High Wire Act

from Wayne & Tamara I am single, attractive, and 42. For the last decade I've been personal assistant to the managing director of my company. He and I have a very good relationship which is essential in this kind of role. When his marriage of 25 years broke down, he was loathe to discuss it with family or friends. Our good working relationship and confidentiality paved the way for him to turn to me for advice and support. I was happy to provide it as he has been a good friend to me. Nothing sexual has ever happened between us, however, his ex-wife resented our friendship because she felt we always got on better than he and she did. Three months ago my boss met a lady 20 years his junior at a party at one of our other offices. They fell for each other. My problem is his now wife-to-be will not tolerate me at all. He suggested to her that she and I should speak. She duly called me, and I attempted what I thought was a pleasant "girly" chat. It was obvious she was reluctant to talk, but I put this down to the fact we didn't know each other. Since then she has refused to discuss or acknowledge me. He can't bring me up in conversation as it induces a row. This puts our friendship under severe strain. It's also going to make life difficult for me when I attend company events where she will be present. I am frightened anything I say or do may be misconstrued by her and lead to a row either with me or, when they return home, with him. This saddens me. I know he finds this situation difficult to manage because it involves a lot of female feelings he can't comprehend. He admits his new love is jealous of any female that comes near him, but she has a special resentment for me. I am keen for us to be friends, but I also feel he has to side with her which makes me a two-time loser. Deborah Deborah, the ancient seer Epimenides said, "There is a pleasure in being mad which none but madmen know." There is also a perverse pleasure in jealousy which none but the jealous know. Dealing with someone with a true jealousy problem is like dealing with someone with a mental illness. Your boss will be accused of things he hasn't done, and she will see your actions as suspicious attempts to placate her reasonable fears. Forget any idea of winning her over. Jealous people can't be won over. Your best strategy is to do your job to perfection and keep as far into the background of their relationship as you can. When you run into this woman, maintain the wallpaper persona of the subordinate employee. We know this is demeaning, but your main goal is to keep your good job. As you know, a good personal assistant must be able to walk a tightrope, even without a net. Tamara SEND LETTERS TO: Directanswers@WayneAndTamara.com Wayne & Tamara are the authors of Cheating in a Nutshell and The Young Woman’s Guide to Older Men—available from Amazon, Apple, and booksellers everywhere.

Should the Other Breast Be Removed After Cancer Surgery?

By W. Gifford-Jones MD and Diana Gifford Some patients you never forget. One woman told me she had a breast cancer on one breast removed. But her surgeon refused to remove the remaining breast. I told her then that her doctor may be right. There was little research or clinical data to help in determining if this was a prudent decision. Her surgeon had said, “I can never sleep again if I keep worrying whether or not the cancer will occur in the other breast.” After repeated medical appointments with her, it became evident the continuing anxiety would affect her overall health. So, was I wrong or right 50 years later? Dr. Steven Narod of Women's College Hospital in Toronto is also a professor of obstetrics and gynecology at the University of Toronto. He and his colleagues, using U.S. data, have reached a conclusion. They say that there is no advantage in having the other breast removed by either a lumpectomy or a mastectomy. In other words, there is no increase in the survival rate. This study was reported in the Journal of the American Medical Association and involved 661,000 women who had cancer in one breast. What happened to those women who decided to keep their other breast? The chance of cancer occurring in it was seven percent over a period of 20 years. But there was one other fact. Women who had a gene variant such as BRAC1 or BRAC2 had increased risk of recurrence. For the 1 in 500 American women who have this gene variant, both breasts should be removed. Nonetheless, it is a difficult fact to accept that removing both breasts is not a sure way to remove the risk of a recurrence of breast cancer in the future. Why does this dilemma continue and why can’t early diagnosis by routine mammograms solve this puzzle? Afterall, they say over and over that mammography of the breast detects cancer. But does it? This column has explained the details, initially many years ago, and again from time to time. But somehow the nuances seem to be lost in what one commonly hears about mammography. Cancers of the breast do not appear all of a sudden. Early malignancies begin as cellular particles that are totally unseen by present day mammography. According to the experts, cancer cannot be diagnosed until the growth reaches a certain size. How long this takes is debatable. But experts report that it generally takes several years. This is when mammography becomes very valuable. But by this time the cancer has had a chance to spread to the other breast or elsewhere in the body. What a major difference to the Pap’s test to diagnose cervical malignancy. This test cannot only diagnose cancer cells using high powered microscopes, but it can also diagnose precancerous cells long before they change into cancer cells that can kill. It is important to repeat that mammography is a “lump diagnosis” and that the Pap’s test is a “microscopic cellular diagnosis”. In other words, it’s the difference between night and day. What we need is a cellular diagnosis of breast cancer to save more lives. But to date, it doesn’t exist, and women will continue to die of this malignancy. Saying mammography diagnoses early cancer malignancy is stretching the truth. This has given false hope to women for years. Some women with breast cancer will still want to have a double mastectomy. From this study it does not appear to increase the survival rate. But one wonders how the data would look if it factored in mental health considerations and other measures of wellbeing. Sign-up at www.docgiff.com to receive our weekly e-newsletter. For comments, contact-us@docgiff.com. Follow us Instagram @docgiff and @diana_gifford_jones

Boosting Organizational Success with a Strategic Workplace Plan

By Stephanie Uprichard, IDC, GDC, ARIDO, IIDA Studio Forma Interior Design Principal Designer A well-designed workplace strategy can significantly enhance productivity, employee satisfaction, and overall business performance. By aligning the workspace with business objectives and adapting to evolving work practices, you can create an environment that supports both current and future needs. Understanding Workplace Strategy A workplace strategy is a plan that integrates the physical workspace with business goals, culture, and employee needs. It evaluates space usage, work patterns, and future requirements to create a supportive and adaptable environment. Key benefits include: Alignment with Business Goals: Ensures the workspace supports strategic objectives, such as collaboration and innovation. Enhanced Productivity and Satisfaction: Tailors the environment to employees' needs, promoting comfort and efficiency. Adaptability: Supports changing work dynamics, including remote and hybrid models. Developing a Workplace Strategy 1. Assess Current Needs and Goals: Evaluate existing space and gather feedback to identify gaps. 2. Define Business Objectives: Outline goals like enhancing collaboration or supporting flexible work. 3. Create a Detailed Plan: Design adaptable workspaces and integrate necessary technology. 4. Involve Stakeholders: Engage employees and management to ensure the strategy meets their needs. 5. Implement and Review: Roll out the plan in phases, monitor its impact, and make adjustments as needed. Key Components of an Effective Strategy -Alignment with Business Objectives: Design spaces that support core activities and strategic goals. - Flexible Workspace Design: Include activity-based areas, modular furniture, and ergonomic considerations. - Technology Integration: Use advanced tools and smart systems to support remote and in-office work. - Space Utilization: Optimize space to prevent overcrowding and plan for future growth. - Employee Experience and Well-Being: Focus on comfort, health, and creating a positive work environment. - Adaptability to Changing Models: Design spaces for hybrid and agile work setups. - Stakeholder Involvement: Collect feedback from employees and management. - Implementation and Management: Introduce changes gradually and continuously refine the strategy. Impact of Changing Work Dynamics The rise of hybrid and remote work has influenced workplace strategies by: - Creating Flexible Workspaces: Incorporating hot-desking and adaptable areas. - Enhancing Technology: Investing in tools for seamless communication and collaboration. - Meeting Evolving Expectations: Offering better work-life balance and ergonomic solutions. - Health and Safety Considerations: Improving office designs in response to the COVID-19 pandemic. Aligning with Modern Work Models To align your workspace with modern work models: - Understand Work Activities: Analyze employee work patterns and preferences. - *Design Flexible Spaces*: Use adaptable layouts and technology-enabled meeting rooms. - Incorporate Technology: Implement collaboration tools and smart office solutions. - Enhance Employee Experience: Provide comfort, gather feedback, and create social spaces. - Manage Change: Communicate benefits clearly, roll out changes gradually, and evaluate regularly. Benefits of a Well-Defined Workplace Strategy - Enhanced Productivity: Optimized workspaces and technology boost performance. - Improved Employee Satisfaction: Employee-centric designs and flexible arrangements increase job satisfaction. - Higher Engagement: Collaborative spaces and supportive environments enhance engagement. - Attraction and Retention of Talent: A modern, appealing workplace attracts and retains top talent. - Better Business Performance: Aligning the workspace with goals improves overall business outcomes. Measuring Success Evaluate your strategy by: - Gathering Feedback: Use surveys and focus groups to assess employee satisfaction. - Evaluating Performance Metrics: Monitor productivity, engagement, and turnover rates. - Analyzing Space Utilization: Review reports and sensor data to optimize usage. - Assessing Business Performance: Check financial metrics and innovation impacts. - Benchmarking: Compare against industry standards and best practices. A strategic approach to workplace planning enhances productivity, employee satisfaction, and business performance. By assessing needs, involving stakeholders, and continuously refining the strategy, businesses can create a dynamic environment that supports long-term success.

If You Want a Less Frustrating Job Search, Go With the Flow

By Nick Kossovan Why do job seekers insist on complaining about or fighting things they've no control over? The most successful people I know tend to go with the flow. This observation illustrates the power of adaptability and acceptance. A person who masters 'going with the flow' is better equipped to handle life's ebbs and flows with ease and calmness. They don't get emotionally bogged down by setbacks or try to control outcomes. Instead, they approach challenges with an open mind and are willing to consider alternative approaches. They don't waste their energy on what they can't change—it is what it is. When you go with the flow, your job search moves with you. When an application doesn't lead to an interview, you don't dwell on it; you accept that there are job seekers out there who are more qualified than you, and you move on. Adopting a "F*ck it!" mentality throughout your job search is the best thing you can do for your mental well-being. When you go with the flow, you allow things to happen, such as 'it wasn't meant to be,' and unfold naturally, as they are meant to, resulting in much better results. Employers own their hiring process. Job seekers aren't in a position to change an employer's: · Requirements and qualifications · Hiring timeline · Interview format and questions the hiring manager chooses to ask · Compensation range and benefits package · Decision-making process used to assess and select candidates · Level of communication and feedback provided, if any Many job seekers tell me they're frustrated and burned out by their job search. They apply to dozens of jobs a week, relentlessly network, and constantly update their LinkedIn profile and resume. When interviews and offers don't materialize, they intensify their efforts, increasing their exhaustion and discouragement. While counterintuitive, my response is: "What if the answer to improving your job search results is doing less, focusing less?" Focus on quality (key) applications and networking rather than trying to cover many bases—quality over quantity. The key to a less frustrating and more successful job search is to let go of trying to control, or wishing you could, how employers hire, which is beyond your control. This acceptance can bring a sense of relief, freeing up mental and emotional bandwidth for a more productive job search. Steps you can take to go with the flow: Stop applying to every job posting you see. It's easy to get caught up in the angst-ridden mindset you should apply to as many jobs as possible. The truth is the spray-and-pray approach, which has become all too easy with template emailing, applying online, and using AI bots to fill out applications (e.g., LazyApply), is unlikely to be effective. Instead, apply for roles selectively. Focus on employers and jobs aligning with your skills, experience, and career goals, saving time and energy for suitable employers and jobs. Let go of having the mythical "perfect" resume. Self-proclaiming career coaches and resume writers want you to believe there's such a thing as a "perfect" resume. While resumes still play a role in job searching, they are becoming less relevant as the digital age advances. If you need to stress over something, stress over your LinkedIn profile. Your LinkedIn profile has much more visibility and reach than your resume, which is only read by those you forward it to. Stop agonizing over your resume and tweaking it endlessly. The perfect resume doesn't exist. Create the best result-oriented (key) resume you can and be done with it. Your resume doesn't have to be flawless; you only need to show what results you can produce. Don't stress about the interview process. Interviews are anxiety-inducing, so it's natural to want to prepare extensively. Rather than scripting your responses to "potential" questions, be present and authentic. Bringing a relaxed attitude to your interviews and being ready to have an open conversation is a competitive advantage. This'll make the interview less stressful on both sides of the desk, and your interviewer will feel more connected to you. Embrace the unexpected. Inevitably, your job search will have unpredictable twists and turns. You may get called in for an interview for a role you didn't even apply for, or an old connection reaches out with a potential opportunity. Take advantage of these serendipitous opportunities. You never know where an unexpected opportunity might lead. Trust the process. Finding the right job and employer takes time. I firmly believe that when you stay patient and keep taking the right actions—networking, actively participating on LinkedIn, applying for relevant roles, researching companies you'd like to work for, and mentally preparing for interviews—you'll eventually find the right opportunity. When you let go of the need to control your job search's timeline, you'll be less stressed and more productive. The key is to shift away from trying to micromanage every aspect of your job search and instead embrace a more flexible, adaptable mindset. Rightfully, employers will do what they think is in their best interest; there's nothing you can do about it, which is why you may as well free up mental and emotional bandwidth and go with the flow. ________________________________________________________________ Nick Kossovan, a well-seasoned veteran of the corporate landscape, offers advice on searching for a job. You can send him your questions at artoffindingwork@gmail.com

IS ONTARIO A DEMOCRACY OR A DICTATORSHIP? ONTARIO (as is all of Canada), IS A DEMOCRACY OR IS IT ?

Watch out Ontarians, this past year there is a movement going on by Municipal Councils to rob you,the people who elected these councils, of your democratic rights to choose to elect or not elect yourvrepresentative/councillor and or mayor. Municipal Councils have been writing the AMO (association of municipalities of Ontario) which is set up by and governed by the province, Premier Doug Ford. Hmmm ….. “Ontario, Your Municipal Councils the Mayors and Councillors, the Persons You Elected,want the right to remove Your Elected Representative/Councillor, for what ever reason they deem to benecessary and they also want to make sure you can’t vote that representative/councillor back in by banning the representative/councillor from running in the next election. Hmmm ….. Why are the councils so afraid that you the public would vote the representative/councillor, back in if they were really that bad? Is it because the council knows that the councillor was working and representing the people and not bowing to what council wanted? Is it because they have seen that thepublic stands behind the councillor who works for them and votes that member back in? There are ex-amples of Trustees that worked for parents being forced out by School Boards only to be voted back in by the parents they represented and that’s what councils are afraid of, voters backing their councillor. The First Step in Killing Democracy is giving Municipal Councils the power to remove an elected member and having that member banned from running in the following election, thus denying you, thepublic, your democratic right to vote for your preferred candidate. Without Democracy you have a Dictatorship. Every member of any municipal council that has or is writing the AMO and Premier Doug Ford to pass what is known as Bill 5, favours a dictatorship. Bill 5 is also known as the Stopping Harassment and Abuse by Local Leaders Act. It has already been alerted that if this Bill was to pass then women who are elected to council tables are at risk of losing their spot if they speak out against their council colleagues. The argument * Councils are putting forward is that “if this was business, the member would be fired, dismissed, let go, so we should have the right to fire, dismiss, let go of a council member whose actionswe deem as not being appropriate per the Code of Conduct or in other words, not inline with ours. ”SURPRISE, councillors and mayors, you are not a private business, you were not hired by a private business, you were elected to office by the people. I ask, what gives you, the elected representatives, the right to demand that you be given the power to fire a fellow member who like you, was elected by the people? How dare you. Only voters have the right to fire or not fire an elected member and they will do so in the next election by their democratic right to vote. Hmmm….. Isn’t it funny how, on one hand, theses elected municipal councils are writing letters andpushing for the right to remove your elected member based on a violation of the Codes of Conduct. (Note - the Code of Conduct, just like the Golden Rule, can find anyone in violation, just dig deep)... And yet on the other hand, these elected councils want to be absolved of any removal of your elected member by placing the blame on the integrity commissioner. That in itself should show you that when push comes to shove these councils run and hide when things get tough, they don’t stand up foryou the people, they are only concerned about protecting themselves. Understand, this Bill 5 if past would give an integrity commissioner more power than a judge. That’s just so wrong. Only a very few elected council members actually put the best interest of their constituents/people first.If only the rest of councillors, mayors as well as MP’s & MPP’s would grow a pair and do the same,then we all could be proud of our cities, provinces and Canada. Amen PEOPLE NOW IS THE TIME TO STAND UP, SPEAK UP, KEEP DEMOCRACY ALIVE

LET’S BE CLEAR...

By Lisa Robinson - Pickering City CouncillorPickering’s Mayor Kevin Ashe labels residents of Durham as racists. Let’s be clear. I do not condone anything that Mr. Johnston said in a hateful manner or that advocates violence against any of my fellow councillors. I want to make it perfectly clear that I reject and disassociate myself from any such rhetoric. It’s telling, however, that while I stand against these extreme views, the Mayor and Pickering City Council seem to have no problem with similar attacks when they’re directed at me. Their selective outrage and double standards only reveal their hypocrisy. They can’t have it both ways—criticizing Mr. Johnston’s comments while tacitly endorsing or ignoring the hateful attacks against me. Councillor Brenner has said violent, hateful things to me such as he could stick a knife in my back slowly twist it, and that I wouldn’t know it was there until he was getting ready to pull it out. There is also a video where Brenner has been caught on tape in a remark towards the Mayor saying that he “would like to sharpen his sword and decapitate the mother fucker.” The Mayor and council have heard this recording, and I have told them of the sexual, psychological and workplace violence that I have gone through and crickets. Why? Because I refuse to play their game of deceit, and corruption and instead speak the truth. Here's the real issue: this council is squirming because they’re getting a taste of their own medicine. They’ve been busy labeling anyone who dares to question their agenda as extremist, racists, Natzi’s or worse. Now, when someone else throws similar accusations their way, they cry foul. It's the height of hypocrisy. The council's attempts to deflect Mr. Johnstons actions on me, is laughable, especially considering their own history of name-calling and vicious attacks on anyone who opposes their narrative. A council member wants to stab me in the back and decapitate the mayor. Mayor Ashe and the council members are outraged that their personal information was published, which I had nothing to do with, (but can easily be found on social media), but let’s not forget their own role in this mess. They’ve been more than happy to throw around harsh labels like: “pedophiles”, “racists”, “nutcases”, “conspiracy theorists”, “Nazis”, “transphobic”, “homophobic”, “alt-right” and “fascists” against their critics, and now they’re acting all high and mighty because the same treatment is being directed at them? Spare us the theatrics. If they want to dish out insults and divisive rhetoric, to the people of Pickering and Durham, they shouldn’t be surprised when it comes back to bite them. Karma. Furthermore, let's address their whining about being mocked for their appearance. It’s a classic case of “don’t dish it out if you can’t take it.” This council has a history of indulging in petty, personal attacks against anyone who disagrees with them, including on social media. Now that the tables are turned, they want to play the victim. Their complaints about mocking are nothing more than a smokescreen to distract from their own egregious behavior. And let’s not ignore the broader issue: the council is desperately trying to suppress any dissent or criticism that challenges their agenda. They’re trying to paint anyone who opposes their policies as right-wing extremists or hate groups, all while pushing their own divisive and authoritarian policies. It’s a blatant attempt to silence opposition and stifle genuine debate. They have participated in numerous draconian bylaws over the past few months or so to stop public engagement and participation in Council meetings of those with opposing or dissenting views. The Mayor and council’s outcry is nothing more than a desperate, hypocritical attempt to cling to power and protect their increasingly indefensible actions. Their efforts to discredit anyone who speaks out against them only further reveals their true colors. It’s time to call out this charade for what it is and recognize their hypocrisy for what it truly is: a calculated effort to maintain control by any means necessary. My time on council I have been fighting against their attempts to segregate people into groups by the colour of their skin, religious beliefs, or their sexual preferences. I have been fighting Pickering council to remain neutral and not place special interest groups above others, and I have been fighting for every man, woman, boy, and girl to have the right to choose between using their biological bathroom or choosing a universal changeroom inclusive of all genders or families. And that age restrictions should be placed on pride events and drag queen storytime. Because of my views along with the majority of residents in Pickering and beyond who support this, I am being targeted by my own council and the Corporation of The City of Pickering, to silence me by any means necessary. For over the last year, I have been unrelenting in exposing the corruption, coercion, and perceived bribery happening within the Corporation of The City of Pickering. My fellow councillors are terrified of the truth coming to light, and they are desperately trying to silence my dissenting voice by any means necessary. They will stop at nothing to maintain their grip on power and keep their unethical practices hidden from the public. Furthermore, my fellow councillors have been actively working to change the Municipal Act to revoke the position of an elected member of Council. This move is profoundly undemocratic. We are elected by the people, and having opposing views does not give them the right to undermine democracy and remove representatives as they see fit. If they don’t believe in democracy, they are unfit to hold the positions they are in. This blatant power grab is an attempt to silence dissent and control the narrative, bypassing the very principles of democracy that our country is built upon. "Strength Does Not Lie In The Absence Of Fear, But In The Courage To Face It Head-On And Rise Above It"

An Olympic Calamity A Sign Of The Times..

. By Joe Ingino Editor/Publisher ACCOMPLISHED WRITER/AUTHOR OF OVER 800,000 Published Columns in Canada and The United States “I live a dream in a nightmare world” Always Remember That The cosmic blueprint of your life was written in code across the sky at the moment you were born. Decode Your Life By Living It Without Regret or Sorrow. - ONE DAY AT A TIME - What is wrong with society? Boy, where can one begin... It appears that ever since we started dropping our national standards. Life has gone to the dogs... and in part that would not be so bad as dogs would make great humans as they are kind, gentle and great friends. Well, that is a topic for another column. This week the following news release came over the wire: Paris Mayor Anne Hidalgo did not mince words as she launched into an expletive-filled tirade against those who criticized the Olympic opening ceremony, defending the director and artists who put on the show. The International Olympic Committee (IOC) issued a sort-of apology to anyone offended by the Games’ opening ceremony, which included strong LGBTQ2 representation and historic themes. Hidalgo, on the other hand, told them to f–k off. “F–k the reactionaries, f–k this far right, f–k all of those who would like to lock us into a war of all against all,” she said in an interview with Le Monde published Tuesday, notably using the swear word in English. Religious and political conservatives from around the world decried one segment of the ceremony in particular, where a tableau purportedly evoking Leonardo da Vinci’s The Last Supper featured drag queens and other performers in a configuration reminiscent of Jesus Christ and his apostles. Now, don’t get me wrong. I am not of the most cultured.... but is this person not suppose to uphold morality, standards and honor everyone’s interest? I guess it is not only in Durham that we elect a jackasses as Mayors. How dare her be so disrespectful and uncaring. Maybe we should be sending to Paris, Durham Regions Diversity, Inclusion and Equality officer. After all the region is so harshly shoving that crap so far down our throats through our schools and libraries. Why not export a little to the land across the pond. They say that if you become. You are no better than they are. In this case. The Mayor of Paris should resign or be removed from her post. She disgraced Paris and all the French people by taking such a radical political position and use French taxpayers money to push a social agenda that goes against all tradition and culture. One thing. That in the Mayors attempt to show her frustration. She actually even insulted the French by attempting to show her ignorance in insult by using the english F$#K, instead of insult in the mother tongue. Disgraceful. I think that as a civilized member of the Western world and to keep at the Paris Mayor ignorance level. I will not call anyone by the english definition but instead send this message to the Paris Mayor..... Phoque you. You uncivilized, uncoothed confused mind. Do the people of Paris, mother FRANCE and resign. That opening ceremony was a golden medal Phoque Up. Viva La Confusion.

Skilled trades crisis and the future of Canada

by Maj (ret'd) CORNELIU. CHISU, CD, PMSC, FEC, CET, P. Eng. Former Member of Parliament Pickering-Scarborough East While spending taxpayers' money generously on corporate welfare, to the tune of billions of dollars, financinggigantic projects, the Canadian government as well as the provincial ones, forget that we lack thepeople skilled in trades to make these projects a reality. The sad reality is that skills oriented education has been neglected for generations. Even the community collegesestablished by William G. Davis in 1965 to teach applied arts and technology, have moved away from technical training in an effort to become universities. These years of neglect in pursuing a strong skilled oriented education policy,has now come to fruition, with results that will severely affect the Canadian economy and subsequently the standard of life. Some 700,000 of Canada's 4 million skilled tradespeople are set to retire by 2028, according to recent projections. At least one-third of tradespeople and apprenticesin Ontario are 55 or older. As older workers hang up their tools, they are not being replaced by young ones who bring matching skills to the job site. As Statistics Canada has warned, the discrepancy between the glut of unfilled jobs and the scarcity of qualified workers "poses a serious challenge for industries relying on the skilled trades." The manufacturing sector, which generated $213 billion in economic activity and 1.6 million direct jobsin 2023, is seeing serious issues in the future for the lack of skilled trades. The president of the Canadian Manufacturers Association (CME) Dennis Darby says thatas a result of labour shortages, "over 60 percent of manufacturers we surveyed said [they've] turned down or lost contracts." "Which means they just can't meet the production," and he adds Forty-three percent have postponed or cancelled capital investments. "That's how important labour is in manufacturing." CME's economists estimated the skills shortage in the manufacturing sector cost the Canadian economy some $13 billionin 2022 in lost contracts and delayed investment. Darby says Canada is not doing enough to close the gap. "I think we're going to have chronic labour shortages." The question is, how the billions of dollars of taxpayers' money committed to foreign corporations through government sponsored projects, will benefit Canadians, who will not see employment in them, due to lack of skill trades. Looking at the construction sector, a $165-billion industrythat accounts for 8 percent of Canada's GDP, a CIBC reportlast year identified 80,000 vacancies across the country. Half the unfilled jobs require a skilled tradesperson to fill them. "It is hardly a secret that the industry needs more workers, and fast. Ask any developer about supply issues and the availability of labour usually tops the list," the report explains. The scarcity of skilled construction workers is causing major headachesfor employers and delaying the building of much-needed infrastructure.The shortage is driving up costs and contributing to the housing crisis. The Canadian Mortgage and Housing Corporation estimates that Canada needs to increase its housing supplyby some 3.5 million units by 2030 to bring affordability back to where it was in 2004. However, current housing starts number abouta quarter of a million new homesa year.Due in part to growing labour and material costs, the housing shortage is growing rather than shrinking. As an RBC report summed it up: "The pace of housing construction would need to jump by nearly half…just to meet future demographic growth." In other words, the skills crunch is not a looming problem: it is already here. It is holding back Canada's economic growth anddriving inflation. Therefore, Canada has a major problem at hand. To resolve it, a complete overhaul of the skille trades education systemis needed. First and foremost, it is the responsibility of the provinces to do this in a bold and radical way. Unfortunately, the provinces'political establishments are incapable of the required action at this stage.They seem stuck in an ivory tower, incapable of looking at alternativesuccessful educational systems practised in other countries. The other factor that needs to change drastically in the interest of all Canadians,is the immigration system, and that is the responsibility of the Federal Government. When it comes to recruiting from abroad, Canada has increased the flow of newcomers dramatically in recent years, but only a small proportion of them come equipped with a hands on skilled trade. In 2022, when the federal government announced an increase to 500,000 immigrants a year by 2025, representatives from the construction and manufacturing industries applauded the increase but cautioned that more is needed to be done to ensure that some of the newcomers know how to swing a hammer. The perception was that a significant number of new immigrants would help to build the homes that would house new arrivals, rather than just being more people who needed a roof over their heads. "The federal government is making housing more affordable and bringing in the skilled workers required to build more homes," asserted Immigration Minister Marc Miller last year. "Without those skilled workers coming from outside Canada, we absolutely cannot build the homes and meet the demand that exists currently today." As it stands now, CIBC estimates that only 2 or 3 percentof newcomers to Canada over the last decade have arrived with skilled trade qualifications. A research paper published last yearquoted an immigration lawyer complaining that "we don't necessarily need more HR managers and administrative workers but we do need carpenters and we are not doing a great job attracting bodies to fill positions…So we have this constant shortage of workers in these industries." Critics have lambastedthe federal government for even falling short of its modest goal to bring in some 3,000 skilled tradespeople annually through a targeted stream called the Federal Skilled Trades Program. Just 450 people were admitted to Canada through the FSTP in 2022, down from 500 in 2021 and 565 in 2020. (Compare these figures to the number of reported job vacancies in construction-related trades in the third quarter of 2023: 4,865 for electricians, 4,010 for plumbers, pipefitters, and gas fitters, and 9,010 for carpenters-around half of the job vacancies had been open for at least 120 days for the latter two groups.) The program might attract more successful applicants if it didn't require them to have a job offer in Canada, or Canadian trade qualifications-not easy things to procure beforemoving here. Immigration officials aren't in a hurry to speed up the program, with an average application processing time of 63 months in 2022 much longer than for related entry streams for applicants with more office-bound skills. Unless industry and governments at all levels undertake aggressive reforms, Canada's skilled trades workforce will continue to shrink, exacerbating all the challengesthat shrinkagebrings: lower economic output, inflation, and an accommodation shortage that fuels high housing costs. What do you think?

Bringing the Oath to Canada: A Call for Patriotism and Unity

By Dale Jodoin As Canada continues to grow and evolve, the importance of a shared sense of national identity and commitment becomes increasingly evident. One area where this need for unity is most pronounced is in the process of welcoming new citizens. Currently, immigrants who become Canadian citizens take an oath of allegiance to the monarch. While this tradition honors our constitutional monarchy, it overlooks a crucial element: a direct pledge to Canada itself. It's time we update this process to reflect the pride and dedication new citizens feel toward their new home. Canada’s oath of citizenship is a product of our country's history as part of the British Commonwealth. It reads as follows: "I swear (or affirm) that I will be faithful and bear true allegiance to His Majesty King Charles the Third, King of Canada, His Heirs and Successors, and that I will faithfully observe the laws of Canada and fulfill my duties as a Canadian citizen." This oath ties new citizens to a centuries-old tradition, emphasizing loyalty to the Crown. However, it lacks a direct acknowledgment of the country they now call home—Canada itself. While respecting our heritage and the monarchy is important, the absence of a pledge directly to Canada can create a disconnect between new citizens and their sense of belonging to the country. Updating the oath to include a pledge to Canada would not only strengthen national unity but also instill a greater sense of pride and responsibility in new citizens. It would acknowledge their commitment to the land, its people, and its values. Such a change would be a significant step toward fostering a stronger, more inclusive national identity. A direct oath to Canada would resonate more deeply with new citizens who have chosen this country as their new home. It would highlight their commitment to the country’s democratic principles, its multicultural society, and its natural beauty. By doing so, we would be reinforcing the idea that being Canadian means more than just allegiance to a monarch; it means a commitment to the country’s future and its core values. Here is a proposed version of an updated oath that incorporates a pledge to Canada while retaining the traditional allegiance to the monarch: "I, [name], do solemnly swear that I will be faithful and bear true allegiance to Canada, my home and native land. From the towering Rockies to the vast prairies, from the majestic forests to the stunning coasts of the Atlantic, I pledge to honor and cherish this diverse and beautiful nation. I vow to uphold the principles of freedom, democracy, and justice that define our country. I will respect and protect the rights and freedoms of all Canadians, standing as a guardian of peace and safety. I will always be a patriot, defending Canada with courage and integrity, upholding the values and laws that bind us together as a united and proud people. I promise to love this country, in good times and bad, and to strive always to contribute to its growth and prosperity. With loyalty in my heart and determination in my soul, I take this oath to Canada, pledging my unwavering support and devotion, now and forever. So help me God." Stronger National Identity: A pledge to Canada reinforces the idea that we are a united nation, bound by common values and goals. This stronger sense of identity can enhance national cohesion and pride. Inclusivity and Belonging: New citizens would feel a deeper connection to Canada if they could directly pledge their allegiance to the country. This inclusion fosters a sense of belonging and encourages active participation in society. Recognition of Commitment: By pledging to Canada, new citizens would publicly acknowledge their commitment to the country’s well-being and future. This public declaration can serve as a powerful motivator for civic engagement and responsibility. Balancing Tradition and Modernity: While respecting the historical significance of the monarchy, updating the oath to include Canada acknowledges the evolving nature of our national identity. It’s a step toward modernizing our traditions to better reflect contemporary values. Of course, proposing changes to the citizenship oath is not without its challenges. There will be debates about the necessity and implications of such a change. Some might argue that the existing oath adequately represents Canadian values through the reference to the monarch. Others might be concerned about the logistical and legislative efforts required to implement a new oath. However, these challenges should not deter us from pursuing a more inclusive and representative pledge. The benefits of an updated oath far outweigh the difficulties. It’s an opportunity to create a meaningful tradition that resonates with both new and long-standing Canadians. As Canada continues to grow and diversify, it’s crucial that our national symbols and traditions evolve alongside us. Introducing an oath to Canada, alongside the traditional pledge to the monarch, would be a powerful step toward fostering a more inclusive and unified national identity. It’s a change that honors our past while embracing the future, ensuring that every new citizen feels a deep connection to the country they now call home. By making this change, we affirm our commitment to the values and principles that make Canada a beacon of hope and opportunity. We invite all Canadians to join in this journey, celebrating our shared heritage and looking forward to a brighter, more united future. Let’s embrace this opportunity to strengthen our national identity and make every Canadian proud to take an oath to the land they love.

Anticipation

from Wayne & Tamara I'm a single, 45-year-old guy who spends a great deal of time alone, not necessarily by choice. Since my divorce over eight years ago, I've met and dated many women, but still find myself alone without the steady love, companionship, and support I had when I married. Either she isn't my type, or I'm not hers. Living in an urban area with a great number of singles makes me feel invisible, and I find it increasingly daunting to just approach a woman, especially if she is younger and attractive. Online dating has been all right, but nothing I'd call great. After all, I'm still single. Well-meaning friends tell me love comes when we least expect it, when we're not looking for it. I know this to be true from my own experience, but I am frightened if I simply give up and stop looking, I'll never find a new love at all. Any advice on how to go about attracting a new love would be greatly appreciated. Roger Roger, Aristophanes, the ancient Greek playwright, told a myth about love. Men and women, he said, were originally one being with a single head and two faces turned in opposite directions. These original human beings had four arms and four legs, and each was supremely happy. They were as complete as a circle. But the god Zeus was jealous of mankind, so he sent a thunderbolt to split humans in two. Ever since men and women have tried to restore their original nature by finding their other half. When that happens, according to the myth, a man and a woman are "lost in an amazement of love, friendship, and intimacy." Are you, perhaps, discounting some women based on a bias, criterion, or wish? We don't choose who we love. When the right person comes into your life, they will be as they will be, and you will find you love them as they are. Love makes the other person perfect. Perhaps you need to spend more time focusing on yourself, instead of focusing on someone to be with. Connect with your passions, your interests, and what fills you up. In living life to the fullest extent--out there, engaged in life, following your passions in the midst of others--you allow yourself to come in contact with the one for you. The fuller you are the more desirable you will be to the one who is right for you. When you are living your life to the fullest, you have a life worthy of living. You have a measure of happiness in that kind of life. The icing on the cake will be when it brings you in contact with your other half. Wayne & Tamara Color Of Love I am a 28-year-old lady dating an older man. He's white; I am black. We also live on different continents. Mixed race relationships are frowned on in Africa, and white is the color of money. So when we walk on the streets, we get a funny look from people. He gets treated better at hotels because the assumption is he's a tourist and I'm a prostitute. This has led me to change my wardrobe, stick to suits, and wear nothing flashy. I am financially independent and seek no financial assistance from him. We get along well together and take life at the same pace. I know I love him and want to be with him for a very, very long time. Before I met him I was tired of relationships with no direction. I guess I am just seeking permission from society. Leah Leah, a character in a Lilian Jackson Braun novel remarks, "Love is like lightening. It can strike anywhere." In some places you can expect funny looks or worse, but if you truly love each other, there is a place for both of you. Age and race don't determine love. Wayne & Tamara Tamara SEND LETTERS TO: Directanswers@WayneAndTamara.com Wayne & Tamara are the authors of Cheating in a Nutshell and The Young Woman’s Guide to Older Men—available from Amazon, Apple, and booksellers everywhere.

A Lesson in the Body’s Building Blocks

By W. Gifford-Jones MD and Diana Gifford Not everyone needs to have the knowledge of today’s biochemist. What’s important to know is that there have been extraordinary advances in what scientists now understand about the way the human body works. Their discoveries show it’s the little things that matter. Fifty years ago, the focus was at the level of the cell, understanding its properties and functions. In labs, experiments involved poking and prodding cells to see how they behaved in response. Today, advances in technology make it possible tostudy the building blocks of cells and how they function. Scientists, and now computers, are sequencing DNA at lightening pace. They can study proteins, for example, one at a time, manipulating genetic codes in search of breakthroughs in disease treatments. Among the little things that matter are myriads of chemical and electrical interactions involving lipids, proteins, nucleic acids and carbohydrates. One marvels at this microscopic complexity! One remarkable and very small worker is proline, an amino acid that functions as a building block for proteins. Think of it as an odd piece of Lego requiring combinations with other Lego to make a strong and purposeful structure. While it's not as well-known as some other amino acids, proline is indispensable for the structure and function of collagen, tendons, ligaments, cartilage, and skin. Supplementing with L-proline can be beneficial for individuals with joint problems, as it promotes the repair and regeneration of damaged cartilage and connective tissues. It also aids in reducing joint pain and improving mobility. What does the “L” in front of proline mean when you see it as an ingredient in a supplement? The letter L stands for “levorotatory,” which is a chemistry term indicating the amino acid is in its free form, or not already bonded with a protein molecule. It’s the Lego block on its own, before it sticks together with other building blocks. L-proline promotes good health because it aids in the formation of new collagen and tissue. This means it has an important role in helping heal wounds such as those occurring from surgery, injury, or skin conditions like pressure ulcers. Collagen formation is essential in the maintenance and renewal of cells in other important parts of the body too. Notably, L-proline helps prevent atherosclerosis,the buildup of arterial plaque. This buildup can restrict blood flow, increase the risk of heart attacks and strokes, and contribute to high blood pressure. How does it do it? L-proline works by reducing the capacity for fats to settle down in arterial walls, thereby preventing the progression of atherosclerosis. It also promotes the relaxation of blood vessels, which can help lower blood pressure. Combining L-proline with other heart-healthy nutrients, like vitamin C and lysine, can further enhance its cardiovascular benefits. The combination is a powerful set of antioxidants. Together, they neutralize harmful free radicals, reducing oxidative stress and protecting cells from damage. As we age, collagen production naturally declines, leading to visible signs of aging, such as sagging skin and wrinkles. Choosing a supplement that contains L-proline is part of maintaining skin and arteria elasticity in the context of naturally deteriorating capacity to self-manufacture our own Lego blocks, as we do so easily as younger people. There’s no proven way to stop aging, but ensuring cells are unnecessarily calling it quits is worth every effort. It's fascinating to stop and think about existential questions. Everything we are, including our consciousness, is the result of chemical and electrical interactionsmost of us take for granted. But don’t pause for long. Get active and fuel your body well, so that more healthy building is underway than neglectful destruction. Sign-up at www.docgiff.com to receive our weekly e-newsletter. For comments, contact-us@docgiff.com. Follow us Instagram @docgiff and @diana_gifford_jones

Get Ahead of Any Assumptions Employers May Have About You

Get Ahead of Any Assumptions Employers May Have About You

By Nick Kossovan Making assumptions (read: You notice, you imagine.) about other people based on their appearance, what they say or don't say, and how they behave is a universal human tendency. We form first impressions of people by making assumptions about them, such as whether they're: • financially successful • healthy • educated • trustworthy ...and the assumptions go on. Making assumptions is quick and easy and reduces the mental energy needed to process information. Assumptions are formed by gathering observational data and matching it with past experiences. Properly verifying everything we see, hear, smell, taste, and feel can be problematic when time is limited, such as during 45-minute interviews or sifting through hundreds of resumes for a single job opening. Understandably, hiring managers must make assumptions to narrow down the applications they receive to those worth interviewing. They often make the following negative assumptions—a "red flag"—which can result in your candidacy being rejected. Age • "Too young" or "too old." • Energy level, adaptability to new technologies, salary ask, and manageability. Education • Have a low opinion of the educational institutions the candidate attended, assuming they couldn't get into a "better school." • Based on a candidate's degree(s), assumptions are made about their knowledge, skills, and problem-solving ability. Work Experience • The candidate's work experience isn't directly relevant to the open position; hence, the candidate will struggle. (You, not the employer, are responsible for connecting the dots between your education, skills, and experience and the position.) • Under or overqualified. Employment gaps or non-linear career paths • Candidates with lengthy employment gaps are unemployable, unable to hold a job or have health/family issues that may hinder their performance. • Will the candidate be able to re-enter the workforce? Cultural Fit • Based on the candidate's communication style (verbal and nonverbal), personality traits, and mannerisms, assumptions are made to determine whether they'll mesh well with the existing team. Hiring is rife with assumptions and biases. Nothing is neutral; there are no inalienable rights. Employers (read: humans) make snap judgments that have little connection with a candidate's qualifications and capabilities; hence, an effective job search strategy is proactively addressing any possible negative assumptions employers may have about you. Identify Possible Assumptions Most job seekers lack self-awareness, a skill necessary to understand how employers perceive them. List everything that contributes to "who you are;" your age, gender, education, work experience, behaviour, manner of speaking, and physical appearance, to name a few factors. List everything! This exercise should take a few hours. Next, check off all the factors on your list that you believe may cause employers to have negative assumptions about you, thereby working against you. An excellent way to approach the above exercise is to reverse engineer. When you meet someone for the first time, what "observations" do you make that influence your assumptions about them? Their age? Being punctual? Gestures? Looks? What they're wearing? Now, ask yourself, "If I were to meet me for the first time, what assumptions would I make about myself?” Proactively identifying and strategizing proactive ways to mitigate possible negative assumptions employers may have about you is how you control your narrative during the hiring process, which most job seekers fail to do. DEFENSIVE (having to defend): "I see you last worked in November 2023. What have you been doing since then?" OFFENSIVE (proactively offering information): "Before we dive into the specifics of this role, I would like to address the employment gap on my resume, which is likely a concern to you. Last November, I was part of the Wayne Enterprises Saskatoon warehouse layoffs. Since then, I've been focused on [3-4 specific activities that show you've been productive and engaged in your profession/industry]." Address Concerns Directly Take the initiative to address possible assumptions head-on, but do so in a confident, solutions-oriented manner. For example, you might say, "I understand you may have some concerns about my age and whether I have the energy to keep up with the demands of this role. Let me share a few recent examples of how I've consistently demonstrated my drive and adaptability throughout my career..." Show Enthusiasm "Nothing great was ever achieved without enthusiasm." - Ralph Waldo Emerson. Many negative assumptions your interviewer may have about you, especially if you have an employment gap or lack direct experience, will often quickly fade when you demonstrate genuine excitement and engagement. Show you're passionate about the job, the company, and the opportunity. Create Positive Assumptions As I've been pointing out, you have considerable control over the assumptions others make about you; hence, present yourself in a way that creates positive assumptions about you, starting with: • Smiling and making eye contact. • Offering a firm, confident handshake. • Using an upbeat, enthusiastic tone of voice. • Demonstrating you're actually listening. • Dressing professionally and appropriately. When it comes to job searching, most possible negative assumptions—not all—can be dispelled by focusing on showing through your resume, cover letter, LinkedIn profile, digital footprint, and when interviewing that you're: • A team player • Willing to learn • Self-motivated • Easy to work with Proactively addressing possible negative assumptions employers may have about you is how you increase your odds of being a candidate employers will say "Yes!" to. ________________________________________________________________ Nick Kossovan, a well-seasoned veteran of the corporate landscape, offers advice on searching for a job. You can send him your questions at artoffindingwork@gmail.com

Fostering Connection and Community in the Workforce: The Role of Office Design

By Stephanie Uprichard, IDC, GDC, ARIDO, IIDA Studio Forma Interior Design Principal Designer Building Community Through Office Design In today’s dynamic business landscape, characterized by evolving work models and dispersed teams, fostering a sense of connection and community within the workforce is more important than ever. CEO’s and leaders are tasked with creating environments that not only promote productivity but also enhance collaboration, engagement, and a sense of belonging. At the heart of this mission lies the often-overlooked power of intentional office design. The Impact Of Connection And Community Connection and community are fundamental to the employee experience and can have far-reaching effects on various aspects of organizational success. When employees feel connected to one another and to the organization’s mission, a sense of unity and shared purpose emerges. This, in turn, can lead to heightened engagement, increased collaboration, and improved problem-solving capabilities. A strong sense of community within the workforce also contributes to higher employee satisfaction and retention. When individuals feel valued, supported, and part of a team, they are more likely to be invested in the organization’s long-term success. This sense of belonging fosters a commitment that extends beyond mere job satisfaction, leading to higher morale, enhanced productivity, and a more positive company culture. The Role Of Office Design Office design plays a pivotal role in facilitating these connections and building a robust community within the workforce. The physical environment can either hinder or enhance interactions, creativity, and a sense of unity. Here’s how CEO’s and designers can work together to create spaces that foster connection and community: Encourage Collaboration: Design spaces that promote collaboration and interaction. This can include open-plan layouts, communal tables, and flexible furniture arrangements that encourage employees to move around and interact. Breakout areas and informal meeting spaces can provide settings for spontaneous conversations and the exchange of ideas. Incorporate Natural Elements: Biophilic design, which incorporates natural elements like plants, water features, and natural light, has been shown to reduce stress, enhance creativity, and improve overall well-being. Bringing the outdoors inside creates a calming and inspiring environment, fostering a sense of connection to something larger than just the workplace. Foster Comfort and Flexibility: Create a variety of comfortable and flexible work settings to accommodate different tasks and preferences. This might include quiet, private spaces for focused work, as well as collaborative areas. Offering adjustable standing desks, ergonomic chairs, and a range of seating options can cater to diverse needs, ensuring employees feel physically supported. Display Company Culture: Use the office design to reflect and reinforce the company’s unique culture and values. This might involve displaying the organization’s mission statement, core values, and brand identity through artwork, signage, or decorative elements. Such visual reminders can inspire a sense of pride and shared purpose. Incorporate Social Spaces: Design dedicated social spaces that encourage employees to interact and build relationships. This could be a café-style lounge, a games area, or a comfortable seating area. These spaces provide opportunities for employees to connect on a personal level, fostering a sense of community and camaraderie. Leading With Intentionality CEO’s have a unique opportunity to shape the workplace environment and, in turn, the employee experience. Leading with intentionality means recognizing the impact of office design on connection and community and taking an active role in its development: Involvement and Feedback: CEO’s should be involved in the design process, offering insights into the organization’s culture and values, and seeking feedback from employees. This ensures that the resulting space aligns with the company’s unique character and the needs of its workforce. Modeling Behavior: CEO’s can lead by example by utilizing the collaborative and social spaces within the office. By embracing the design and actively engaging with employees in these areas, they signal the importance of connection and community. Regular Review and Adaptation: The workplace should be viewed as a living, evolving entity. CEO’s should encourage regular reviews of the space, seeking feedback from employees to identify areas for improvement. This adaptability ensures the office remains a dynamic and effective environment for connection and collaboration. Office design is a powerful tool for CEO’s to create a workplace that fosters connection and community, enhancing employee satisfaction, collaboration, and engagement. By embracing intentional design and leading with empathy, CEO’s can shape a positive, productive, and unified company culture, driving organizational success and a sense of shared purpose.

Pickering’s Mayor Ashe Labels Residents of Durham Racists: A Disgraceful Attack on Free Speech

Pickering’s Mayor Ashe Labels Residents of Durham Racists: A Disgraceful Attack on Free Speech By Lisa Robinson - Pickering City Councillor Pickering’s Mayor Ashe Labels Residents of Durham Racists: A Disgraceful Attack on Free Speech Condemning Mayor Ashe’s Inflammatory Rhetoric and Divisive Behaviour Mr. Mayor, Your recent comments labeling my supporters and the residents of Durham as racists are absolutely disgusting and beneath the dignity of your office. It is disgraceful that you would resort to such baseless and inflammatory rhetoric simply because individuals hold views that differ from your own or the Council's. Your comments, made over social media in the group "Free Speech Pickering," are not just an isolated incident. This is not the first time you have resorted to name-calling and derogatory remarks towards those who do not support you. In the past, you have called them nut jobs, wackos, Nazis, and the list goes on and on. Such behavior is unworthy of a leader who should be fostering unity and respectful dialogue within our community. It is also deeply concerning and equally reprehensible that Councillor Mara Nagy would even like such a post. This endorsement of your divisive language by an elected official is a stark reminder of the toxic political climate that you are perpetuating.

Thank You Thank You I Am Sorry...

Editor/Publisher ACCOMPLISHED WRITER/AUTHOR OF OVER 800,000 Published Columns in Canada and The United States “I live a dream in a nightmare world” Always Remember That The cosmic blueprint of your life was written in code across the sky at the moment you were born. Decode Your Life By Living It Without Regret or Sorrow. - ONE DAY AT A TIME - I think it is time to give our readers a progress report. By now most of you have heard that we may soon be adding to our media company markets in Toronto, Hamilton, Buffalo NY and Pittsburgh PA. To our already line up in WV. They say that newsprint is dead. They could not be more wrong. Newsprint is coming back stronger and better than ever. With all the online distrust, misinformation and general manipulation of the flow of information. The general public is loosing trust on content, reliability, integrity and source. For this reason I like to begin by thanking our readers without you. We could not be the success we are. Readers keep pouring in from all municipalities and we thank you. I also like to thank all the new staff, associate writers/contributors and general support. Since the closing of Metroland, we at the Central never expected to have such an overwhelming support and strengthening of our distribution networks. Soon, as we roll out in new markets. Our experience and our understanding of the logistics of this industry will be key to our success. I also, like to say Thank you to all advertisers for believing in our success. The Central did not survive all competitors by just being a business. The Central survived due to our ability to develop relationships with our clients. I remember having heart to heart with some of you. You expressing the long hours you were putting in only to not make rent or pay suppliers. That you wished you could advertise as that would make a world of difference on whether you stayed open or not. I remember telling many of you not to worry. That The Central had you covered. We would run ads on the confidence that The Central was confident enough to invest in your business as our model would bring you results. This has worked for the past 29 years. We don’t want your money. We want your business. We are growing at a phenomenal rate. Our advertiser base keeps growing on a daily basis and for those reading this and not yet a client. Let us prove to you why we are number one. Give us an opportunity to earn your business... This week it was brought to my attention that Uxbridge and other near by municipalities would like for the Central to penetrate their markets more intensively. Well, I am sorry that we are not moving fast enough. I recognize the need and I acknowledge your calling. I can only assure you that we are on it and that we will soon have a solid network across all of our area of coverage. Over all. The Central is growing and looking for new faces. New talents. If you are looking for an opportunity to start a new career. Give us a call. We are looking for you.

Remembering Canadians in the Korean War

by Maj (ret'd) CORNELIU. CHISU, CD, PMSC, FEC, CET, P. Eng. Former Member of Parliament Pickering-Scarborough East With the dark clouds of war continuing covering the horizon we ought to remember the sacrifices Canadian soldiers made in the Korean War, which started on 25th of June1950, and ended 71 years ago on 27 July 1953 with an armistice still in force. It is important to pay our respects to our countrymen who made the supreme sacrifice, particularly in today’s world, when by counter-culture education there is a reluctance to remember facts of history which cemented the spirit and the patriotism of the nation. It is important today to strengthen our beliefs that we are a proud nation as the global situation is worsening. Korea is often considered a “forgotten war.” Most Canadians know that Ypres, Vimy, Dunkirk and Juno Beach are places where important battles took place. Kapyong? Not so much. It is time to remember. The situation that sparked the Korean War seems to be replaying itself in a different dimension, with quite the same players. Can this be a warning sign for impending trouble? The Soviets, after declaring war on Japan, occupied half of the Korean peninsula; North Korea, while the United States took over control in South Korea. The 38th parallel was chosen as the dividing line. It was assumed that the occupation would be temporary and that a unified, independent country would eventually be formed. The western allies soon found themselves engaged in a new struggle with their former ally, the Soviet Union. As the Cold War developed as rapidly in other parts of the world, especially in Europe, in Korea the 38th parallel gradually hardened into a permanent boundary. In the north the Soviets quickly established a communist regime which they decided to arm heavily. In the south the United States set up a shaky democracy relatively weakly armed. In the end, the Korea issue was submitted to the United Nations General Assembly. The Assembly created a Commission for Korea to supervise free and secret elections and to oversee the withdrawal of the occupation forces. In South Korea the Republic of Korea was established and was recognized by the United Nations General Assembly which recommended the withdrawal of occupying forces. In North Korea, the Soviets immediately created the "Democratic People's Republic of Korea" under the control of a communist guerrilla leader, Kim II Sung. Trouble soon flared up along the border as both sides claimed the right to rule all Korea and on the morning of June 25 1950; 75,000 North Korean troops crossed the 38th parallel into the Republic of Korea. The magnitude of the assault made it clear that this was a full-scale invasion. This was the first open act of aggression since the establishment of the United Nations Organization. The invasion was declared a breach of the peace, and 21 member nations joined forces to resist the aggression. The UN forces pushed the North Korean troops back across the 38th parallel and towards the border with Communist China. Alarmed by this turn of events, the Chinese intervened in the war which changed the tactical situation and complicated the war. Canadian participation in these hostilities marked a break with traditional policy. It was the beginning of a new era of involvement in world affairs which saw Canadian troops deployed around the world in truce teams, peace commissions and emergency forces. A new page in Canada's proud military history was written. In the Korean War 26,791 Canadians served and approximately 7,000 continued to serve in the theatre between the cease-fire and the end of 1955 and 516 lost their lives. The initial Canadian contributions to the Korean War actually came at sea and in the air. The Royal Canadian Navy deployed a total of eight Canadian warships to serve in the waters off Korea during the course of the conflict. The Royal Canadian Air Force’s 426 Transport Squadron supported the war effort by carrying supplies and troops; carrying more than 13,000 passengers and 3,000 tons of freight and mail without loss between North America and Asia. An important battle where Canadian soldiers distinguished themselves is the Battle of Kapyong. In late April 1951, the retreating Chinese and North Korean forces regrouped and counter-attacked. The South Korean forces were overwhelmed and hurriedly fell back in danger of being overrun and wiped out. The 27th British Commonwealth Infantry Brigade along with its Canadian contingent was called up from reserve to the Kapyong Valley to cover this desperate retreat. It was a wild battle and some Canadian positions were overrun; at one point the Canadians even called in an artillery strike on their own location to hit the enemy soldiers amongst them. The Canadians took cover while the attackers bore the brunt of the fire and the enemy was driven off. Holding the line at Kapyong was an impressive achievement of the 2nd Battalion of Princess Patricia’s Canadian Light Infantry and a testament to their skill and organization, when 700 of them held off 5,000 Chinese soldiers for two days inflicting heavy casualties, but it came at a cost. Ten Canadians were killed and 23 were wounded. Other battles where Canadian soldiers excelled were the two main battles on Hill 355. On November 22, 1951, the (nicknamed the “Van Doos”) was shifted to a new stretch of the front lines that bordered on the American-held Hill 355. The Van Doos were just getting settled in their positions under the shadows of Hill 227 and Hill 355 when the Chinese began an intense bombardment followed in the afternoon of November 23 by waves of Chinese soldiers storming the Van Doos. It was desperate fighting in the snow, cold and mud that left the Van Doos with 16 killed, 44 wounded and three taken prisoner, but they held their ground until the Americans retook Hill 355 for good on November 25 and the communist attacks came to an end. Canadians would again find themselves in heavy combat in the area of Hill 355 in October 1952. The Royal Canadian Regiment had been stationed on the hill since early September under intermittent fire from enemy forces. In the early evening of October 23rd the Chinese attacked. Under heavy assault they resisted and the Chinese withdrew and the Canadians succeeded in reoccupying the position in the early hours of October 24. This action had again taken a heavy toll, with 18 Canadians being killed, 35 wounded and 14 men taken prisoner. The Korean War was dangerous duty in a harsh land and 516 Canadians lost their lives in service during the conflict. Their names are inscribed in the Korean War Book of Remembrance located in the Peace Tower on Parliament Hill in Ottawa. The Korea Veterans Association of Canada erected a Wall of Remembrance in Brampton, Ontario's Meadowvale Cemetery dedicated on July 27 1997 to the 516 Canadians who are commemorated in the Korean War Book of Remembrance. In a conflict some would come to call “the forgotten war,” Canadians would add to the proud national tradition of military service in the cause of peace and freedom that our country has demonstrated time and again in conflicts and peace support efforts over the years. Lest we forget!

U.S. Politics and You

U.S

. politics and you Tahir Khorasanee, LL.M. Senior Associate, Steinbergs LLP As the United States witnesses a significant political transition, many Canadians find themselves pondering a similar challenge: the evolving landscape of an aging workforce. From safeguarding legal protections to ensuring effective workplace accommodations, here's a look at what Canadian businesses must consider when managing experienced leaders. In Canada, our laws stand as a bulwark against unfair treatment of older workers. These protections are not just legal formalities but are grounded in the belief that age and experience bring invaluable insights and wisdom. Should an older employee be dismissed due to age or health, they may have the right to be reinstated with back pay. This reflects a broader legal commitment to fairness and respect. As Shakespeare wisely noted, "The age of a man is like the autumn of the year," emphasizing that, like autumn, age brings with it a wealth of experience and a shift in roles that must be acknowledged and respected. For older CEOs who may be struggling to lead effectively, the Board of Directors must step up. Their duty extends beyond mere oversight; they are legally obligated to address these issues with gravity and sensitivity. This includes calling for medical evaluations and planning for succession with foresight and care. Whether in a public or private entity, directors must ensure that the CEO’s ability to steer the company remains intact, balancing respect for their experience with the organization’s ongoing needs. While employees are not required to disclose health issues, employers have a moral and legal obligation to ensure a safe workplace. This means removing individuals from roles where their health might pose a risk to others. For instance, if a bus driver or airline pilot's health could endanger passengers, it’s imperative to reassign them to a safer role. Employers must engage in compassionate, meaningful dialogues to find reasonable accommodations, often with guidance from medical professionals like occupational therapists. Navigating Severance and Reinstatement When older employees lose their jobs, they often receive higher severance pay. However, if they believe their dismissal was discriminatory, they can challenge it. With strong legal representation, these individuals may seek reinstatement through the Human Rights Tribunal and claim additional compensation for damages like injury to dignity and self-respect. Consider the landmark case of Fair v. Hamilton-Wentworth District School Board, where Sharon Fair endured a decade-long struggle but ultimately achieved reinstatement with full back pay (resulting in over 10 years of full pay). This case demonstrates the potential for significant outcomes when human rights violations occur, showcasing the power of perseverance and effective legal advocacy. Understanding Discrimination Discrimination doesn’t need to be intentional to be considered illegal. What matters is whether discrimination occurred, regardless of intent. Often, direct evidence is elusive, so decision-makers must piece together indirect evidence to determine if discrimination has taken place. Even if age or health is just one of many factors, it can still be deemed discriminatory. When discrimination is proven, employers can refuse accommodations only if they would cause undue hardship. The law focuses on three key considerations: Cost External sources of funding Health and safety requirements Other factors cannot be used to determine undue hardship. If an employer can demonstrate that accommodating an employee would cause undue hardship, they may be absolved from additional damages or remedies under the Human Rights Code, which typically include back pay and compensation for injury to dignity. These employees are therefore only entitled to severance pay. Older employees typically receive higher severance pay, but this is not always the case. For example, in Flack v. Whiteoak Ford Lincoln Sales Limited, a 61-year-old finance manager received only two months’ notice due to his brief tenure and the nature of his role. The court’s decision reflected an assessment of his actual responsibilities versus his job title. While Mr. Flack's job title was finance manager, he was in reality a sales associate selling financial products for a car dealership. Embracing the Wisdom of Experience Older employees bring a profound well of wisdom and experience to the workplace. As Cicero aptly stated, “For there is assuredly nothing dearer to a man than wisdom, and though age takes away all else, it undoubtedly brings us that.” To effectively harness this valuable asset, businesses should: Plan for Succession: Develop clear, forward-thinking plans to manage transitions for older executives. Ensure Safety: Create a safe work environment and make reasonable accommodations for those with health issues. Understand Legal Obligations: Be fully aware of your responsibilities under human rights laws, including managing discrimination and accommodation requests. Review Severance Policies: Ensure that severance policies are fair and comply with legal standards, considering the complexities of age and tenure. By addressing these factors with compassion and legal savvy, Canadian businesses can better navigate the evolving needs of an aging workforce, respecting the invaluable contributions of older executives while maintaining compliance with legal requirements. After all, ‘it is never too late to be what you might have been.’

Olympic Dreams Crushed by Transmania

By Patricia Conlin I remember many years ago, marching in the opening ceremonies of the 1992 Olympic Games in Barcelona with our Canadian team. It was an experience I will never forget. I had trained for many years as a gymnast and was selected to be a volunteer because of my athletic background and language abilities. I met so many incredible young Canadian athletes who had dedicated countless hours and sacrificed so much to pursue their Olympic dream. It was an amazing memory. Fast forward to 2024 where we are witnessed shocking assaults on Christianity in the Opening ceremonies. Many people even non-Christians found it to be inappropriate as a minimum and even disturbing. What followed is shameful and unnecessary harm done to women who have been forced to compete with biological males in sports. I don’t know who needs to hear this but it’s not anti-LGBTQ++ to want to keep women’s sports for biological females. Not only is it blatantly wrong and unfair but we are risking serious harm to women by letting biological males compete against them. Many athletes sacrifice everything for a chance to compete in the Olympic Games. Let men compete against men and women against women so it’s fair. Hopefully we can all agree that we need to stop what is going on to protect women from getting hurt unnecessarily. Already, we witnessed how Payton McNabb, a 17-year-old, was left with brain damage and paralysis on her right side, which ended her dreams of getting a volleyball college scholarship when a ball spiked by a trans opponent with force struck her in the face, threw her to the ground and shut off her consciousness. We witnessed this week the emotional scene and despair of boxer Angela Carini, who was forced to abandon her fight with a biological male when his blows hit her too hard and made her decide that her health was too important to risk serious injury. Watching a woman’s dreams die because of unfair rules is heartbreaking. How did we get to a place in Canada where gender insanity overrides common sense, safety and fairness? Can we place the blame partly on the education system in Canada that pushes harmful gender ideologies onto children as early as in kindergarten? Can we also place blame on our governments for promoting biological males competing in women’s sports as natural and acceptable under the guise of supporting human rights? Ultimately, we have to place blame as well on ourselves for not standing up and saying “NO” and “This is wrong” early on before a slew of women get hurt or had to end their athletic dreams. Not only is it unfair to allow stronger biological males to compete with women, it is dangerous and sets an extremely dangerous precedent that could end women’s sports as we know it if this insanity is allowed to continue. We must all unite to protect girls and women in sports. Every local, provincial and federal political representative needs to hear from us about the harm being caused. In addition to protecting women in sports, women’s spaces need to be protected as well from predators. We need legislation to force police officers and athletic facilities to comply with rules that protect women. In addition, we need to put pressure on the government to repeal Bill C-4 which removes authority from parents and puts it in the hands of the government when it comes to child gender transitions. Putting children on unsafe hormone blockers like Lupron and affirming mutilation and sterility is not something that should be taken lightly or done without parental consent for minors. Every person is important in Canada including everyone who is in the LQTBQ++ group. Having equal rights is not the safe as being given an unfair advantage or the ability to cause harm to others. New leaders need to be elected to ensure we protect children, girls, women and keep women in women’s sports!!

Have Cities Lost Their Souls and Heartbeat?

By Dale Jodoin In recent times, many cities with populations under 200,000 seem to have lost their way. The sense of community and connectedness that once defined these places has diminished, even in the face of disasters. The internet and cell phones, while connecting us in some ways, have ironically contributed to this disconnection by isolating people within their own niches. In the past, churches served as the heart of small communities. Everyone knew what was happening, and there was a collective pride in belonging. Factories, too, were central to a town's identity. They provided jobs and fostered a sense of pride among workers and their families. Oshawa, for example, thrived when its factories were bustling. But as these factories shut down and churches closed, the city's soul seemed to wither. Today, cities have people from many different backgrounds, cultures, and languages. This makes cities rich with variety, but it also means people can feel divided. City halls, the place where city leaders work, often don't engage with all parts of the community well. They might rely too much on websites and notices that not everyone sees. Downtown areas, which used to be full of life, can feel empty and unwelcoming. The loss of churches and factories has left a void. People don't gather as they used to, and this has eroded community pride. City halls, museums, and art galleries can feel like they're run by the same small group of people, making others feel left out. This feeling of exclusion means many people don't participate in community activities. To make our cities lively again, we need new ways to bring people together. Annual events like fireworks shows offer temporary unity, but they're not enough. We need more regular and meaningful ways to connect. One idea is to have cultural festivals that celebrate the many different cultures in our cities. These events can help people appreciate and understand each other better. Food is a great way to bring people together. A city-wide food festival could let everyone share and enjoy different foods. Motorcycle shows are another idea. People from all backgrounds enjoy motorcycles. A show featuring bikes from different cultures could attract a diverse crowd and create shared experiences. For real change, we must move beyond the "good old boys club" mentality. City halls need to be more inclusive and represent all parts of the community. This means listening to everyone’s needs and involving them in decisions. Universities and other institutions can help. They can be places where different groups come together to work on common goals. By using the resources and creativity of these institutions, cities can develop new strategies for building community pride and connectedness. Restoring the soul and heartbeat of our cities requires a collective effort. We must think beyond ourselves and the traditional structures that no longer serve us. By celebrating diversity and finding new ways to connect, we can create vibrant, inclusive communities. It's not about having all the answers but being willing to try new approaches and work together. Only then can we truly become a united community once again. The internet and cell phones have changed how we communicate. They can connect us with people far away but can also make us feel isolated in our own homes. Instead of talking to neighbors, people spend time online. This can make it harder to build strong communities. We need to find ways to use technology to bring people together, not push them apart. Online groups for local communities can help people connect. But real, face-to-face interactions are also important. Shared spaces like parks, community centers, and libraries are crucial. They provide places where people can meet, talk, and build relationships. Investing in these spaces can help bring communities together. Events held in these spaces can attract a wide range of people and create opportunities for connection. Every city has a unique history and culture. Celebrating this can help build community pride. Events that highlight local history and cultural traditions can bring people together. They remind us of what makes our city special and why we should take pride in it. Everyone should feel they have a voice in their community. Encouraging participation means making sure all voices are heard, not just the same few people. City leaders should reach out to different parts of the community and make it easy for people to get involved. Local businesses are a vital part of any community. Supporting them helps keep the local economy strong and fosters a sense of community pride. Initiatives that encourage people to shop locally can make a big difference. We must also think about the future. Planning for growth and change means considering how to keep our communities strong. This includes ensuring there are jobs, affordable housing, and good schools. It also means planning for diversity and finding ways to make everyone feel included. Sometimes, small actions can have a big impact. Saying hello to a neighbor, volunteering, or attending a local event can help build connections. These small steps can add up and make a big difference in creating a stronger community. Restoring the soul and heartbeat of our cities is a big challenge, but it's not impossible. By working together, celebrating diversity, and finding new ways to connect, we can create vibrant, inclusive communities. It's about being open to new ideas and willing to take action. Together, we can make our cities places where everyone feels proud to belong.