staff, to secure a new, fair and long-term contract that includes retroactive wage adjustments,” the spokesperson said in an email. “Mr. Arne Peltz – a mediator with more than 30 years’ experience – has

been engaged to assist in concluding this collective agreement.”

Thompson NDP MLA Eric Redhead was out at Tuesday’s information picket in Thompson to show his support for the health care workers.

“Five years with no contract is unacceptable. I think it shows how this government just doesn’t care,” he said.

Making statements about how valued health care workers are is great, the MLA said, but the government isn’t putting its money where its mouth is.

“There’s no respect for our frontline health care heroes.,” he said. “The NDP stand beside and support them. I’m hoping that they can reach a fair agreement soon and I’m proud to stand beside them here today.”

Information picket were scheduled for Flin Flon April 26 and at St. Anthony’s General Hospital in The Pas on April 27.

The MAHCP represents health care workers in more than 40 occupations, including lab technologists and diagnostic imaging employees, social workers, respiratory therapists, midwives and dietitians.

Anti-Israel actions and antiSemitism are not the same thing

To the Editor:

In an article published on April 17, the Canadian Press covers B’nai Brith Canada’s audit of reported incidents of anti-Semitism in Canada. In perusing the report, I was surprised to find that B’nai Brith seems to deliberately conflate incidents of anti-Semitic speech and

RCMP seeking Easterville

Four men from Easterville are wanted by police in connection with an assault that left another man with serious injuries.

Chemawawin RCMP were alerted around 11 a.m. March 11 that a 24-year-old man was being taken to the Easterville nursing station for treatment of serious but non-life-threatening injuries. Investigation determined that four men entered the victim’s home earlier that morning, assaulting him and causing extensive damage before leaving.

Police are asking for the public’s assistance in finding 29-year-old Mitchell Howard Ledoux, 27-year-old Steven Shane Klyne, 26-year-old Shawn Eric Umpherville and 20-year-old Nathan Walter Umpherville, all from Easterville, who are believed to have fled to Winnipeg. The four face numerous charges including aggravated assault, assault with a weapon and breaking and entering.

Anyone with information on any of the suspects’ whereabouts is asked to call Chemawawin

RCMP at Crime ously at

violence with pro-Palestinian activism and criticism of Israeli policies. For instance, Churchill-Keewatinook Aski NDP MP Niki Ashton was flagged down for anti-Semitic speech for a tweet in which she employs the terms “apartheid” and “settler-colonialism.” In the same vein, a bus ad-

vertisement in St. John’s, sponsored by Independent Jewish Voices Canada, which cites Amnesty International’s claims that Israel is practising apartheid, was also featured in their report as anti-Semitic speech.

B’nai Brith’s tendency to lump all anti-Israel actions with actual incidents of an-

ti-Semitism seriously undermines the reliability and validity of their data. Moreover, I find that it comes at a great disservice to the fight against anti-Semitism.

Ghida Mawlawi Canadians for Justice and Peace in the Middle East

Thompson Citizen photo by Ian Graham

president Jason Linklater stands outside the Thompson General

25. The MAHCP has been without

Northern ballet tour entertains audiences while training young dancers

BY IAN GRAHAM EDITOR@THOMPSONCITIZEN.NET

The Royal Winnipeg Ballet’s On the Edge tour danced its way through Thompson on April 21 and is now almost done a 12-day string of performances in 12 Manitoba communities, including five in the north.

Grand Rapids School was the first northern audience for the tour on April 20. After the open-to-the community performance in R.D. Parker Collegiate’s Letkemann Theatre, there was another public performance in Gillam the following day and then one day off before a performance for students at Mel Johnson School in Wabowden April 24.

The last community show of the tour was at Kelsey School in The Pas April 25, following an earlier performance that day for

School District of Mystery Lake

Success for all

Mosakahiken School students in Moose Lake.

On the Edge wrapped up with performances in Swan River, Pine Creek and Brandon April 26-28.

Playing somewhere with a theatre made setup a little easier for the touring production, which includes selections from classical ballets as well as modern ballet performances, said Vanessa Léonard, director of the RWB’s Anna McCowan-Johnston Aspirant Program that the touring dancers are part of.

“We are in a theatre setting here so we don’t have to bring in all of our lights,” she said about two hours before her dancers hit the stage in Thompson for the fifth performance of the tour. They did have to set up special flooring that they use to ensure dancers’ safety but it

TENDER FOR SALE OF VEHICLE

The School District of Mystery Lake is inviting sealed bids for the purchase of the following vehicle:

Celebrate Education Week: April 16-20, 2018

was still easier than when they perform for students in school gyms and have to bring in the flooring, lights, the wings and the backdrop. “It’s quite an ordeal.”

The open-to-the-public performances on the tour, like the one in Thompson last Friday, are about 90 minutes long and consist of several small pieces, including classical — think The Nutcracker or Swan Lake — and modern pieces, which are usually performed without point shoes.

“It’s nice to get to see quite a few different pieces, some that were choreographed over 100 years ago with the classical sections and then we do have contemporary pieces that are choreographed specifically for this tour,” said Léonard. “It’s quite exciting to see the range and the versatility these dancers have.”

There are 16 dancers on the tour, all members of the aspirants program, which the director described as a postgraduate program for ballet school students.

• 2008 white Chevrolet Silverado 2500 HD LT Truck: 105,603 kms, VB 6.2L engine, rear axle drive, regular cab, 8’ box, no safety. We are aware of body damage, including front and rear bumper, box and rust; transmission is in need of repair or replacement and there is no reverse gear.

The Board of Trustees invites you to celebrate Education Week 2018 in our schools. Happy Education Week to all of the District staff. It takes everyone to support our students in their learning.

Thank you for all that you do to enrich the lives of our students.

This vehicle is sold on an “as is, where is” basis. Reserve bid $3,000.00.

“It’s basically like university for ballet,” said Léonard. “We focus on creating audition material for the dancers to send out to different companies around the world and also on these wonderful performances that they are bringing into the community now.”

Bids must be placed in a sealed envelope clearly marked on the outside of the envelope “TENDER FOR SALE OF VEHICLE”

“You can teach a student a lesson for a day; but if you can teach him to learn by creating curiosity, he will continue the learning process as long as he lives.” Clay P. Bedford

Highest or any tender not necessarily accepted.

Thank you.

Tenders will close at noon on Thursday, May 18, 2023.

Bids can be forwarded by regular mail to: Kelly Knott, Secretary-Treasurer

Board of Trustees

The School District of Mystery Lake

408 Thompson Drive North Thompson, MB R8N OC5

Inquiries can be made by contacting Kelly Knott via email: kknott@mysterynet.mb.ca

Only bids that are equivalent to or in excess of the established reserve price will be considered.

School District of Mystery Lake

Success for all

2023/2024 School Year Registration

The pieces in the tour shows — school performances are only about an hour and include time for students and the dancers to interact — range from a solo number to one with 10 dancers in total. Having more dancers than the total number of performers required for any one section helps keep the show moving along quickly.

“The dancers need to change their costumes very quickly,” Léonard said. “It is good not to have every dancer in every piece because then the audience will be waiting around for a lot of changes.”

The

Celebrate Education Week: April 16-20, 2018

The Board of Trustees invites you to celebrate Education Week 2018 in our schools.

Happy Education Week to all of the District staff.

Registration for the 2023/2024 School year is being accepted at all School District of Mystery Lake schools, during regular school hours. Please call the school to make arrangements. Registration must be completed for your child at your catchment school. Applications for School of Choice must also be submitted to your catchment school on or before May 15, 2023. The School Of Choice form can be found at https://www.edu.gov.mb.ca/k12/schools/choice/index.

html#apps

It takes everyone to support our students in their learning.

Thank you for all that you do to enrich the lives of our students.

School District of Mystery Lake will be offering half-day Kindergarten programs at all schools for the 2023/2024 school year. Students entering Kindergarten must be five years old by December 31, 2023 (born 2018)

“You can teach a student a lesson for a day; but if you can teach him to learn by creating curiosity, he will continue the learning process as long as he lives.” Clay P. Bedford

Welcome to Kindergarten events for the month of June will be posted on the District web site www.mysterynet. mb.ca and school web sites.

Thank you.

Léonard did come on a tour into Northern Manitoba when she was a student at RWB, but the only destination was Flin Flon.

“I have not done one quite this big,” she said. “It’s very exciting.”

Although performing the same pieces day after day after day might sound boring to some people, Léonard says it fulfills the mandate of the aspirants program, since that it what is expected of professional dancers.

and what the story is.”

Bringing the joy of ballet and live performance to Manitobans who wouldn’t otherwise have the chance to see it in person without a trip to Winnipeg is a treat, according to Léonard.

Board of Trustees

The person registering the child must; • Be a parent or legal guardian.

The School District of Mystery Lake

School Contact information:

École Riverside School .........119 Riverside Dr...............204-677-6115

Wapanohk Comm School ....453 Princeton Dr ............204-677-6140

Juniper School........................306 Juniper Dr .................204-677-6242

Deerwood School .................101 Beaver Cres ...............204-677-6125

Burntwood School ...............103 Arctic Dr ....................204-677-6100

Westwood School ................46 Mallard Cres...............204-677-6190

It also helps the dancers progress from focusing more on the technical aspects of the pieces to how they express themselves artistically.

“A professional company will do multiple shows so you have to be able to grow but also sustain the character or sustain the emotion,” Léonard says. “You’re able to discover your character

“I think it’s wonderful that we can come to these communities and show the audiences and inspire some people. I know that there are local dance schools here so I think I’m excited to be able to bring a professional quality of ballet to hopefully inspire some young dancers to continue dancing themselves and maybe even think of it as a possible career path.”

Thompson Citizen photos courtesy of JP Media Works x DCO Digital and David Cooper

Royal Winnipeg Ballet was in Thompson April 21 for the fifth performance of its On the Edge tour, consisting of 12 shows in 12 communities in 12 days. The tour was in Wabowden April 24 and will be in Moose Lake and The Las April 25 before heading back down south for its last three performances.

MKO asks city to contribute to planned MMIWG monument

BY IAN GRAHAM EDITOR@THOMPSONCITIZEN.NET

A delegation from Manitoba Keewatinowi Okimakanak appeared before Thompson council’s committee of the whole April 17 to ask them to consider making contributions to a proposed missing and murdered Indigenous women and girls monument overlooking the Burntwood River.

Planned to be on the west side of Mystery Lake Road on the south side of the Miles Hart Bridge, the monument — a female figure standing in front of decorated outstretched wings — wil require a concrete pad and electrical connections for lighting.

Heidi Spence, director of MKO’s MMIWG liaison unit, said the they are asking for the land the monument will sit on to be transferred to MKO and for the city to cover one-time costs such as test holes for the foundation design — estimated at $7,000 — and the installation of two 25foot piles and a pile cap/ pad, at an estimated cost of $25,000. They would also like the city to cover the monthly power bill, which Manitoba Hydro has not yet provided them an estimate for, and to take the lead in constructing a parking lot, which is estimated to cost

$77,000. MKO has received funding from Women and Gender Equality Canada for the monument and Spence said they will cover the cost of the parking lot.

“You guys have connections to the necessary contractors in order to provide the work,” Spence said.

Council had questions about whether the city has the manpower and the money to cover MKO’s contribution requests and whether the land the monument will sit on could remain in city hands.

“I'd like to know what the other partnerships are and where they can also help contribute, because I think it's very difficult, on our end, as councillors, to commit to unknowns, when we use municipal dollars and taxpayer dollars, to say that we will support electricity bills, and we don't know a dollar amount because we have to justify every dollar amount that we commit to spending,” said deputy mayor Kathy Valentino.

Spence said MKO is hopeful that Manitoba Hydro will provide in-kind support for setting up electrical connections to the site and that they are also discussing a possible partnership with Vale.

Mayor Colleen Smook asked if the site plans were acceptable to Manitoba

Hydro.

“There is some main transformers on that area, and they had some concern with the placement of the monuments, and how their access to the transformers would be or if the transformers have to be a certain distance from different things. So have you approached Manitoba Hydro, and got all of that checked out with them?”

Dave Thomas, who appeared with Spence, said he met with Hydro staff to inspect the site.

“We looked at the clearances on the site as far as transformers and connections, the utility box or the metering of the electrical connections, and … with Manitoba Hydro, we located the actual location for the monument, which was within the guidelines, being not below the power lines and off to the side.”

Coun. Sandra Oberdorfer asked if transferring the land was necessary if the project does move forward.

It could be transferred or remain in the city’s possession with agreements drawn up regarding site maintenance and upkeep, said city manager Anthony McInnis.

Noting that other resource-heavy projects are going on in the city right now, such as extensive roadwork and water and sewer

main replacement, Coun, Duncan Wong wondered if the additional work for the monument, which MKO hopes to have completed by August of this year, would be possible.

“Are we able to to handle this on top of what you already have on the plate?” he said.

Smook said that is a discussion that council would have to have.

There are also concerns

that the monument site would affect a nearby snowmobile trail.

“Unfortunately, we were unable to connect with the snowmobile club and … speak to a representative from there,” Spence said, despite making efforts to contact them. “We're still waiting to hear from them and have some conversation with them about the alignment and their trail, because we know it's their trail right

in the area where where the monument is. It’s pretty close. So that's something that we're aware of.”

Thomas, who works for Treaty 1 Development Corporation, said previous projects he has worked on have had similar logistical speed bumps that needed to be smoothed out.

“As long as we have the same aligned interest, those things are pretty easy to overcome,” Thomas said.

High School Apprenticeship: Win-win for Student-apprentices, Businesses.

As an employer, you know that skilled tradespersons are essential to your business. Like many other employers, you may be finding it hard to hire new employees due to labour shortages.

With more than 700,000 skilled tradespersons expected to retire in the next five years, you may be concerned about even keeping up with current demand, never mind planning for expansion.

What if there was an innovative opportunity to address these challenges and enhance your business?

An opportunity to advance your business while supporting the next generation of skilled tradespersons. An opportunity to mentor local workers and have them learn your unique approach to business and build strong relationships with your customers.

An opportunity to apply for financial incentives. Apprenticeship is a tried-and-true method of recruiting and maintaining talent, and hiring a student-apprentice through the High School Apprenticeship Program (HSAP) could be the solution your business is seeking.

The High School Apprenticeship Program (HSAP) is a pathway for students to explore a career in the trades while completing their academic graduation requirements. Local high school students enrolled in the program gain practical on-the-job experience and develop skills for success in the workplace. Once they graduate, they may be granted advanced standing in the post-secondary apprenticeship program, allowing them to transition to their journeyperson certification sooner.

The program doesn’t just benefit studentapprentices — it also benefits you as a

High School Apprenticeship Program

Today’s Student. Tomorrow’s Workforce.

participating employer. Hiring a studentapprentice is a smart business move in more ways than one. Adding student-apprentices to your team fills key positions, provides access to unique support and may help you develop loyal long-term employees.

Plus, there are new resources dedicated to enhancing the province’s High School Apprenticeship Program that are specifically designed to support you — the studentapprentice’s employer — as you support the next generation of skilled tradespersons.

The High School Apprenticeship Program is a win-win for student-apprentices and the businesses that employ them.

Today’s student. Tomorrow’s workforce. Learn more at Manitoba.ca/studentapprentice

Are you wondering how you can support the next generation of skilled tradespersons?

There are new resources dedicated to enhancing the province’s high school apprenticeship program, that are specifically designed to support you — the student-apprentice’s employer — as you support the next generation of skilled tradespersons.

For more information, visit Manitoba.ca/studentapprentice

Thompson Citizen photo courtesy of Manitoba Keewatinowi Okimakanak

A model of the monument to missing and murdered Indigenous women and girls that Manitoba Keewatinowi Okimakanak hopes to erect on the west wide of Mystery Lake Road near the Burntwood River.

KTC hosted Jets whiteout rally April 20 to support team that’s now on the ropes

BY IAN GRAHAM EDITOR@THOMPSONCITIZEN.NET

Keewatin Tribal Council hockey fans did their best to put Thompson in the NHL playoff spirit with a festive Winnipeg Jets whiteout rally in front of their office along ahead of game two of their favourite team’s series against the Vegas Golden Knights.

Clad in jets gear, armed with signs and accompanied by a mascot, the crew got honks from hockey lovers in passing vehicles and barbecued some hot dogs on the afternoon of April 20.

Clad in a Jets blazer, Steve Carnegie said that his original favourite team was the Chicago Blackhawks but that he is cheering for Winnipeg since Chicago is already golfing.

“Let’s hope it goes to 2-0 tonight,” said Carnegie, whose wife is a huge Jets fan. “Her little woman cave is just nothing but Jets.”

Unfortunately for Winnipeg fans, the Jets lost game two and two more since and were at risk of being eilimated in game five on Thursday

night, after this edition was printed.

The parties also had a sign with a QR code, encouraging fans to enter the Show Your 2023 Stanley Cup Playoff Colors contest by going to the website, picking their team and entering their postal code. A map of all the entries shows where they came from from and participants are eligible to win a trip to the NHL awards ceremony in Nashville, Tennessee in June.

“It marks you as being in Thompson, Manitoba,’ said Catherine Nazzie. “Our circle wasn’t even showing this morning. Now we’re being seen all across North America.”

Christine Duke was clad in a wolf mascot costume for the whiteout rally, a job she says she earned by drawing the short straw, though at least it was keeping her warm.

“I wish my face was covered,” she said laughing, not because it was cold but so she could act like a goofy mascot without anyone knowing who was in the costume.

Duke said she would definitely watch the game on the night of the rally, which got underway at 9 p.m., later than when the Jets play at home.

“With the late game, I might call in sick a little bit tomorrow,” she joked.

Playoff hockey is more exciting than the regular season, Duke said, putting her on the edge of her seat or even jumping around with excitement. She predicted that it would be a tough series but that the Winnipeg fans would help their team in games three and four.

“I’m hoping they’re going to take Vegas out,” she said. “Tonight might be a little rough for them.Hopefully not.”

Once they come back to Winnipeg, though, the whiteout party will give them a boost, she said.

Carnegie said he’d like to see the Jets continue to make the playoffs year after year.

“This is the first [rally] of its kind in Thompson and we hope to carry on that tradition over time,” he said.

Thompson Citizen photo by Ian Graham

Keewatin Tribal Council hockey fans held a Winnipeg Jets whiteout rally on April 20 to show their support for their favourite team ahead of game two of the Jets’ playoff series against the Vegas Golden Knights. Winnipeg won the opening game to take a1-0 lead in the best-of-seven series but has since dropped three in a row.

Federal workers picket outside Thompson RCMP detachment on third day of public sector employee strike

BY IAN GRAHAM EDITOR@THOMPSONCITIZEN.NET

Striking federal government employees picketed outside the Thompson RCMP detachment on April 21, the third day of strike action by 155,000 Public Service Alliance of Canada members across the country, representing about one-third of the federal government workforce.

PSAC members across the country went on strike at 12:01 a.m. April 19.

“We truly hoped we wouldn’t be forced to take strike action, but we’ve exhausted every other avenue to reach a fair contract for Canada’s federal public service workers,” said PSAC national president Chris Aylward in an April 18 press release. “Now more than ever, workers need fair wages, good working conditions and inclusive workplaces. And it’s clear the only way we’ll achieve that is by taking strike action to show the government that workers can’t wait.”

The PSAC and the federal government began negotiations on a new collective agreement for four bargaining units in June 2021, a Treasury Board of Canada Secretariat backgrounder says, with the union initially demanding a 13.5 per cent wage increase over three years — 4.5 per cent annually — along with “a significant number of costly, nonwage related demands.”

The government offered a raise of 1.5 per cent for 2021, three per cent for 2022, two per cent for this year and 1.75 per cent for 2024 in its initial offer in May 2022. When the PSAC declared an impasse, a Public Interest Commission was established to assist the parties in coming to an agreement. Based on its report, which recommended a three-year collective agreement, the government offered a 1.5 per cent wage increase for 2021, a 3.5 per cent wage increase and an additional one per cent wage adjustment for 2022 and a three per cent wage increase this year — a cumulative increase of nine per cent over three years.

Union members picketing in Thompson on April 21 said they just want adequate compensation and good working conditions.

“We’ve been behind for quite a few years and we just want fair wages,” said one of the strikers, an RCMP employee who asked that their name not be used. “The biggest thing is the wage, the cost of living, right, trying to stay with the cost of living increases. They’re not meeting the wage requests or other bargaining issues like remote work.”

Being on strike is costly for the workers and also impacts services that PSAC members provide, such as performing criminal record checks, but the worker said

it as an issue of fairness.

“I’m in the fight for fairness for everybody that belongs to PSAC,” the worker said.

A quick resolution wold be nice, another striker said.

“We just want to get back to work. We have jobs to do.”

Churchill-Keewatinook

Aski NDP MP Niki Ashton was outside the detachment around noon Friday to show solidarity with the union members.

“We relied very heavily on the public sector during the pandemic,” Ash-

ton said. “Public sector workers continued to do the work necessary to keep our country going without a contract during the public health emergency that we just faced. It’s not acceptable that our public sector workers have been working without a contract for two years.”

The wages of government workers also set the bar for many private sector workplaces and inflation has been reducing people’s earnings, in effect, Ashton said.

“We need to stand by

public sector workers, but we also need to stand by all workers in Canada who are facing increasingly difficult times,” the MP said.

The government has done everything it can to reach a deal and avoid a strike, said the Treasury Board of Canada Secretariat in an April 18 news release. “Our goal has always been to reach agreements that are fair and competitive for employees, and reasonable for taxpayers. Even though there is a competitive deal on the table, the PSAC continues to insist on demands that

are unaffordable and would severely impact the government’s ability to deliver services to Canadians.”

The PSAC said the strike is expected to completely halt processing of income tax filings, to disrupt ser-

vices such as employment insurance, immigration and passport applications, and to slow down the movement of goods and people through ports and land border crossings with administrative staff off the job.

OBITUARY

FRED KENNETH ROBERTS

August 19, 1964 - April 5, 2023

It is with profound sadness that we announce the sudden passing of Fred Kenneth Roberts, a beloved husband, father, son, brother, and friend. Fred passed away on Wednesday, April 5, 2023, at the age of 58, leaving behind a loving family and many, many cherished friends.

Born on August 19, 1964 in the quaint Manitoba town of Brandon. Fred grew up with a love deep for his family, friends, mechanics and outdoors. He began working for his parent’s gas station, and then for Brandon Towing until eventually moving to Snow Lake when he worked as a miner. He then moved to Thompson to work for Inco/Vale Thompson where he worked as a Scoop Tram Operator and then the T3 Topman for 33 years before his retirement in 2019. He then moved to Okotoks, AB where he currently resided with his wife and continued to work with Read on Roads in Okotoks and Main Roads in Calgary. Fred had a love for the job and got to travel to all parts of Alberta, while leaving his mark on many people who knew him, including his best friend, Phillip and his family.

As a father, Fred was devoted to his children and grandchildren. He was always there to offer a listening ear, a comforting hug, and words of wisdom. He loved nothing more than spending time with his family, whether it was working in the garage, watching movies in his chair or lending a helping hand when needed. You could always count on Fred. Fred was a compassionate and caring person, always putting the needs of others before his own. He was known for his infectious smile and positive outlook on life. He had a way of making everyone around him feel special and loved. His presence made people feel complete, which leaves heavy holes in the hearts of all who knew him. He will be remembered for his kind heart, his unwavering devotion and his love for his family. We take comfort in knowing that he is now at peace, and we will forever cherish the memories we have of him.

Fred is survived by his wife, Kristen (Kristy); son, Kenny (Kayla) and granddaughter, Tenley; daughter, Raya (Justin) and grandsons, Madden, Irus and Orren; daughter, Janarose (Dylan) and son, Dylan as well as his mother, June, and brothers, Jack and Steve (and their families). He was predeceased by his father, Fred Roberts; brother, Frank Roberts; and Father-In-Law, Chris Vandeven.

A Memorial Service will be held on Saturday, June 17, 2023 at 2:00 pm at the Highwood Center (128 5th Avenue, High River, AB) where friends and family can come together to celebrate Fred’s life and legacy and share memories and stories that captured his personality and spirit. Thank you to both the High River and Foothills Hospital for the exceptional care and support you provided Fred. I also wanted to express my heartfelt thanks to our family and friends who offered their support, love and encouragement throughout this trying time. Your presence, kind words and gestures of kindness meant more to us than words can express. We are grateful for each and every one of you.

To view and share photos, condolences and memories of Fred, please visit www.choicememorial.com.

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Thompson Citizen photo by Ian Graham

Striking Public Service Alliance of Canada workers and their supporters picketed outside the Thompson RCMP detachment on April 21, the third day since 155,000 federal government employees walked off the job due to stalled collective agreement negotiations.

After 50 years with the whistle, official Bolton gets lifetime achievement award

BY ERIC WESTHAVER FLIN FLON REMINDER

Harvey Bolton's 50 years of service as a minor hockey official have been recognized with a pair of recent honours.

Bolton received a pair of honours from the Flin Flon Minor Hockey Association during their annual awards night April 5. First, Bolton received a lifetime achievement award for his time spent both officiating and training new officials. Second, Bolton’s name was bestowed on one of the FFMHA’s annual awards – from now on, a new award will be given to the FFMHA’s most outstanding official, named the “Harvey Bolton Award”.

Bolton had an inkling the FFMHA might honour his 50th year with the stripes–but he didn’t expect the recognition he received. Both awards were kept hidden from Bolton until the award night itself, leaving him lost for words.

“I thought that minor hockey might do or say something for the fact I’ve been around for 50 years, but I had zero clue they were going to put my name on an award – they didn’t tell me,” he said.

“When they handed me the award and I saw my name on it, I thought that was going to be what they were going to give me after. Then I read it and I kind of lost my focus after that – it was very cool.”

In a sport where officials and referees don’t always receive compliments, Bolton said he was thankful for the praise.

“I really don’t know what to say. I sent minor hockey an email thanking them, but words don’t really seem kind of good enough,” he said.

Following in the skate tracks of his father, a former on-ice official, Bolton first started refereeing hockey games in 1972, first in his hometown of Flin Flon, then later in other communities af-

ter moving away. While Bolton has gone off the ice for the past several years, he has led dozens of training sessions and spent countless games as an officiating supervisor, including for international high-level tournaments, junior championships and other major events.

Bolton was notably the referee-in-chief for Thompson’s minor hockey programs in the late 1970s and early 1980s–Thompson’s minor hockey association has told Bolton they have similar plans to Flin Flon’s group, giving him a lifetime achievement award and naming an official of the

year award in his honour, he said.

“That award is now going to be called the Harvey Bolton Award.”

“It’s incredible–it really is. When you’re in the officiating program and people come up to you, you’re not used to hearing good things or compliments. Maybe I haven’t responded as well as I should have, because you’re not used to that,” he said.

“It is all about the memories. It makes me feel very, very good.”

Bolton is perhaps most proud of the new crop of on-ice officials coming into

their own. COVID-19 prevented a crop of some new talent from stepping forward, he said, but now that hockey has more or less resumed its pre-pandemic form, Bolton is encouraged with the level of involvement and the overall quality of young, new officials.

“Around the region and in NorMan in general, we manage to attract quite a number of good, young kids as officials. Down the road, that’s a positive,” said Bolton.

“The issue we have is after three years of COVID-19, we’ve kind of lost that 18-to24-year-old group who we

need to mentor young officials. That’s a problem, that’s a concern – people being with them on the ice, in the stands, watching, helping out, all that kind of stuff. There are promising young kids there. We definitely have something to build on. We need experienced people to give them a hand, all that kind of stuff. That’s where we’re lacking right now, but we will work on that problem.”

That new crop includes the grandchildren of people he refereed with and the children of former referees he had trained.

“One young official, Co-

hen Brough, I instructed the clinic that his dad Tanner first attended and reffed some of his first games. Before that, Tanner’s dad and I started out at around the same time 50 years ago – three generations of officials there,” he said.

“Fifty years and all the memories that come along with that is really special. You’re not really, as an official, used to people saying good things, but I will say that the Flin Flon Minor Hockey group and people around the region, for them to do that for me, meaning those memories continue on, it’s a humbling experience.”

Rural paramedic says chronic staff shortage will ‘result in avoidable deaths’

BY DAVE BAXTER

LOCAL JOURNALISM INITIATIVE REPORTER, WINNIPEG SUN

Paramedics in rural Manitoba continue to deal with severe staff shortages, employee burnout, unsustainable workloads, and a lack of support says a rural Manitoba paramedic who spoke out in 2021 about dire working conditions.

In 2021, the paramedic, who didn’t want to be identified, said they were dealing with “severe” staff shortages and employee burnout.

They also said that staff shortages at that time were being compounded daily by staff consistently calling in sick, and claimed many sick days were being taken because EMS workers were “burning out.”

And this week they say they have seen no improvements

in working conditions since speaking out in 2021, while asking again that they not be identified.

“Have things gotten better? No. Simply no,” they said in an email to the Winnipeg Sun “We are no farther ahead with staffing despite hiring a few people, because we have had many more quit in the same time.”

The paramedic claimed the staffing shortages are still so severe that some are being forced to perform tasks that should be performed by EMS workers with a higher level of training, and who work at a higher pay grade.

“What they are doing is piecemealing lower trained medics by giving them more responsibilities on more advanced procedures and medi-

cations, but with what I would call half-assed training,” the medic said.

“So there are more responsibilities with substandard education behind it, and with no bump in title or wage increases, they’re getting more from us for less payout. They’re essentially exploiting rural paramedics now.”

The paramedic said the staff shortages and working conditions are concerning because they are also leading to increased wait times for those looking for emergency care.

“We still have trucks responding upwards of 150 kilometres from their home station to 911 calls,” they said.

“These staff shortages will result in avoidable deaths eventually.”

Jason Linklater, president

of the Manitoba Association of Health Care Professionals, which represents rural paramedics in the province, said he agrees that working conditions have not improved since Sept. of 2021 for rural paramedics and claimed those issues continue to affect levels of service.

“It’s honestly terrible,” Linklater said. “First of all, they are the lowest paid paramedics in the country and paid significantly lower than Winnipeg paramedics.”

Linklater said he has heard stories of “excessive overtime,” but also about EMS equipment and vehicles that he said are “falling apart.”

“We have seen ambulances with worn-out tires, patients being transferred with no heat in minus-30 weather, even drivers driving

with no defrost, and having to scrape as they go,” Linklater said.

He said although many paramedics continue to work in rural Manitoba, he does not know how much longer some will last, because they a being pushed to their “breaking point.”

“Paramedics are some of the toughest people out there, and I truly believe they will stick things out to the bitter end, but they are being pushed more and more, and eventually more will leave.

“At some point they will be pushed over the edge.”

Meanwhile, Shared Health said they are working to improve the situation.

“Active negotiations continue with the union representing paramedics

within emergency response services, to secure a new, fair and long-term contract that includes retroactive wage adjustments,” a statement from a Shared Health spokesperson read. “In the meantime, Shared Health has taken a number of steps to address the ongoing human resource needs being experienced across emergency response services and in other areas of the health system.

“Recruitment of paramedics remains a priority as well as efforts to increase educational capacity for high-demand professions within ERS and to strengthen partnerships with regulatory and educational institutions.”

Manitoba’s Health Minister did not reply to a request for comment.

Flin Flon Reminder photo by Eric Westhaver

Harvey Bolton gives a speech during the Flin Flon Minor Hockey Association awards night April 5 at the Creighton Sportex. Bolton was presented with a lifetime achievement award at the meeting and an award for most outstanding official was named in his honour.

Indigenous youth groups are ‘lifelines’ in their communities and Ottawa is failing to support them

BY MATTEO CIMELLARO LOCAL JOURNALISM INITIATIVE REPORTER, CANADA'S NATIONAL OBSERVER

Indigenous youth organizations doing vital work in their communities deserve sustainable funding and a means to hold Ottawa accountable for upholding financial support, a new report says.

The report, titled “A Labour of Love: The Unpaid and Exploited Labour of Grassroots and Community-Based Indigenous Youth Groups,” calls out Ottawa for what it deems a failure to value the work of young Indigenous organizers who support youth in their communities.

The report was published on April 17 alongside a panel hosted in New York City for the United Nations Permanent Forum on Indigenous Issues, the UN’s central body on global Indigenous concerns and rights.

Gabrielle Fayant, one of the report’s co-authors, told Canada’s National Observer that Indigenous youth organizers are in New York City to give voice to groups that are overworked, overwhelmed and underpaid.

“I hope that we can put pressure on the federal government to at least meet with us and see the amazing work that we're doing,” said Fayant, who is also an organizer for the Ottawa-based Assembly of Seven Generations, an urban Indigenous youth organization that delivers cultural support and empowerment programs.

The report centres around the Truth and Reconciliation Commission’s Call to Action 66, which urges the federal government to provide multi-year funding for community-based youth organizations to deliver pro-

grams to other youth.

Between June and October 2022, a team of eight facilitators and writers heard from 10 diverse youth groups and collectives, visiting each group in their territory and community. The report found the current funding system, propped up by short-term project grants, is failing Indigenous youth groups and leading to exploited labour, stretched budgets and funds not reaching the youth themselves.

Much of the work done by Indigenous youth groups identified in the report happens on a volunteer basis or through month-to-month contracts. Many organizations cannot employ full-

time staff members, it found. Part of the demand from the report’s authors is ensuring that Indigenous youth groups have full-time employment, community space and, most importantly, land for programming.

“That's why we need that volunteer funding. We need to be able to plan the year ahead,” Fayant said.

Indigenous Services Canada told Canada’s National Observer the federal government provides multiyear funding through a pilot project with the Canadian Roots Exchange, a national Indigenous youth organization that provides programs, grants and funding.

Canadian Roots Exchange

CREation is currently running a pilot program that provides short-term grants of up to $5,000, mediumterm grants worth $30,000 and multi-year funding at $150,000 over two years.

But Fayant and her co-author Brittany Matthews told Canada’s National Observer the funding won’t cover the needs of Indigenous youth groups, particularly landbased programming and office space.

The $150,000 grant over two years may only cover the costs of one or two fulltime staff per year and low salaries, never mind benefits for staff or programming funds.

Fayant and Matthews also

said the youth groups would need an outside trustee, such as a designated board member, to be eligible for funding, creating a further barrier. Many youth groups aren’t eligible today for this reason.

“The report is clear — funding must be multi-year and based on the best interests and needs of Indigenous young people,” Fayant and Matthews said.

“We have heard this rhetoric from Canada for years with little changing.”

Much of the work Indigenous youth organizations do involves at-risk youth, Fayant said. Many of those young people are descendants of residential

school survivors and struggle with the impacts of intergenerational trauma.

“It's a lot of crisis mode,” she added.

Fayant described Indigenous youth groups as “lifelines,” noting the burden of their communities’ challenges falls on their shoulders.

“It's almost like we don't have a choice to do this work, even though it's so draining, and it just feels so, so hard,” Fayant said.

At the panel in New York City, which was livestreamed on YouTube, Fayant described youth organizers as facing “ongoing poverty,” forced to patch a living together through a trickle-in of short-term grants.

Indigenous youth groups don’t have the same privileges or outcomes as other non-profits because of unreliable and inadequate grants, the report found. The result is inconsistent and underpaid employment among Indigenous youth organizers, with compounding effects such as low credit and inability to secure a mortgage, it added.

Fayant said the progress on the TRC call to action is “in limbo” while she and other youth organizers struggle to make ends meet, working precariously or on a volunteer basis. Fayant can’t imagine what a permanent Indigenous youth panel would look like, noting that Indigenous youth haven’t been given the platform to create it.

Fayant notes the irony: the work of Indigenous youth will always be put on panels and lauded, but those same grassroots youth are stonewalled when they ask for stable funding.

“We’re not even at the table yet; we’ve just been completely ignored,” she said.

Upcoming CRA report to gauge how agency can better support Indigenous Peoples during tax season

BY MATTEO CIMELLARO

LOCAL JOURNALISM INITIATIVE REPORTER, CANADA'S NATIONAL OBSERVER

The Canada Revenue Agency is set to release a report outlining the challenges Indigenous Peoples face in filing tax returns and proposing solutions to make the process easier.

An access-to-information request filed by Canada's National Observer reveals the CRA reached out to national Indigenous organizations last year in an effort to improve Indigenous Peoples’ tax filing experience and access to benefits.

The documents include a 2022 briefing note asking CRA commissioner Bob Hamilton to sign letters addressed to the Assembly of First Nations, Métis National Council,

Inuit Tapiriit Kanatami and the Congress of Aboriginal Peoples. According to the documents, the CRA wanted to inform the organizations of public opinion research involving Indigenous Peoples. The goal of the research was to improve Indigenous Peoples’ awareness and access to benefits and credits for which they are eligible after previous studies suggested the need for greater outreach.

The new report will include an updated version of two public opinion research studies completed by the CRA in 2017. Those studies found the CRA needed to provide greater outreach to urban Indigenous Peoples to increase awareness and understanding of benefits associated with filing tax returns, according

to a summary of the 2017 report.

“Updating the [public opinion research] aligns with the commitments we have made in previous Action Plans and shows that the Agency is ready to take the necessary steps towards reconciliation,” the briefing note states.

Various government benefits, such as disability benefits and those for single mothers, are dependent on filing tax returns on time. However, some people who failed to file on time didn’t realize it would disrupt their benefits, the report summary says.

The report suggested reaching out to vulnerable groups, including Indigenous Peoples, through a “multi-mode communications strategy” that includes traditional and online ad-

vertising — for example, on TV, social media and posters in public areas.

The report also strongly suggested collaborating with community organizations and making information available at government offices related to social services or employment.

The CRA wrote letters to inform the four national Indigenous organizations of the agency’s public opinion survey involving Indigenous participants.

In the letters, the CRA stated it had made important strides in the years since the first reports in 2017, including providing tailored resources online, expanding outreach programs and simplifying tax forms.

The briefing note did not mention advertising, col -

laboration with community organizations or information at social services offices but instead focused on outreach to Ottawa-based national organizations.

The letters informed the organizations of the forthcoming report, saying it would consist of an online survey from 1,700 respondents, 11 focus groups and 10 in-depth phone interviews.

The CRA told Canada’s National Observer that it met with the organizations following the report's completion and had a positive response.

“Initial comments received included that organizations were pleased to have access to the data and that they are interested in continuing a working relationship to further improve services for Indigen-

ous Peoples,” the CRA said in an email.

The CRA also expanded on its Indigenous portfolio action plan, which includes promoting awareness of Indigenous cultures, hiring Indigenous employees, building a culture of collaboration and systematic engagement with Indigenous partners and providing tailored services to respond to specific Indigenous client needs.

“The CRA is working on ensuring that accessing the tax and benefits system is easier and building relationships with Indigenous Peoples,” a CRA statement said.

“We actively engage with Indigenous partners to ensure that the voices of Indigenous Peoples are heard and listened to throughout the CRA.”

Thompson Citizen photo courtesy of Nhattan Nguyen/Local Journalism Initiative

Gabrielle Fayant introduced the report at a side event prior to a panel hosted in New York City for the United Nations Permanent Forum on Indigenous Issues, the UN’s central body on global Indigenous concerns and rights.

The Doctrine of Discovery has been rescinded by the Vatican. What happens next?

ciliation Commission called on the Vatican to denounce the Doctrine of Discovery. Assembly of First Nations National Chief RoseAnne Archibald told Canada’s National Observer last year that she asked the Pope to rescind the doctrine during his visit to Canada. At a mass in the Basilica of Sainte-Anne-deBeaupré in Québec City, led by Pope Francis last summer, two activists dropped a banner that read, “Rescind the Doctrine.”

Here’s what you need to know about the Doctrine of Discovery, how it fits into Canadian law and what happens now that the Catholic Church has denounced it.

What is the Doctrine of Discovery?

The Doctrine of Discovery is a series of 15th-century papal bulls, which are similar to public decrees or open letters that carry the political and spiritual weight of the Catholic Church.

The papal bulls, authored by Popes Nicholas V and Alexander VI, were penned during the mid- to late-1400s and often written directly to European monarchs looking to expand their empires. Many Indigenous critics and scholars point to them as the ideological framework for the moral and political supremacy espoused by European leaders, from Christopher Columbus to John A. Macdonald and beyond.

preme Court judge who ruled in the case based his decision on the Doctrine of Discovery, arguing that since European powers discovered the land, they owned it, with Indigenous Peoples only holding a “right of occupancy.”

Canada imported the same legal argument through the 1887 St. Catharines Milling decision, a battle for the land title between Ontario and Treaty 3 nations in northern Ontario. The decision found that the Crown, particularly the provinces, had ultimate discretion over Indigenous lands. It asserted Crown sovereignty over all lands within a treaty save for reservations, which only compose 0.36 per cent of land in Canada. The decision was based on the Doctrine of Discovery.

What happens next?

The Vatican missed the opportunity to reconcile in action by returning some of their assets and property in Canada, which are worth $3.3 billion, to Indigenous Peoples, Palframan says.

The Pope also fumbled the chance “to talk about the land back movement and look on a sort of diocese-by-diocese basis on how they could put reconciliation into action,” she said.

BY MATTEO CIMELLARO LOCAL JOURNALISM INITIATIVE REPORTER, CANADA'S NATIONAL OBSERVER

In late March, the Vatican released a statement denouncing the “Doctrine of Discovery,” a series of documents that Canadian governments have used to justify colonization for centuries.

In its denouncement, the Vatican decried the doctrine as “not part of the teaching of the Catholic Church,” adding the documents “have never been considered expressions of the Catholic faith.”

It also recognized the doctrine did not uphold the dignity and rights of Indigenous Peoples and was used to justify immoral acts against them.

The statement was a long time coming, says Andrea Palframan, communications director of RAVEN, a legal defence fund to assist Indigenous Peoples who enforce their rights and title to protect their ancestral territories.

“It’s been a process that the Vatican is responding to tremendous activism and tireless work by Indigenous Peoples,” she added. “It's gone on for, really, generations.”

Palframan calls activists and others who have pushed the Vatican for change the real authors of the denouncement.

In recent years, for example, the Truth and Recon-

One famous bull is Inter Caetera, written in 1493 and published months after Columbus returned to Europe from his first full voyage. Inter Caetera is Latin for “among others,” which is the first phrase of the bull and sets the stage for colonizing missions to exist alongside other Christian practices of the time.

The bull intended to spread Christianity everywhere through a colonizing project led by the monarch of Spain while “securing the salvation of souls and subduing the barbarous nations and bringing them back to the faith itself.”

A similar bull written decades earlier called Romanus Pontifex became a basis for Portugal’s monarch to claim the “new world.”

How does the doctrine fit into Canadian law?

European countries’ claims to the so-called “new world” were justified through religious powers like the Vatican condoning their missions to conquer, proselytize and civilize Indigenous Peoples. That mission became ingrained in the laws of Canada, said Palframan, whose organization has released a course, titled Home on Native Land, delving into the historical and legal foundations of Canada.

In 1823, an American court case called Johnson v. McIntosh ruled that since the United States had won its war of independence against the British, Indigenous Peoples owned no land within its borders. The Su-

Pope Francis could have also called upon governments to repudiate the Doctrine of Discovery within the legal frameworks of colonial countries like Canada and Australia, Palframan added.

“If it was these colonial powers in the first place that did the very un-Catholic work of twisting the doctrine and manipulating it, then it should be the very same colonial powers that should be called upon ... to untwist our laws from it,” she said.

Palframan recognizes the difficulty of untwisting. Crown sovereignty is asserted in every province and will continue to be an issue as mining development explodes due to the federal government’s Critical Minerals Strategy, which seeks to expand Canada’s critical mineral supply of metals like lithium, copper and nickel needed for the energy transition.

This could set up legal battles with First Nations, she says.

Crown sovereignty is already a source of dispute in some resource projects on Indigenous land, sparking acts of civil disobedience such as the resistance of Wet’suwet’en hereditary leaders in northern B.C., who oppose the construction of a natural gas pipeline across their traditional territory.

“What the Supreme Court is trying to grapple with is the whole project of reconciliation… How can we hold onto Crown sovereignty while respecting Indigenous rights?” she asked

“How can we keep building pipelines, mining and practicing business as usual but just offer Indigenous Peoples this tokenistic participation?”

Thompson Citizen photo by John Locher/AP.Local Journalism Initiative Sarain Fox of the Batchewana First Nation demonstrates outside the mass presided over by Pope Francis at the National Shrine of Saint Anne de Beaupre on July 28, 2022.

USW All-Stars claim Steelworkers hockey tournament title in overtime

EDITOR/REPORTER/PHOTOGRAPHER THOMPSON CITIZEN

Location: Thompson, Manitoba

Deadline for applications: May 8, 2023

DESCRIPTION

The Thompson Citizen has an immediate opening for an Editor/Journalist in Thompson, Manitoba.

Thompson, known as the “Hub of the North” in Manitoba, is a vibrant city in the middle of an outdoor paradise. The 15,000 residents of Thompson enjoy an excellent airport, a golf course, a ski hill, numerous boating and fishing areas, two ice arenas, public library, indoor swimming complex, great schools, a university campus, a live theatre, and many more amenities to satisfy any lifestyle.

The Thompson Citizen is part of the Prairie Newspaper Group, which is a division of Glacier Media. This position would be a great starting point for an enthusiastic graduate as well as a great opportunity for an experienced reporter looking for an exciting change from the regular day to day workload.

The successful applicant will be expected to cover a wide range of topics. He or she will find himself or herself reporting on current events, writing Q&A’s, business features, personal interest and taking lots of photos.

QUALIFICATIONS

BY IAN GRAHAM EDITOR@THOMPSONCITIZEN.NET

The USW All-Stars weathered a four-goal comeback by the City Slickers before tallying in overtime to claim the title in the 12th United Steelworkers Local 6166 hockey tournament April 21.

The result was the opposite of last year when the city team beat USW for the title.

Steve Matechuk was the hero for the champions, scoring two minutes into overtime to give USW the 5-4 victory. They had built up a 4-0 first period lead with a pair of goals from

PROFESSIONAL EMPLOYMENT OPPORTUNITY

AWASIS AGENCY OF NORTHERN MANITOBA

SHAMATTAWA (UNIT OR THOMPSON)

SHAMATTAWA OR THOMPSON, MB

Position: Intake Investigator

One (1) Full-Time Permanent Position

***Preference to Local Applicants***

A key member of the Child & Family Services (CFS) Unit, the Intake Investigator ensures that the appropriate range of services and programs to children and families are delivered in accordance with the philosophy, practices and policies as set forth by Awasis Agency

First Nations and the Child and Family Services Act of Manitoba. The incumbent performs the work from a prevention and trauma-focused lens, acting on referrals, and completing thorough assessments to ensure the safety of children. The position requires critical thinking, problem-solving and analytical skills. The work is performed in an environment requiring collaboration with others, and confidentiality.

Qualifications:

• BSW, or in progress of attaining a BSW in combination with relevant experience.

• 1+ years’ experience within the child welfare field.

• Knowledge of CFS legislation, standards, and regulations.

• Experience with using the CFSIS database, including IM an asset.

• A valid drivers’ license and access to a reliable vehicle.

• Knowledge of, or work experience in northern Manitoba communities preferred.

• Demonstrated understanding and respect for Indigenous culture.

• Ability to speak Cree an asset.

Working Conditions:

• Fast-paced child welfare environment with a focus on prevention and trauma informed interventions.

• Overnight and remote travel approximately 40% of the time.

• Some overtime required.

• Access to very sensitive information for which confidentiality is required.

• Provide satisfactory Criminal Record, Child Abuse Registry and Prior Contact checks prior to starting the position, and throughout employment as required.

Salary: Awasis Agency offers a competitive salary and employee benefit package. Salary will commensurate with education and experience.

Closing Date: Wednesday, May 3, 2023

Awasis Agency provides service to Indigenous children and families, therefore preference will be given to Indigenous applicants. Applicants are encouraged to self-identify. Individuals interested in this challenging opportunity please reference Competition Number 2023-039 on your resume/cover letter and include it in the subject line of your email, in confidence to:

Human Resources Department

Awasis Agency of Northern Manitoba

Competition #2023-039

701 Thompson Drive, Thompson, MB R8N 2A2 Fax: 204-778-8428 Email: hr@awasisagency.ca

We thank all applicants who apply, however, only those selected for an interview will be contacted.

Applicants may request reasonable accommodation related to the materials or activities used throughout the selection process

**Note: Awasis Agency Vaccination policy mandate: fully vaccinated plus booster

Alex Head and singles by Tyler Cameron and Jeff Katchmar but the City Slickers whittled away at it, getting on the scoreboard with a second-period tally by Jeff English, who also got his team’s third goal in the third period, while Shannon McFadden and Ja-

mie Valentino contributed one goal apiece, both in the third period.

The tournament has been played a dozen times over 14 years, having been cancelled in 2020 and 2021 after a 10-year uninterrupted run as a result of the COVID-19 pandemic.

PROFESSIONAL

EMPLOYMENT OPPORTUNITY AWASIS AGENCY OF NORTHERN MANITOBA UNIT: WINNIPEG/THOMPSON LOCATION: TO BE DETERMINED

Position: Human Resources Generalist

One (1) Full Time Permanent position

Summary of Position:

Working in the Human Resources department, the Human Resources (HR) Generalist provides leadership and advisory services to assigned communities and departments. The work is wide-ranging from recruitment, training and development, policy development and performance management advising. The work requires knowledge of, and adherence to the Agency’s policies, and procedures, along with working knowledge of applicable legislation and an ability to effectively communicate with a diverse range of people. The work environment is fast-paced and requires the incumbent to use effective organizational skills to meet the demands of the job. Additionally, the incumbent must strictly follow confidentiality requirements and have the ability to work with competing priorities.

Qualifications:

• A diploma or degree in Human Resources preferred.

• 2+ years of related experience performing human resource tasks, or a combination of related experience and education.

• Superior written, interpersonal communication, and conflict resolution skills.

• Proficiency in the use of Microsoft Office (Excel, Word, Outlook) including Office 365 and Share Point.

• A valid driver’s licence.

• Demonstrated understanding and respect for Indigenous culture.

• Ability to speak Cree or Dene is an asset.

• Knowledge of, or work experience in northern Manitoba communities is preferable.

Working Conditions:

• Fast-paced, large, child welfare agency, with offices throughout the province.

• Professional office environment.

• Access to confidential and sensitive information.

• Maintain satisfactory Driver’s Abstract, Criminal Record, Child Abuse Registry and Prior Contact checks.

• Travel required.

Salary: Awasis Agency offers a competitive salary and employee benefit package. Salary will commensurate with education and experience.

Closing Date: Wednesday, May 10, 2023

Awasis Agency provides service to Indigenous children and families, therefore preference will be given to Indigenous applicants. Applicants are encouraged to self-identify. Individuals interested in this challenging opportunity please reference Competition Number 2023-042 on your resume/cover letter and in the subject line of your email in confidence to:

Human Resources Department

Awasis Agency of Northern Manitoba Competition #2022-042 701 Thompson Drive, Thompson, MB R8N 2A2 Fax: 204-778-8428 Email: hr@awasisagency.ca

We thank all applicants who apply, however, only those selected for an interview will be contacted. Applicants may request reasonable accommodation related to the materials or activities used throughout the selection process

**Note: Awasis Agency Vaccination policy mandate: fully vaccinated plus booster

This editorial position requires an organized individual who works well on his or her own as well as with a team. They need to be dedicated and diligent with a strong work ethic. He or she must have a degree or diploma in journalism or have at least five years’ experience in newspaper journalism. Experience in photography is necessary. Candidates for this position must have a valid driver license and a reliable vehicle. Kilometers are tracked and the journalist will be reimbursed.

Please send resume with cover letter to: Noah Cooke, Publisher Thompson Citizen

P.O. Box 887, Thompson, Manitoba R8N 1N8 or E-mail: generalmanager@thompsoncitizen.net

PROFESSIONAL EMPLOYMENT OPPORTUNITY

AWASIS AGENCY OF NORTHERN MANITOBA

OFFICE: KEEWATINO/YATTHE GHE

FAMILY ENHANCEMENT CENTRE LOCATION: UNIT 5-90 THOMPSON DRIVE, THOMPSON, MB

Position: Administrative Support Clerk-Family Enhancement

One (1) Full-Time Permanent

The Administrative Support Clerk is responsible to provide administrative support services to the Family Enhancement Program staff and projects. The incumbent is expected to exercise initiative and independent judgement in determining work priorities, work methods to be employed and action to be taken on matters.

Qualifications:

• Relative post-secondary education such as a diploma or certificate in an administrative/office course or a combination of education/experience will be considered.

• Minimum of 2 years in administration required.

• Effective written and verbal communication skills.

• Computer literacy, including effective working knowledge of MS Word, Excel, PowerPoint and Outlook required.

• Ability to use general office equipment efficiently and effectively.

• Superior time management and multitasking skills, and the ability to prioritize tasks with minimal supervision.

• Pro-active with an ability to work under own initiative with minimal direction, as well as within a team setting.

• Willingness and ability to undertake training needed in order to fulfil the changing requirements of the job.

• Motivated individual with proven initiative.

Working Conditions:

• Fast-paced, time-sensitive child welfare working environment.

• Provide satisfactory Criminal Record, Child Abuse Registry and Prior Contact checks prior to starting the position, and throughout employment as required.

• Access to highly sensitive and confidential material for which privacy must be maintained.

• Occasional lifting to 30 lbs.

• Up to 10% travel, some of which may be remote and overnight.

Salary: Awasis Agency offers a competitive salary and employee benefit package. Salary will commensurate with education and experience

Closing Date: Wednesday, May 3, 2023

Awasis Agency provides service to Indigenous children and families, therefore preference will be given to Indigenous applicants. Applicants are encouraged to self-identify. Individuals interested in this challenging opportunity please reference Competition Number 2023-040 on your resume/cover letter and in the subject line of your email in confidence to:

Human Resources Department

Awasis Agency of Northern Manitoba

Competition #2023-040 701 Thompson Drive, Thompson, MB R8N 2A2

Fax: 204-778-8428 Email: hr@awasisagency.ca

We thank all applicants who apply, however, only those selected for an interview will be contacted. Applicants may request reasonable accommodation related to the materials or activities used throughout the selection process

**Note: Awasis Agency Vaccination policy mandate: fully vaccinated plus booster

Thompson Citizen photo courtesy of Bruce Cameron

The USW All-Stars pose on the ice at the C.A. Nesbitt Arena after defeating the City Slickers 5-4 in overtime to claim the championship of the 12th United Steelworkers Local 6166 hockey tournament April 21.

CEDF loan program restarts after more than five years on hiatus

The provincial government announced April 21 that the Communities Economic Development Fund can once again start making

business loans to northern and Indigenous economic development ventures that can’t get funding from other sources, like banks.

The Thompson Golf Club, in partnership with the Manitoba Métis Federation, is seeking summer students to work as greens assistants and/or pro shop attendants for the period June 23, 2023 to September 1, 2023.

The follow criteria will apply:

• The applicant must be between the ages of 15 and 30. Students who are 15 must complete the Young Workers Readiness course online.

• The applicant must be Métis.

• The applicant must be a fulltime student at high school or a post secondary institution, and who intends to return as a fulltime student in the fall of 2023.

• The applicant must be able to work a minimum of 20 hours per week to a maximum of 40 hours per week.

• The applicant must be legally entitled to work in Canada.

Please submit your application with resume to the Thompson Golf Club, attention Sharon Irvine, General Manager. Phone (204) 778-5537 or email: thompsongolfclub@gmail.com

PROFESSIONAL

EMPLOYMENT OPPORTUNITY

AWASIS AGENCY OF NORTHERN MANITOBA SPLIT LAKE (TATASKWEYAK) SUB-OFFICE SPLIT LAKE, MANITOBA

Position: Family Enhancement Worker

One (1) Full-Time Permanent Position

Reporting to a Family Enhancement Supervisor, the Family Enhancement Worker will provide children and families with support services to keep them from entering the child and family services protection system by providing preventative service opportunities and resources, facilitating awareness and education, advocacy and counselling. The overall aim is to engage parents, extended family, and community partners in identifying problems and participating in services and supports that address family needs. The Family Enhancement Worker will utilize a continuum of resources, develop case plans, coordinate the resources and supports needed and arrange linkages/connections to other community resources such as day programs, respite services and other culturally appropriate resources. The Family Enhancement Worker will possess and utilize the interpersonal skills to work with children, families, staff, and collaterals.

Qualifications:

• Bachelor of Social Work Degree (BSW) with experience in child welfare preferred, or a combination of experience and training

• Commitment to community-based service delivery

• Working knowledge of CFS legislation, standards and issues

• Knowledge of Child & Family Services Information System (CFSIS) an asset

• Assessment, interviewing, and counselling skills

• Demonstrated written and verbal communication skills

• Demonstrated crisis intervention and conflict resolution skills

• A strong work ethic and reliable

• Proven ability to prioritize workloads and meet deadlines

• Proficiency in Microsoft Word, Excel and Outlook

• Self-motivated with the ability to work independently, as well as part of a prevention unit team

• Sensitivity to, and an understanding of First Nations culture and values

• Ability to speak and/or understand the Cree language would be an asset

Working Conditions:

• Fast-paced environment

• Confidentiality environment with access to sensitive information

• Overnight and remote travel approximately 10% of the time

• Maintain a satisfactory Prior Contact check, Child Abuse Registry Check, Criminal Record Check and Driver’s Abstract prior to starting the position and throughout employment as required.

• Maintain a valid driver’s license and have access to a vehicle

Salary: Awasis Agency offers a competitive salary and employee benefit package. Salary will commensurate with education and

experience

Closing Date: Wednesday, May 10, 2023

Awasis Agency provides service to Indigenous children and families, therefore preference will be given to Indigenous applicants. Applicants are encouraged to self-identify. Individuals interested in this challenging opportunity please reference Competition Number 2023-041 on your resume/cover letter and include it in the subject line of your email, in confidence to:

Human Resources Department

Awasis Agency of Northern Manitoba

Competition #2023-041

701 Thompson Drive, Thompson, MB R8N 2A2

Fax: 204-778-8428 Email: hr@awasisagency.ca

We thank all applicants who apply, however, only those selected for an interview will be contacted. Applicants may request reasonable accommodation related to the materials or activities used throughout the selection process

**Note: Awasis Agency Vaccination policy mandate: fully vaccinated plus booster

The provincial Crown corporation, headquartered in Thompson, has not lent any money, except through its fisheries loan program, since 2017 following the establishment of a review of the small business loan program in 2018 to see if it was meeting the needs of northern economic development.

Prior to that, CEDF had approved 13 loans for a total of $1.3 million in 2017 and 36 loans for a total of nearly $5.8 million the year before that.

“Our government is making investments to support the development of high-impact, strategic projects that will help drive growth in our province,” said Economic Development Minister Jeff Wharton in an April 21 news release.

“The CEDF Business Loan Program will support key sectors of our growing northern economy and help fill financing gaps for businesses that are creating jobs and opportunities in the north.”

CEDF’s small business loans are intended for natural resources initiatives including mining, forestry and commercial fishing, First Nations partnerships

outside Winnipeg that promote or enhance Indigenous economic development, and strategic northern infrastructure projects. Loans can be as much as $2 million, and approvals are based on business plans that show how the project will benefit a community, the province or Northern Manitoba, including local employment impacts.

“Expanded lending capacity through the business

CREE NATION CHILD & FAMILY CARING AGENCY

Human Resource Generalist–Permanent Position

LOCATION: Regional Office OFFICE: The Pas, Manitoba Cree Nation Child & Family Caring Agency (CNCFCA) is responsible for administering and providing for the delivery of Child and Family Services. CNCFCA is dedicated to providing comprehensive CFS Services that are community-based and incorporate both protection and prevention services.

Our agency will strive to maintain family unity.

POSITION SUMMARY:

The Human Resource Generalist facilitates and provides a full range of HR services to CNCFCA and all employees in various locations. Provides guidance, support and direction regarding all Human Resources matters to all CNCFCA.

RESPONSIBLITIES:

§ Employee Attendance

§ Training and Development

§ Benefits Administration

§ Compensation

§ Recruitment and Selection

§ Employee Communication EDUCATION & TRAINING

§ Human Resources Management Diploma or related equivalent education (preferred)

§ Minimum three years human resources management experience is required

KNOWLEDGE & EXPERIENCE

§ Ability to use a variety of computer applications such as Microsoft Word, Excel, Outlook, PowerPoint and database systems

§ Ability to deal effectively with a variety of visitors and circumstances

§ Knowledge of customer service (preferred)

§ Good organizational skills and working knowledge of office and administrative procedures and related equipment (preferred)

§ Excellent oral and effective communication skills (preferred)

CONDITIONS OF EMPLOYMENT

§ Must pass a child abuse registry check and prior contact check

§ Cannot be active on a protection case.

§ Must maintain absolute confidentiality in accordance with agency requirements.

§ Varied amounts of travel required

§ Must have a valid Manitoba’s driver’s license

§ Must be able to provide own vehicle for work

§ Other duties related to the position may be assigned

Deadline: May 1, 2023 @ 4:00 PM

SUBMIT COVER LETTER & RESUME ALONG WITH THREE (3)

REFERENCES MARKED “PERSONAL & CONFIDENTIAL” TO:

Human Resource Manager

Cree Nation Child & Family Caring Agency Box 10130, Opaskwayak, MB. R0B 2J0 Fax: 204-623-3847 Email: hr@creenation.ca

We thank all who apply and advise that only those selected for further consideration will be contacted.

“Please visit our website at https://creenation.ca” Our office ensures that best practices in COVID-19 are observed. Under Cree Nation Child & Family Caring Agency’s COVID-19 vaccinations policy, all applicants are required to be fully vaccinated.

loan program provides CEDF a critical tool for the execution of the Look North Initiative,” said CEDF CEO Chris Thevenot. “Developmental lending through CEDF over its 50year history has provided tremendous value to Manitobans by creating jobs, supporting entrepreneurs, and developing industries in some of the most remote areas in Manitoba.”

CEDF is the province’s

lead agency for the implementation of its Look North economic development strategy focusing on Northern Manitoba. Key pillars in that plan include capitalizing on northern mineral and resource potential, Indigenous engagement and partnerships, strategic infrastructure, housing challenges and opportunities, the enterprise ecosystem and workforce development.

CREE NATION CHILD & FAMILY CARING AGENCY

Family Enhancement Worker –1-Term Position/1-Permanent Misipawistik Cree Nation

Grand Rapids, Manitoba

Cree Nation Child & Family Caring Agency (CNCFCA) is responsible for administering and providing for the delivery of Child and Family Services. CNCFCA is dedicated to providing comprehensive CFS Services that are community-based and incorporate both protection and prevention services.

Our agency will strive to maintain family unity.

POSITION SUMMARY:

Under the supervision of the Service Manager, the Family Enhancement Worker is responsible for providing and administering CFS Services in accordance with the Child & Family Services Act. The Family Enhancement Worker will develop and implement intervention plans within program guidelines and provide referrals, support, guidance and problem solving to families to address issues related to family functioning and mitigate the risk to children. The goal of the program is to increase family capacity and prevent children coming into care.

RESPONSIBILITIES:

§ Assessment;

§ Intervention Planning;

§ File Documentation;

§ Follow Up.

QUALIFICATIONS

§ Work experience in Child and Family Services with demonstrated knowledge of child development, family centered service, early intervention, family support and community-based services;

§ Bachelor of Social Work (BSW) or related undergraduate degree in Human Services (preferred);

§ Ability to converse fluently in Cree (preferred);

§ Excellent assessment, intervention and writing skills;

§ Knowledge of the Child and Family Services Act and provincial standards;

§ Ability to use a variety of computer applications including CFSIS and FACTS.

CONDITIONS OF EMPLOYMENT

§ Must pass a criminal records check, child abuse and prior check;

§ Cannot be active on a protection case;

§ Maintain absolute confidentiality;

§ Varied amounts of travel required;

§ Must have a valid Manitoba driver’s license;

§ Must be able to provide own vehicle for work;

§ Required to provide on-call services on a rotating basis;

§ Other duties related to the position may be assigned.

Deadline: May 1, 2023 @ 4:00 pm

Submit cover letter & resume along with three (3) references marked “personal & confidential” to:

Human Resource Manager

Cree Nation Child & Family Caring Agency

Box 10130, Opaskwayak, MB. R0B 2J0 Fax: 204-623-3847 Email: hr@creenation.ca

We thank all who apply and advise that only those selected for further consideration will be contacted.

“Please visit our website at https://creenation.ca”

Our office ensures that best practices in COVID-19 are observed. Under Cree Nation Child & Family Caring Agency’s COVID-19 vaccinations policy, all applicants are required to be fully vaccinated.

Thompson Citizen photo by Ian Graham

The Communities Economic Development Fund office in Thompson.

16-year-olds charged with second-degree murder after Garden Hill death

Two teenaged males have been arrested and charged with second-degree murder in connection to a man found dead outside in Garden Hill First Nation April 20.

Island Lake RCMP responded to a call around 7:30 a.m. that day about the body of a man found in an outdoor area. Police determined the death of the 36-year-old was the result of homicide.

Two 16-year-old males were arrested and charged and were remanded into custody.

Island Lake RCMP and RCMP Major Crime Services continue investigating.

CREE NATION CHILD & FAMILY CARING AGENCY

2 Family Enhancement Supervisors

– Permanent Position

1 Regional Sub Office

1 Mathias Colomb Sub Office Opaskwayak, Manitoba & Pukatawagan, Manitoba

Cree Nation Child & Family Caring Agency (CNCFCA) is responsible for administering and providing for the delivery of Child and Family Services. CNCFCA is dedicated to providing comprehensive CFS Services that are community-based and incorporate both protection and prevention services.

Our agency will strive to maintain family unity.

POSITION SUMMARY:

Under the supervision of the Family Enhancement Manager, the Family Enhancement Supervisor will be responsible for providing supervision to the Family Enhancement Workers. This will include overseeing the case management portion, monitoring their outgoing emails, attendance, training and evaluation process. The FE Supervisor will receive the FE Workers financial requests via email and send to finance reception for processing; the incumbent will receive, review and approve the Service Agreement/Case Plan for all families receiving prevention support and ensuring the case lists fall under the prevention category. The FE Supervisor will ensure the delivery of a prevention stream of services for families in First Nation communities. The FE Supervisor will monitor the FE Worker’s travel budget and provide support to the FE Workers in their respective communities. The FE Supervisor will provide quarterly reports to the FE Manager.

RESPONSIBILITIES:

§ General Supervision

§ Supervision of Unit Service Delivery

§ Workplace Safety & Health

§ Human Resources

§ Training & Development

§ Unit Activity and Performance Reporting

§ Financial and Operational Requirements

§ Other duties related to the position and as assigned by the Service Manager

EDUCATION AND TRAINING

§ Bachelor of Social Work (BSW) with 3 years’ experience in child welfare or; Bachelor of Arts (BA) with relevant experience in counselling and child welfare experience

§ Prior supervisory experience in a child welfare agency

§ Ability to converse fluently in Cree

§ Experience in Aboriginal Child and Family Services

KNOWLEDGE & EXPERIENCE

§ Knowledge of the theory and practice of social work with particular emphasis on risk assessment, case management and file documentation

§ Understanding of First Nation traditions, history, values and family systems

§ Proven supervisory skills to direct, plan and organize service delivery and evaluate staff.

§ High level communication skills to maintain effective communication with agency staff, clients, service providers and community agencies.

§ Analytical and conceptual skills to evaluate and deliver services to families.

§ Ability to resolve difficult and contentious case management and service issues.

CONDITIONS OF EMPLOYMENT

§ Must pass a criminal records check, child abuse registry check and prior contact check.

§ Cannot be active on a protection case.

§ Must maintain absolute confidentiality in accordance with agency requirements.

§ Varied amounts of travel required within this position.

§ Must have a valid Manitoba driver’s license.

§ Must be able to provide own vehicle for work.

§ Other duties related to the position may be assigned.

Deadline: April 28, 2023 @ 4:00 pm

Submit cover letter & resume along with three (3) references marked “personal & confidential” to:

Human Resource Manager

Cree Nation Child & Family Caring Agency Box 10130, Opaskwayak, MB. R0B 2J0 Fax: 204-623-3847 Email: hr@creenation.ca

We thank all who apply and advise that only those selected for further consideration will be contacted.

“Please visit our website at https://creenation.ca”

Our office ensures that best practices in COVID-19 are observed. Under Cree Nation Child & Family Caring Agency’s COVID-19 vaccinations policy, all applicants are required to be fully vaccinated.

The Thompson Recycling Centre is hiring a full time Lead Hand

This position is to assist the Operations Manager with supervision, processing of materials and maintenance of equipment and machinery. This position is also responsible for the work flow within the plant, oversee the shipping/receiving duties, maintain housekeeping and ensure safety policies are followed.

Essential qualifications:

• Experience in the operation of a forklift and or skid steer. Must hold a valid class 5 or higher Manitoba Driver’s Licence. If not certified in Forklift or skid steer, ability to be certified.

• Experience conducting maintenance checks on a regular schedule and performing minor maintenance on equipment.

• Strong interpersonal skills and the ability to cooperate and effectively work with staff.

• Experience applying/implementing Workplace Health and Safety policies and procedures.

• Must be physically capable of bending, twisting, standing and sitting for long periods of time as well as lifting up to 50 pounds. Any previous supervision is not required but considered an asset. Please email your resume and cover letter outlining your experience and interest to trcadmin@mymts.net or drop off your resume at the Thompson Recycling Center. Position open until filled.

CREE NATION CHILD & FAMILY CARING AGENCY

Community Program Coordinator

– Permanent Position

Regional Sub Office

Opaskwayak, Manitoba

Cree Nation Child & Family Caring Agency (CNCFCA) is responsible for administering and providing for the delivery of Child and Family Services. CNCFCA is dedicated to providing comprehensive CFS Services that are community-based and incorporate both protection and prevention services.

Our agency will strive to maintain family unity.

POSITION SUMMARY:

The Community Programs Coordinator will work together with the Family Enhancement Manager to ensure that all aspects of agency services meet the requirements of the Child and Family Services Act, the First Nations mandate, and service standards, as well as the agency’s mandatory policies and procedures.

The Community Programs Coordinator will be responsible to assist the Family Enhancement Manager in leading, managing and directing assigned staff in the delivery of agency programs and services within the community. Work with the FE workers and FE Supervisors to ensure programming needs are met within the respective communities.

RESPONSIBILITIES:

§ General Review

§ Leadership

§ Service Delivery

§ Financial and Operational Requirements

§ Human Resources

§ Unit Activity and Performance Reporting

§ Financial and Operational Requirements

§ Workplace Health and Safety

§ Other duties related to the position and as assigned by the FE Manager

EDUCATION AND TRAINING

§ Bachelor of Social Work (BSW) with 3 to 5 years experience in child welfare or; related combination of education and experience

KNOWLEDGE & EXPERIENCE

§ Prior supervisory experience in a child welfare agency

§ Ability to converse fluently in Cree

§ Experience in First Nation Child and Family Services

§ Coordinating or facilitating or initiating programs, activities and camps

§ Work effectively with resources and collaterals

§ Knowledge of the theory and practice of social work

§ Leadership skills to direct, plan and organize service delivery

§ High communication skills to maintain effective communication channels with agency staff, community agencies, groups and general public

§ Ability to resolve difficult and contentious case management and service issues

CONDITIONS OF EMPLOYMENT

§ Must pass a criminal records check, child abuse registry check and

§ prior contact check.

§ Cannot be active on a protection case.

§ Must maintain absolute confidentiality in accordance with agency requirements.

§ Varied amounts of travel required within this position.

§ Must have a valid Manitoba driver’s license.

§ Must be able to provide own vehicle for work.

§ Must be able to travel to remote communities.

§ Other duties related to the position may be assigned by the FE Manager.

Deadline: April 28, 2023 @ 4:00 pm

Submit cover letter & resume along with three (3) references marked “personal & confidential” to:

Human Resource Manager

Cree Nation Child & Family Caring Agency Box 10130, Opaskwayak, MB. R0B 2J0 Fax: 204-623-3847 Email: hr@creenation.ca

We thank all who apply and advise that only those selected for further consideration will be contacted.

“Please visit our website at www.https://creenation.ca” Our office ensures that best practices in COVID-19 are observed. Under Cree Nation Child & Family Caring Agency’s COVID-19 vaccinations policy, all applicants are required to be fully vaccinated.

Under the direct supervision of the Patient Care Manager or designate, assists multi-disciplinary team personnel in performing a variety of patient care activities and related non-professional services necessary in caring for the personal needs and comfort of the patient. This is an integrated position that includes coordination and scheduling of dental procedures for the Operating Room (OR). This will require expertise in developing and maintaining excellent working relationships with a broad range of individuals and organizations. The OR Dental Assistant will function within the provisions of the Vision,

UCN is building better futures for a stronger North. UCN provides learning opportunities to northern communities and its people offering more than forty academic degree, diploma, and certificate programs.

We commit to offering a safe, welcoming and inclusive work environment where innovation and creativity is welcomed. We offer a generous Total Compensation Package with health benefits, great pension plan along with the opportunity for personal and professional growth.

ACADEMIC ADVISOR

Enrolment Services

Full Time, Permanent Position

Thompson, Manitoba

knowledge of Windows based programs (Microsoft Word, Excel, Outlook, and Internet)

Minimum three (3) years’ experience as a Dental Assistant required

Competition No: 23-035

Previous experience working with Pediatric cases preferred

Closing Date: May 5, 2023

Ability to speak Cree an asset

For complete list of qualifications please visit our website www.nrha.ca

Please submit resume by February 2, 2018 to:

Lori Rasmussen, Recruitment Officer

Please visit our website for more detailed information about UCN and this employment opportunity. At http://www.ucn.ca, select “UCN Careers”, and select from the list of positions to view. Thank you for your interest in UCN.

867 Thompson Drive South Thompson, MB R8N 1Z4

Fax: (204) 778-1477

Email: recruiteast@nrha.ca

Northern RHA has a Representative Workforce Strategy, we encourage all applicants to selfdeclare. Criminal Record, Child Abuse, & Adult Abuse Registry Checks are required. We thank all candidates for applying. Only those selected for interview will be contacted. www.nrha.ca

HERE YOU CAN UCN.CA University College of the North

WORK WITH US & GROW A CAREER

Glacier Media Group is growing. Check our job board regularly for the latest openings: www.glaciermedia.ca/careers

Got

PROFESSIONAL EMPLOYMENT OPPORTUNITY

AWASIS AGENCY OF NORTHERN MANITOBA

OFFICE: KEEWATINO/YATTHE GHE

FAMILY ENHANCEMENT CENTRE

LOCATION: THOMPSON, MANITOBA

us at 204 -677- 4534

Position: Family Enhancement Supervisor

(Communities to be assigned)

One (1) Full-Time Permanent Position

Reporting to the Director of Family Enhancement, as member of the supervisory team, the Family Enhancement Supervisor coordinates and implements the agency’s preventative child and family services for the assigned units. This includes providing guidance and support to Family Enhancement Workers in a variety of communities. Partnering with the communities that we serve to promote and deliver education and awareness programming on behalf of the agency, in a manner which is culturally appropriate. The Family Enhancement Supervisor contributes to the development and improvement of the Family Enhancement department‘s activities.

Key Responsibilities:

• Supervise and manage assigned Family Enhancement staff

• Communicate program direction and provide guidance to Family Enhancement Workers from the assigned units

• Promote best practices in preventative child and family services which advance the cultural and land-based ideals of the northern First Nations

• Compile and deliver regular statistical reports

• Deliver regular reports about the units’ activities to the Director of Family Enhancement

• Liaise with external collaterals on behalf of the agency Qualifications:

• Bachelor of Social Work (BSW), or in progress in combination with relevant experience

• Working knowledge of Child and Family Services Act, Standards, and Regulations

• 2+ years of experience in the field of child welfare

• Child welfare supervisory and training experience

• Knowledge of or work experience in northern Manitoba communities preferred

• Demonstrated understanding and respect for Indigenous culture

• Ability to speak the Cree and/or Dene language is considered an asset

Working Conditions:

• Fast-paced environment

• Confidentiality environment with access to sensitive information

• Overnight and remote travel approximately 25% of the time

• Maintain a satisfactory Prior Contact check, Child Abuse Registry Check, Criminal Record Check and Driver’s Abstract prior to starting the position and throughout employment as required

• Maintain a valid driver’s license and have access to a vehicle

Salary: Awasis Agency offers a competitive salary and employee benefit package. Salary will commensurate with education and experience

Closing Date: Friday, May 12, 2023

Awasis Agency provides service to Indigenous children and families, therefore preference will be given to Indigenous applicants. Applicants are encouraged to self-identify. Individuals interested in this challenging opportunity please reference Competition Number 2023-043 on your resume/cover letter and include it in the subject line of your email, in confidence to:

Human Resources Department

Awasis Agency of Northern Manitoba

Competition #2023-043

701 Thompson Drive, Thompson, MB R8N 2A2 Fax: 204-778-8428 Email: hr@awasisagency.ca

We thank all applicants who apply, however, only those selected for an interview will be contacted. Applicants may request reasonable accommodation related to the materials or activities used throughout the selection process

**Note: Awasis Agency Vaccination policy mandate: fully vaccinated plus booster