Bowman Employment Services is pleased to announce that the Get Youth Working! Program has received NEW funding and is now available in specified regions of BC.
This Program, funded by the Government of Canada through the Canada-British Columbia Job Fund, offers employers in specified regions a $2,800 hiring incentive to hire eligible youth 15 to 29 years of age. Additionally, employers may request up to $1,000 to purchase training for the newly hired youth.
The Program is open employers and youth if they meet the following eligibility criteria:
• Eligible regions: Cariboo, Kootenay, North Coast and Nechako, Northeast, Thompson-Okanagan, and Vancouver Island / Coast
• In business for a minimum of one year
• In good standing with WorkSafeBC
• Must employ new hire for a minimum of 3 months and 30 hours/week
• Employers will not qualify if employee is hired prior to signing a Get Youth Working Funding Agreement
NEW HIRE Criteria:
• Unemployed, 15 – 29 years of age
• Has not applied for EI, not currently receiving and must not have received EI within the past 36 months; or 60 months for a parental claim
• Not a full-time student or returning to school
• Is a resident of BC and legally entitled to work in Canada
• Not be participating in another Canada Job Fund program
Please find attached a Get Youth Working Program Flyer. If you would like to order Rack Cards or Posters, please complete this GYW Literature Order Form and we will send them to you at no charge! Please visit www.getyouthworking.ca for more information.
QUESTION: Does your worksite offer employees any health promotion programs, services, classes, or incentives? Yes/No
What’s the first thing that comes to mind when you think of a healthy workplace program? Employee discounts at the local gym? Healthy snacks in the lunchroom vending machine?
Physical health is only one aspect of health in the workplace. There are many programs and means of accommodating employees who suffer an injury (on the job or off) or are diagnosed with heart disease, cancer, or any other equally debilitating physical illness. However, when it comes to mental illness, some workplaces may not even acknowledge that you have an illness at all.
What is mental illness, anyway? According to the Canadian Psychiatric Association, it can be defined as “significant clinical patterns of behaviour or emotions associated with some level of distress, suffering (pain, death), or impairment in one or more areas of functioning (school, work, social, and family interactions).” There is a long list of symptoms, which can be biological, psychological or behavioural, or a combination of these. Basically, it’s when a person can’t function normally due to trauma or their own biology.
Why isn’t mental illness taken as seriously as physical illness? Stigma accounts for a big part of the problem. People still often think that having a mental illness is a sign of weakness, and the best way to deal with it is to hide it. But this strategy comes at a huge cost. Here are some statistics from Partners for Mental Health, a Canadian non-profit group dedicated to promoting mental health in the workplace:
44% of workers say they have or have had mental-health issues
1 in 3 workplace disability claims are related to mental illness
mental illness now beats out heart disease as the fastest growing category of disability costs
500,000 Canadians missed work this week due to mental-health issues
only 23% of those asked in a 2008 Canadian Medical Association survey would talk to their employer about their mental illness
$51 billion—the annual cost of mental illness in Canada
Some mental illnesses are chronic and some are relatively temporary. Diabetes is a chronic disease, as are some forms of depression. Sometimes, the reaction to a person who is depressed is that they should “pull themselves together” and “just get over it.” Ask yourself if this is how you would react to someone with diabetes.
There is much progress being made in terms of incorporating mental-health issues into healthy-workplace discussions, as even a quick online search will show. Like any disease, injury, or impairment, accommodating employees with these challenges can be well worth the effort. If faced with a choice, employers will almost always opt to keep existing employees because it’s cost-effective and less of a hassle in the long run than hiring and training new staff (see a related Water Cooler post here).
Mental health is just one more aspect of a healthy workplace, and I for one look forward to the day when it’s accepted as such.
a video of Melanie, a financial services professional from Calgary, describing the difference a supportive workplace has meant to her ability to be a productive employee (compared to a previous employer, which fired her): https://youtu.be/Z8gElP7924Y
Work is about to begin in Northeastern B.C. on a massive work camp to house thousands of workers coming to build the Site C hydroelectric dam.
When it is completed, the camp on the northern bank of the Peace River will be a self-contained community, with its own sewage and water systems and facilities that rival nearby Fort St. John.
It is expected to house 1,800 workers when it opens early next year, with the ability to expand to eventually house 2,200 at the height of construction on the $9 billion dam.
At its peak, the camp is expected to bump up the population of the Fort St. John area by more than 10 per cent.
It will be so large it will have its own theatre, outdoor fields, indoor running track, a library and a spiritual centre.
BC Hydro spokesman David Conway said the aim is to attract and keep workers with quality amenities, including guest rooms featuring double beds, en suite bathrooms and wifi.
“The quality of worker accommodation is a key component of the project’s labour approach to attract and retain workers in what is expected to be a period of high demand for skilled workers,” he said.
ATCO subsidiary Two Rivers Lodging Group won the contract to build the work camp. But before construction of the camp begins, the contractor has to build its own smaller camp to house the workers who will build the larger camp.
When it is completed the Site C Dam will flood a valley 83 kilometres long, between Hudson’s Hope and Fort St. John.
It has been opposed by some environmentalists, farmers and First Nations.
The vast majority of hiring for the project will be done by the companies awarded contracts to build
Site C. Please apply directly to those companies awarded contracts to build the project, as BC Hydro will not be accepting resumes on behalf of companies on the project. However, BC Hydro will facilitate the hiring process by listing the successful companies and their contact information on this page of the website.
Clearing the south bank of the dam site includes the removal of trees and vegetation, constructing temporary access roads, upgrading and maintaining an existing road and other site preparation activities.