Premier Brian Pallister today announced the appointment of deputy ministers to support the recent changes in the provincial government.
“I’m confident these senior managers will provide the expertise and effort we need to meet our outcomes,” said the premier. “Their contributions are integral to our work and I am joined by my colleagues in offering my thanks for their service.”
The following new appointments have been made: • Fred Meier – clerk of the executive council and cabinet secretary; • Jim Hrichishen – deputy minister of finance (continues) and associate clerk of executive council (new); • Angie Bruce – deputy minister of Indigenous and northern relations and deputy minister of municipal relations; • Grant Doak – deputy minister of Crown services; • Julie Frederickson – deputy minister of sport, culture and heritage; • Dave Dyson – acting deputy minister of growth, enterprise and trade; • Rob Olson – deputy minister of sustainable development, effective Sept. 5; • Bramwell (Bram) Strain – deputy minister of infrastructure; • James (Jamie) Wilson – deputy minister of education and training; and • Dave Wright – deputy minister of justice and deputy attorney general.
The assignments of existing deputy minister are: • Michael Richards – deputy cabinet secretary and deputy minister of intergovernmental affairs; • Dorynne (Dori) Gingera-Beauchemin – deputy minister of agriculture; • Jay Rodgers – deputy minister of families; • Karen Herd – deputy minister of health, seniors and active living; • Nancy Carroll – acting civil service commissioner; and • Paul Beauregard – secretary to treasury board.
The premier thanked Lance Vigfusson for his dedication and commitment to Manitobans over his more than 30 years of service, and congratulated him on his retirement. The premier also thanked Bruce Gray for providing leadership and expertise as acting deputy minister of sustainable development.
If you would like more information on the above, please contact:
The purpose of the weeklong celebration is to recognize the important contributions made by the 400,000 Canadian men and women who keep the country’s freight moving.
Provincial trucking associations, carriers, industry suppliers and other stakeholders are encouraged to undertake activities in their own province to mark the event. In previous years, provincial associations have marked the occasion with newspaper supplements, radio advertising, contests, special promotions, and special events at truck stops and roadside inspection stations. Carriers and industry suppliers have hosted BBQs, breakfasts, truck washes, offered special giveaways to employees and marked the week event with a wide variety of activities.
DURING NATIONAL TRUCKING WEEK!
Look for us at the scales at Headingley on Thursday September 7 for a BBQ with Maxim Truck & Trailer where we will also be handing out refreshments to drivers.
Keep your eyes open for a Special Insert in the Winnipeg Free Press on Wednesday September 6 highlighting the importance of Trucking in MB.
PROVINCE ISSUES REQUEST FOR PROPOSALS TO STUDY REDESIGN OF SOUTH PERIMETER HIGHWAY
Goal to Increase Trade and Transportation Efficiency:
The Manitoba government has issued a request for proposals for an engineering consultant to conduct a functional design study to rebuild the south Perimeter Highway, Infrastructure Minister Blaine Pedersen announced today.
“Our government is committed to ensuring value for money as we rebuild our aging provincial infrastructure,” said Pedersen. “Our goal is to increase trade and improve transportation efficiency on this very important, heavily-travelled route. We look forward to hearing from industry experts to see what improvements can be made to handle projected traffic increases over the next several decades.”
The south Perimeter Highway, also known as Provincial Trunk Highway (PTH) 100 from PTH 1W to PTH 1E, will be redesigned to create a modern freeway similar to American interstate standards where interchanges with overpass structures, ramps or loops and service roads provide highway access. The functional design will also include plans for a future westerly bypass of St. Norbert, starting at PTH 75 south of the community and running north to PTH 100 at Kenaston Boulevard.
The minister noted the functional design study will need to address:
• Future interchange locations, • future railroad grade separations, • bridge replacements and/or modifications, • access requirements, • rights-of-way requirements, • environmental sensitivities in the area, • traffic projections, interchange and intersection analyses, • improvements to interchanges and all major road intersections, • location of utilities and illumination, • long-term drainage plans, • City of Winnipeg transit requirements and active transportation accommodations, • trucking and transport requirements, • construction staging, and • stakeholder consultations and public engagement.
The functional design study will guide more detailed design work and reconstruction on PTH 100 in the future, preserve the necessary land for the proposed St. Norbert bypass and support local area development and land use planning.
The study is estimated to take approximately two years to complete.
Let’s pull together for a better Winnipeg!! By registering a team in the 8th annual truck pull for United Way, you are doing your part to make a positive impact in the lives of tens of thousands of people in Winnipeg. 100% of the money raised in the Truck pull goes directly to United Way thanks to the support of our generous sponsors.
To find out more about the Truck pull or to register your team, click here today!
Saturday, June-17-17- Winnipeg, MB -The Manitoba Trucking Association (MTA) and Volvo Trucks Canada are pleased to announce that this year’s Manitoba Driver of the Year is – Ronald J. Rodych of Gordon Food Service. This year the award was presented by John Mauseth of Beaver Truck Centre on behalf of Volvo Trucks Canada at the Victoria Inn Hotel in Winnipeg.
The Driver of the Year is presented annually, and is selected from the Industry Excellence Award recipients from the previous year. The recipient is chosen based on commitment to the industry, safety, outstanding acts, and customer service.
Annually the Manitoba Driver of the Year is selected from the 10 Industry Excellence recipients by a panel of judges that include industry and law enforcement.
A driver with over 28 years with Gordon Food Service, Ron has received numerous awards as a professional driver.
As the Provincial Driver of the Year, Ron is now eligible for the Canadian Trucking Alliance/ Volvo Trucks Canada National Driver of the Year Award.
Saturday, June-17-17- Winnipeg, MB –Commercial Drivers from all over Manitoba came together for the 2017 Professional Truck Driving Championships (PTDC) held at Peterbilt Manitoba located at 1895 Brookside Boulevard.
The PTDC is where commercial drives in our province compete by demonstrating their skill on numerous levels including a written text, trip inspection station, and of course the driving track.
Winners for 2017 were announced later that evening at the Driver Awards Banquet held at the Victoria Inn Hotel in Winnipeg. Winners are as follows:
Straight Truck: Bruce McKechnie (Bison Transport)
Single-Single: Brian Hrabarchuk (Canadian Freightways)
Single-Tandem: Frank Klassen (Penner International)
Tandem-Tandem: Rodney Birdsbill (Bison Transport)
Super B Train: David Henry (REK Express)
Other event winners recognized at the banquet included:
J.O. Dutton Award: Denis Roberts (TST Overland Express)
First Time Entrant: Charlie Thompson Jr. (Arnold Bros. Transport)
Team Award: Canadian Freightways
Hal Bjornson Memorial Award: Brian Hrabarchuk (Canadian Freightways)
Grand Champion: Rodney Birdsbill (Bison Transport)
Included in the evening was also the presentation of the MTA-Custom Truck Sales Inc./Kenworth Truck Company Industry Excellence Award. To be selected to receive an Industry Excellence Award, a driver must have demonstrated a commitment to the trucking industry, safety, customer service, and even may have performed acts of outstanding bravery or courage, risking their own lives to save others.
Congratulations to the Industry Excellence Award recipients. They are: Tim Reimer (Steve’s Livestock), Terry Wright (Arnold Bros. Transport), Marcito Kehler (Steve’s Livestock), Ron Rodych (Gordon Food Service), Darren Bray (Arnold Bros. Transport), Myron Penner (Steve’s Livestock), Cass Nicbride (Bison Transport), Robert Goulet (Arnold Bros. Transport), Sheryl McLean (Kindersley Transportation), and Robert McLean (Kindersley Transportation). From this pool of award winners, the annual Volvo Trucks Canada Manitoba Driver of the Year is selected.
“You can take my factories, burn my buildings, but give me my people and I’ll bring my business right back again.” —Henry Ford
Henry Ford’s moving assembly lines revolutionized manufacturing and changed the way people work. Automation meant the company could produce a complete car every 10 seconds of every working day. Ford was able to cut prices, build a better product, and still make a profit.
But he also recognized that his biggest advantage was his people. He doubled their minimum daily wage to $5 and made sure they had the skills to keep up with the pace of change.
Any time an industry or business faces monumental and rapid change, employees experience them, too—and the importance of HR intensifies.
Successful fleets today are aligning their organizational goals and HR planning. It is especially true among small fleets: in our 2017 Top Fleet Employer program, 18 of the 48 fleets recognized are small fleets, and 50% of them have an HR lead on staff. While those responsible for HR at the other 50% may not have “HR” in their job title, they’re clearly in charge of HR management.
The HR role has evolved beyond payroll and other administrative tasks and today should be part of your strategic management team, giving a competent manager or executive the insight necessary to link your business goals to recruitment, retention, compensation, and training.
If you want to remain competitive in a changing market, make sure your HR function is evolving along in step. Let’s look at three ways the trucking industry is evolving and how an HR manager can help:
Millennials (employees under 35) are the largest cohort in Canada’s workforce yet baby boomers and Generation X still dominate managerial positions. We are witnessing more generational tension that can negatively impact morale, productivity, and overall workplace culture.
The large number of projected retirements combined with an influx of younger workers means that a lot of young people with limited experience will be taking on management-level positions at an accelerated pace.
Also, our workforce is more diverse than ever as new Canadians, women, and people from a variety of backgrounds enter the industry.
Your HR person can help with approaches to support all of the above, from assessing your workforce demographics to managing your pipeline of talent to helping you build a workplace where all employees feel welcome.
Technology like telematics and automation is putting pressure on fleets to assess their options and determine what will work for them—meaning an increased focus on data analysis.
New technologies also bring new training requirements. And, as many people are misled about autonomous technologies, we are seeing an urgent need to manage messaging around the continued importance of the driver occupation.
Your HR people can help identify the skills and competencies you need in order to assess new technologies, determine training requirements, and ensure that employees are engaged, informed, and aware of their role in the organization.
Our federal government is committed to amending the Canada Labour Code to provide workers in federally regulated industries the right to request flexible work arrangements from their employers. It is also committed to developing new accessibility legislation that will have impacts on the workplace.
The impending legalization of marijuana will have a significant impact on the workplace, and on the trucking industry in particular. It will have a direct impact on occupational requirements for safety-sensitive positions; human rights; the provision of workplace accommodations; and public perception.
As employers, you need to be educated and armed to address all of the above. When it comes to workplace issues, the assembly line isn’t slowly down. Competent HR managers can help you keep up—and keep your people on board.
January 1, 2017, there have been about 30 outages of CBSA’s EDI/portal systems
due to an antiquated computer system. Despite CBSA’s best efforts to mitigate
these incidents, the system crashes keep happening with no easily-attainable
solution in sight. Meanwhile, trucking companies, their drivers, as well as
customers are being significantly impacted by these outages.
The MTA in collaboration with the CTA, have created a messaging campaign that allows carriers to send a form email
each time the system goes down, reminding the ministers from Public Safety and
Emergency Preparedness, International Trade, Finance and the Treasury Board how
system outages are hurting our industry and weakening cross-border commerce.
The email urges the ministries responsible for the border to increase support
to CBSA and fix these recurrent problems.
EDI/Portal outages are a significant threat to the financial health of our
members and their customers,” said CTA President Stephen Laskowski. “The
membership needs to remind these ministers their efforts in ensuring efficient trade,
including upcoming negotiations with Washington on the future of NAFTA, will be
greatly undermined if we don’t first deal with our internal border problems in
our own backyard.”
The letter campaign also reminds the ministers that CBSA staffing shortages at
various commercial ports – a historic (and growing) problem – needs to be dealt
with along with EDI/Portal Outages.
All our regional associations are
currently requesting that officials respond to the Alliance and their regional associations with short and
long-term plans to fix these systems outages.
today – and to be repeated each time CBSA’s system shuts down – please click here
to send an automatic email to the ministries responsible for CBSA and border
policies. (Click here
are encouraged to fill out the System Outages Survey, which will provide CBSA
information on operational challenges and extra costs carriers face when system
Employers need to review their workplaces and identify situations or
areas where impairment would be either problematic or dangerous. The legal
regime currently provides protections to employees even in workplaces that are
highly safety sensitive. This includes industries involving transportation or
employing heavy machinery, hazardous materials or chemicals.
There are cases which support the proposition that in the workplace,
random drug or alcohol testing is not allowed in non-hazardous environments
even where actual impairment exists. Termination for cause in these instances
appears to require progressive discipline first. In hazardous environments,
unless an employer can establish that the job site is safety sensitive and
there is at least a general issue of drug use and impairment at work, the
imposition of random testing and summary termination is problematic. Tests
which provide evidence of drug usage, but dononot establish actual impairment,
often dononot support termination for cause. Employers need to be aware of these
issues and undertake appropriate reviews.
In view of the limitations on employers, even where safety is an issue,
policies and procedures must be created or enhanced to deal with dope-induced
impairment. Behaviours that will not be tolerated need to be listed. Clear
disciplinary procedures need to be identified. By doing so, in the absence of
situations where cause might exist, an employer may take preventative and
remedial action, such as suspension or progressive discipline. Even in safety
sensitive workplaces, employers should begin the work to create or strengthen
infrastructures that will respond to these concerns. Most decisions have been
in the unionized environment. They indicate that the more forgiving and
supportive a drug policy is, the more likely it is that discipline and
intrusive testing will be accepted. For instance, zero tolerance policies have
been dealt with more harshly by arbitrators than those which offer other
options before discipline is imposed.
All staff must be kept advised of the development or modification of any
policy and they should be aware of its contents. This can be done by means of
general meeting or information bulletins on internal websites. Employers must
keep on top of the inevitable legal changes that will occur as the legal
landscape evolves. The failure to do so will be costly, particularly if a
policy or procedure is inadequate or wrong. Huge penalties or damage awards
could prove catastrophic, not to mention the negative impact on a companyyys
reputation. Where fair and clearly worded policies exist, the courts and
tribunals tend to be more disposed to render favourable decisions.
The road ahead will be bumpy. If companies carefully develop a road map,
there will be fewer blind alleys and detours on the journey for employers and
human resource professionals to negotiate.
If any of our members are wishing to read the submission paper in regards to HR Challenges of Marijuana in the Workplace are encouraged to contact: