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Business groups ask government for labour changes after end of B.C. port dispute – CBC.ca

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Business groups continued to call on the federal government to take action in the wake of the recently resolved British Columbia port workers dispute on Saturday, arguing Ottawa must ensure such a disruption never happens again.

But the federal government is walking a difficult tightrope between the demands of the business community and protecting workers’ constitutional rights, labour experts said.

“On one hand, they obviously don’t want to offend the very powerful business community. On the other hand, they don’t want to alienate the labour groups they’ve been courting for years,” said Larry Savage, a professor in the labour studies department at Brock University.

The union representing about 7,400 B.C. port workers announced Friday that members had voted almost 75 per cent in favour of their latest contract offer, ending five weeks of turbulence that stopped the shipping of billions of dollars’ worth of goods.

This included a 13-day strike that began on Canada Day, affecting more than 30 B.C. port terminals and other related sites.

After the results of the ratification vote were announced, federal Labour Minister Seamus O’Regan issued a statement saying he was directing federal officials to review the entire case to avoid a port disruption of this magnitude from happening in the future.

“This dispute caused serious disruption to our supply chains, risking our strong international reputation as a reliable trading partner. We do not want to be back here again,” said O’Regan, adding, “We will have more to say on this soon.”

Representatives from O’Regan’s office offered no further comment on Saturday.

B.C.’s Ministry of Transportation and Infrastructure welcomed the new contract and said it will begin rolling out further “actions to support goods movement and economic growth in B.C” in the coming months.

“In B.C. we will continue to strengthen our supply chain network by focused on integrating our infrastructure projects into a well-planned and forward-thinking transportation trade network,” a spokesperson wrote in an emailed statement to CBC on Saturday.

The Liberal government has been under intense pressure to settle the port dispute for weeks, said Savage.

Business groups and some political leaders called for back-to-work legislation amid the dispute and say concrete action is still needed now that it has come to an end, with the Canadian Federation of Independent Business asking the feds to designate ports as an essential service and scrap its promise to ban replacement workers.

The strike and the uncertainty it caused have been costly for small businesses, federation President Dan Kelly said in a statement Saturday.

WATCH | Workers walk off the job across Canada: 

Strikes across Canada part of ‘red hot labour summer’

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British Columbia ports are not the only sites of tense labour disputes this summer, as frustration over wages and job security prompt other strikes across the country, from Manitoba Liquor Marts to Toronto supermarkets.

“Although the work stoppage is over, it will take weeks for the backlog to be addressed and, as a result, the financial consequences for small businesses across Canada will be challenging for months to come.”

Kelly said the situation shows an urgent need to rethink Canadian labour laws so that the broader economy and Canada’s international reputation are considered in the cases of strikes and lockouts in critical areas.

The Canadian Chamber of Commerce also chimed in, with Vice-President Robin Guy issuing a statement saying Ottawa needs to “consider providing new tools that can be used in the face of labour disputes in sectors that are critical to Canada’s supply chain.”

Large loading cranes with shipping containers are pictured at a port.
The Canadian Federation of Independent Business and Canadian Chamber of Commerce have both called for changes to labour codes following the strike. (Ben Nelms/CBC)

Back-to-work legislation shouldn’t be default: prof

The changes being called for by business groups, if enacted, would weaken workers’ rights and powers in negotiations and sweep key issues under the rug, said Barry Eidlin, an associate professor of sociology at McGill University specializing in labour movements and labour policy.

But some would also be difficult to enact, he said. Workers have constitutional rights when it comes to labour action, including striking.

Eidlin said throughout the B.C. ports dispute, he was struck by what he described as an an ongoing pattern in Canadian labour relations that sees calls for back-to-work legislation floated as a default response in some quarters.

“That is just a very destructive dynamic for having healthy industrial relations,” he said. “It basically short-circuits the collective bargaining process and puts the thumb on the scales for the employer side, and then reduces their incentive to actually bargain.”

This issue is a “minefield” for the Liberal government, Savage added.

“If they do what the business community wants, they will not only alienate organized labour but they will also potentially find themselves violating the Charter of Rights,” he said.

A large sign strung up between two trees reads "Stamp out. Union-busting in all ports."
Barry Eidlin from McGill University says proposed labour changes would sweep issues under the rug. (Ben Nelms/CBC)

The Liberals and the NDP have promised anti-scab legislation through their supply-and-confidence agreement, noted Savage, something the labour movement has sought for more than two decades.

While no details have emerged about the four-year deal covering the B.C. port workers, the employers association said in a statement that it “includes increases in wages, benefits and training that recognizes the skills and efforts of B.C.’s waterfront workforce.”

The two sides had been negotiating since February, with the last agreement expiring at the end of March. The main points of contention had been protecting jobs against automation and the contracting out of maintenance work to third parties.

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What Difference Will You Make to an Employer?

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October 21, 2024

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Ex-Employer (Job)

It’s common knowledge that companies don’t hire the most qualified candidates. Employers hire the person they believe will deliver the best value in exchange for their payroll cost.

Since most job seekers know the above, I’m surprised that so few mention their Employee Value Proposition (EVP). Most job seekers list their education, skills, and experience without substantiating them and expect employers to determine whether they can benefit their company; hence, most resumes and LinkedIn profiles are just a list of opinions—borderline platitudes—that are meaningless and, therefore, have no value. Job seekers need to better explain, along with providing evidence, how they’ll contribute to an employer’s success.

Employers don’t hire opinions (read: talk is cheap); they hire results.

You’re not offering anything tangible when you claim:

 

  • I’m a great communicator.
  • I’m detail oriented.
  • I’m a team player.

 

Tangible:

 

  • “At Global Dynamics, I held quarterly town hall meetings with my 22 sales reps, highlighting our accomplishments, identifying opportunity areas, and recognizing outstanding performers.”
  • “For eight years, I managed Vandelay Industries IT department, overseeing a staff of 18 and a 12-million-dollar budget while coordinating cross-specialty projects. My strong attention to detail is why I never exceeded budget.”
  • “While working at Cyberdyne Systems, I was part of the customer service team, consisting of nine of us, striving to improve our response time. Through collaboration and sharing of best practices, we reduced our average response time from 48 to 12 business hours, resulting in a 35% improvement in customer feedback ratings.”

 

These examples of tangible answers provide employers with what they most want to hear from candidates but rarely do; what value the candidate will bring to the company. Typically, job seekers present their skills, experience, and unsubstantiated opinions and expect recruiters and employers to figure out their value, which is a lazy practice.

Getting hired isn’t based on “I have an MBA in Marketing and Sales,” “I’ve been a web designer for over 15 years,” “I’m young, beautiful and energetic,” blah, blah, blah. Likewise, being rejected isn’t based on “I’m overqualified,” “I’m too old,” “I don’t have enough education,” blah, blah, blah. Getting hired depends entirely on showing employers that you can add value and substance to their company; that you’ll serve a purpose.

When you articulate a solid value offer, the “blah, blah, blah” doesn’t matter. Job seekers focus too much on the “blah, blah, blah,” and when not hired, they say, “It’s not me, it’s…” The biggest mistake I see job seekers make is focusing on the “blah, blah, blah”—their experience and education—believing this is what interests employers. Hiring managers are more interested in whether you can solve the problems the position exists to solve than in your education and experience.

 

Not impressive: Education

Impressive: A track record of achieving tangible results.

 

You aren’t who you say you are; you are what you do.

 

If you want to be somebody who works hard, you have to actually work hard. If you want to be somebody who goes to the gym, you actually have to go to the gym. If you want to be a good friend, spouse, or colleague, you have to actually be a good friend, spouse, or colleague. Actions build reputations, not words.

The biggest challenge job seekers face today is differentiating themselves. To stand out and be memorable, don’t be like most job seekers, someone who’s all talk and no action. Any recruiter or hiring manager will tell you that the job market is heavily populated with job seekers who talk themselves up, talk a “good game” about everything they can “supposedly” do, drop names, etc., but have nothing to show for it.

More than ever, employers want to hear candidates offer a value proposition summarizing what value they bring. If you’re looking for a low-hanging fruit method to differentiate yourself, do what job seekers hardly ever do and make a hard-to-ignore value proposition.

  1. Increase sales: “Based on my experience managing Regina and Saskatoon for PharmaKorp, I’m confident that I can increase BioGen’s sales by no less than 25% in Winnipeg and the surrounding area by the end of 2025.”
  2. Reduce cost: “During my 12 years as Taco Town’s head of purchasing, I renegotiated contracts with key suppliers, resulting in 15% cost savings, saving the company over $450,000 annually. I know I can do the same for The Pasta House.”
  3. Increase customer satisfaction:“During my time at Globex Corporation, I established a systematic feedback mechanism that enabled customers to share their experiences. This led to targeted improvements, increasing our Net Promoter Score by 15 points. I can increase Dunder Mifflin’s net promoter score.”
  4. Save time: “As Zap Delivery’s dispatcher, I implemented advanced routing software that analyzed traffic patterns, reducing average delivery times by 20%. My implementation of this software at Froggy’s Delivery can reduce your delivery times by at least 20%, if not more.”

 

If you want to achieve job search success as soon as possible, structure your job search with a single thread that’s evident and consistent throughout your résumé, LinkedIn profile, cover letters and especially during interviews; clearly convey what difference you’ll make to the employer.

_____________________________________________________________________

 

Nick Kossovan, a well-seasoned veteran of the corporate landscape, offers “unsweetened” job search advice. You can send Nick your questions to artoffindingwork@gmail.com.

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Netflix’s subscriber growth slows as gains from password-sharing crackdown subside

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October 17, 2024

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Netflix on Thursday reported that its subscriber growth slowed dramatically during the summer, a sign the huge gains from the video-streaming service’s crackdown on freeloading viewers is tapering off.

The 5.1 million subscribers that Netflix added during the July-September period represented a 42% decline from the total gained during the same time last year. Even so, the company’s revenue and profit rose at a faster pace than analysts had projected, according to FactSet Research.

Netflix ended September with 282.7 million worldwide subscribers — far more than any other streaming service.

The Los Gatos, California, company earned $2.36 billion, or $5.40 per share, a 41% increase from the same time last year. Revenue climbed 15% from a year ago to $9.82 billion. Netflix management predicted the company’s revenue will rise at the same 15% year-over-year pace during the October-December period, slightly than better than analysts have been expecting.

The strong financial performance in the past quarter coupled with the upbeat forecast eclipsed any worries about slowing subscriber growth. Netflix’s stock price surged nearly 4% in extended trading after the numbers came out, building upon a more than 40% increase in the company’s shares so far this year.

The past quarter’s subscriber gains were the lowest posted in any three-month period since the beginning of last year. That drop-off indicates Netflix is shifting to a new phase after reaping the benefits from a ban on the once-rampant practice of sharing account passwords that enabled an estimated 100 million people watch its popular service without paying for it.

The crackdown, triggered by a rare loss of subscribers coming out of the pandemic in 2022, helped Netflix add 57 million subscribers from June 2022 through this June — an average of more than 7 million per quarter, while many of its industry rivals have been struggling as households curbed their discretionary spending.

Netflix’s gains also were propelled by a low-priced version of its service that included commercials for the first time in its history. The company still is only getting a small fraction of its revenue from the 2-year-old advertising push, but Netflix is intensifying its focus on that segment of its business to help boost its profits.

In a letter to shareholder, Netflix reiterated previous cautionary notes about its expansion into advertising, though the low-priced option including commercials has become its fastest growing segment.

“We have much more work to do improving our offering for advertisers, which will be a priority over the next few years,” Netflix management wrote in the letter.

As part of its evolution, Netflix has been increasingly supplementing its lineup of scripted TV series and movies with live programming, such as a Labor Day spectacle featuring renowned glutton Joey Chestnut setting a world record for gorging on hot dogs in a showdown with his longtime nemesis Takeru Kobayashi.

Netflix will be trying to attract more viewer during the current quarter with a Nov. 15 fight pitting former heavyweight champion Mike Tyson against Jake Paul, a YouTube sensation turned boxer, and two National Football League games on Christmas Day.

The Canadian Press. All rights reserved.

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All Magic Spells (TM) : Top Converting Magic Spell eCommerce Store

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October 17, 2024

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