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Employers increasing salaries as talent shortage and inflation persist

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A truck entrance to an EllisDon project in downtown Toronto, on Sept. 26. Baseline salaries for EllisDon employees have gone up significantly over the past year to match inflation.Fred Lum/The Globe and Mail

Employers across the country are increasing wages and projecting future salary bumps into their budgets amid inflationary pressure and a continuing talent shortage that shows little sign of easing in the near future.

At the Mississauga-based construction giant EllisDon, for example, baseline salaries for employees have gone up significantly over the past year to match inflation, and the company is projecting a similar increase next year. “The amount of turnover that we have gone through … is astronomical. To say that it has been challenging would be an understatement,” said Paul Trudel, senior vice-president of people and culture at EllisDon.

EllisDon employs close to 4,000 people. A third of the company’s work force is unionized. According to Mr. Trudel, EllisDon has had to hire new employees at the top of the usual salary range just to get people to accept jobs – and as a result, baseline salaries for existing employees have to be raised as well to prevent them from leaving for other employers.

Opinion: Canada’s government-driven labour market recovery is unsustainable

Canada’s unemployment levels have been some of the lowest on record over the past six months, hovering between 4.9 per cent and 5.4 per cent. Job vacancy rates reached an all-time high of 5.9 per cent in the second quarter of 2022, meaning there is a historically high number of jobs available in the labour market right now versus people to do them. The mismatch is particularly acute in the food services, accommodation and construction sectors, Statistics Canada data indicate.

“There are offers coming in for our employees from other construction companies, developers and from the consulting world and they are being offered huge salaries,” Mr. Trudel said. “Then there’s also our hourly workers, who can take on multiple jobs instead because of the gig economy. So we’re battling many challenges within our work force at the same time,” he added.

A recent report from the global consulting and data analytics giant Mercer surveyed roughly 550 organizations across 15 industries in Canada, and it found that employers had budgeted 3.4 per cent for merit-based salary increases and 3.9 per cent for total compensation increases in their budgets for 2023.

The survey also found that in the first six months of 2022, per capita pay had increased by 4 per cent on average – with the biggest increases in the high tech, life sciences and manufacturing sectors (above 5 per cent). In banking and financial services, employers were adjusting salary structures to account for a 3.1-per-cent wage increase in 2023, on average.

Elizabeth English, a principal at Mercer Canada, pointed out that while compensation budgets were much higher than in recent years, planned increases will still fall short of year-over-year inflation, which reached a 40-year high of 8.1 per cent in June.

“Historically, companies have often relied on the competition for talent, not inflation, in shaping their compensation strategies. But because of inflation, we found that 34 per cent of businesses are considering ad-hoc, off-cycle wage reviews to combat turnover, compared to 19 per cent in March, 2022, in our last survey,” she said.

Indeed, Mercer’s findings correspond with recent survey results from the global employment agency Robert Half, which found that 42 per cent of employers in Canada are offering higher starting salaries to recruit skilled professionals, and 79 per cent of managers who have increased base salaries for new hires in the past year have also adjusted the pay of current staff.

To some extent, employers have found themselves in a wage-increase spiral of sorts. New hires have often been paid premiums, and employers anticipate having to increase salaries for existing staff, according to Ms. English. “They’re using the 2023 budget to address some of the pay equity issues from 2022,” she said.

In a survey of more than 17,000 businesses across the country earlier this year by the Canadian Chamber of Commerce, 45 per cent of businesses said they expected to increase wages by an average of 8.1 per cent in 2022.

“It’s clear that we have witnessed a great re-waging, driven by inflationary pressures but also the intense competition to attract and retain talent. And we expect that to continue,” said Patrick Gill, senior director of operations and partnerships at the Ottawa-based organization.

The average hourly wage in Canada increased 5.4 per cent in August, compared with the previous year, but wage gains by unionized and non-unionized workers still lagged the inflation rate.

The chamber’s most recent survey, for the third quarter of 2022, showed inflation and the talent shortage were still central concerns for businesses – 60 per cent cited rising inflation as their biggest challenge, and 39 per cent said recruiting skilled employees was a massive obstacle.

Janet Candido, a long-time human resources professional who runs a consulting business in Toronto that advises employers on HR issues, told The Globe and Mail she is increasingly encountering employees who are demanding wage increases that match inflation. “I had to deal with an employee, who works in financial services, who wants an 8-per-cent salary increase, after getting a 5-per-cent salary increase last year. The employer told her, ‘Look, we can’t do that, but we can give you more time off.’ But I am fully expecting the employee to start looking for other jobs,” Ms. Candido said.

One way employers are navigating the demand for higher salaries is to offer better benefits and higher bonuses, Ms. Candido said. “I’m seeing HR professionals getting more creative with compensation packages. They are expanding health spending accounts, or improving mental-health benefits.”

At EllisDon, Mr. Trudel said the company is taking proposals from insurers for a better employee benefits package that will ultimately increase total compensation, even if it is not in the form of a base salary hike. The construction company is also looking to offer better top-up pay for parental leave.

“We already give employees a solid benefits package and shares in the company. But to compete in this market, we are going to have to do more,” he said. “Sometimes, you have to spend money to make money. And we have made a conscious decision as a company to do that.”

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Telus prioritizing ‘most important customers,’ avoiding ‘unprofitable’ offers: CFO

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Telus Corp. says it is avoiding offering “unprofitable” discounts as fierce competition in the Canadian telecommunications sector shows no sign of slowing down.

The company said Friday it had fewer net new customers during its third quarter compared with the same time last year, as it copes with increasingly “aggressive marketing and promotional pricing” that is prompting more customers to switch providers.

Telus said it added 347,000 net new customers, down around 14.5 per cent compared with last year. The figure includes 130,000 mobile phone subscribers and 34,000 internet customers, down 30,000 and 3,000, respectively, year-over-year.

The company reported its mobile phone churn rate — a metric measuring subscribers who cancelled their services — was 1.09 per cent in the third quarter, up from 1.03 per cent in the third quarter of 2023. That included a postpaid mobile phone churn rate of 0.90 per cent in its latest quarter.

Telus said its focus is on customer retention through its “industry-leading service and network quality, along with successful promotions and bundled offerings.”

“The customers we have are the most important customers we can get,” said chief financial officer Doug French in an interview.

“We’ve, again, just continued to focus on what matters most to our customers, from a product and customer service perspective, while not loading unprofitable customers.”

Meanwhile, Telus reported its net income attributable to common shares more than doubled during its third quarter.

The telecommunications company said it earned $280 million, up 105.9 per cent from the same three-month period in 2023. Earnings per diluted share for the quarter ended Sept. 30 was 19 cents compared with nine cents a year earlier.

It reported adjusted net income was $413 million, up 10.7 per cent year-over-year from $373 million in the same quarter last year. Operating revenue and other income for the quarter was $5.1 billion, up 1.8 per cent from the previous year.

Mobile phone average revenue per user was $58.85 in the third quarter, a decrease of $2.09 or 3.4 per cent from a year ago. Telus said the drop was attributable to customers signing up for base rate plans with lower prices, along with a decline in overage and roaming revenues.

It said customers are increasingly adopting unlimited data and Canada-U.S. plans which provide higher and more stable ARPU on a monthly basis.

“In a tough operating environment and relative to peers, we view Q3 results that were in line to slightly better than forecast as the best of the bunch,” said RBC analyst Drew McReynolds in a note.

Scotiabank analyst Maher Yaghi added that “the telecom industry in Canada remains very challenging for all players, however, Telus has been able to face these pressures” and still deliver growth.

The Big 3 telecom providers — which also include Rogers Communications Inc. and BCE Inc. — have frequently stressed that the market has grown more competitive in recent years, especially after the closing of Quebecor Inc.’s purchase of Freedom Mobile in April 2023.

Hailed as a fourth national carrier, Quebecor has invested in enhancements to Freedom’s network while offering more affordable plans as part of a set of commitments it was mandated by Ottawa to agree to.

The cost of telephone services in September was down eight per cent compared with a year earlier, according to Statistics Canada’s most recent inflation report last month.

“I think competition has been and continues to be, I’d say, quite intense in Canada, and we’ve obviously had to just manage our business the way we see fit,” said French.

Asked how long that environment could last, he said that’s out of Telus’ hands.

“What I can control, though, is how we go to market and how we lead with our products,” he said.

“I think the conditions within the market will have to adjust accordingly over time. We’ve continued to focus on digitization, continued to bring our cost structure down to compete, irrespective of the price and the current market conditions.”

Still, Canada’s telecom regulator continues to warn providers about customers facing more charges on their cellphone and internet bills.

On Tuesday, CRTC vice-president of consumer, analytics and strategy Scott Hutton called on providers to ensure they clearly inform their customers of charges such as early cancellation fees.

That followed statements from the regulator in recent weeks cautioning against rising international roaming fees and “surprise” price increases being found on their bills.

Hutton said the CRTC plans to launch public consultations in the coming weeks that will focus “on ensuring that information is clear and consistent, making it easier to compare offers and switch services or providers.”

“The CRTC is concerned with recent trends, which suggest that Canadians may not be benefiting from the full protections of our codes,” he said.

“We will continue to monitor developments and will take further action if our codes are not being followed.”

French said any initiative to boost transparency is a step in the right direction.

“I can’t say we are perfect across the board, but what I can say is we are absolutely taking it under consideration and trying to be the best at communicating with our customers,” he said.

“I think everyone looking in the mirror would say there’s room for improvement.”

This report by The Canadian Press was first published Nov. 8, 2024.

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TC Energy cuts cost estimate for Southeast Gateway pipeline project in Mexico

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CALGARY – TC Energy Corp. has lowered the estimated cost of its Southeast Gateway pipeline project in Mexico.

It says it now expects the project to cost between US$3.9 billion and US$4.1 billion compared with its original estimate of US$4.5 billion.

The change came as the company reported a third-quarter profit attributable to common shareholders of C$1.46 billion or $1.40 per share compared with a loss of C$197 million or 19 cents per share in the same quarter last year.

Revenue for the quarter ended Sept. 30 totalled C$4.08 billion, up from C$3.94 billion in the third quarter of 2023.

TC Energy says its comparable earnings for its latest quarter amounted to C$1.03 per share compared with C$1.00 per share a year earlier.

The average analyst estimate had been for a profit of 95 cents per share, according to LSEG Data & Analytics.

This report by The Canadian Press was first published Nov. 7, 2024.

Companies in this story: (TSX:TRP)

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BCE reports Q3 loss on asset impairment charge, cuts revenue guidance

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BCE Inc. reported a loss in its latest quarter as it recorded $2.11 billion in asset impairment charges, mainly related to Bell Media’s TV and radio properties.

The company says its net loss attributable to common shareholders amounted to $1.24 billion or $1.36 per share for the quarter ended Sept. 30 compared with a profit of $640 million or 70 cents per share a year earlier.

On an adjusted basis, BCE says it earned 75 cents per share in its latest quarter compared with an adjusted profit of 81 cents per share in the same quarter last year.

“Bell’s results for the third quarter demonstrate that we are disciplined in our pursuit of profitable growth in an intensely competitive environment,” BCE chief executive Mirko Bibic said in a statement.

“Our focus this quarter, and throughout 2024, has been to attract higher-margin subscribers and reduce costs to help offset short-term revenue impacts from sustained competitive pricing pressures, slow economic growth and a media advertising market that is in transition.”

Operating revenue for the quarter totalled $5.97 billion, down from $6.08 billion in its third quarter of 2023.

BCE also said it now expects its revenue for 2024 to fall about 1.5 per cent compared with earlier guidance for an increase of zero to four per cent.

The company says the change comes as it faces lower-than-anticipated wireless product revenue and sustained pressure on wireless prices.

BCE added 33,111 net postpaid mobile phone subscribers, down 76.8 per cent from the same period last year, which was the company’s second-best performance on the metric since 2010.

It says the drop was driven by higher customer churn — a measure of subscribers who cancelled their service — amid greater competitive activity and promotional offer intensity. BCE’s monthly churn rate for the category was 1.28 per cent, up from 1.1 per cent during its previous third quarter.

The company also saw 11.6 per cent fewer gross subscriber activations “due to more targeted promotional offers and mobile device discounting compared to last year.”

Bell’s wireless mobile phone average revenue per user was $58.26, down 3.4 per cent from $60.28 in the third quarter of the prior year.

This report by The Canadian Press was first published Nov. 7, 2024.

Companies in this story: (TSX:BCE)

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