Ottawa sees lowest daily COVID-19 case count in three weeks | Canada News Media
Connect with us

Business

Ottawa sees lowest daily COVID-19 case count in three weeks

Published

 on

OTTAWA —
Ottawa Public Health is reporting 56 more people in Ottawa have tested positive for COVID-19, the lowest daily figure in three weeks.

However, two more residents of Ottawa have died of COVID-19.

It comes amid a drop of cases provincewide, with fewer than 2,000 new cases reported across Ontario, due in part to a technical issue in Toronto.

“Due to a technical issue, Toronto Public Health could not report an undetermined number of new cases today, resulting in an underestimation of the daily counts,” Public Health Ontario said.

Figures from OPH and the province often differ due to different data collection times. The province reported 41 new cases in the city.

According to Ottawa Public Health’s COVID-19 dashboard, there have been 12,427 laboratory-confirmed cases of COVID-19 since the pandemic began and 407 deaths.

There are early signs of some improvement in the COVID-19 situation in the city, with the number of known active cases falling for the third day in a row, and some weekly trends also on the decline. The number of cases in the past seven days per 100,000 residents has been slowly falling, and the estimated reproduction rate in the last week is below 1, suggesting viral spread is slowing down.

The COVID-19 wastewater monitoring is also showing signs of a decline after a peak in early January.

However, there are still more than 30 COVID-19 outbreaks in congregate care settings such as long-term care homes and retirement homes and new outbreaks are still being regularly declared.

OTTAWA’S COVID-19 KEY STATISTICS

A province-wide lockdown went into effect on Dec. 26, 2020. Ottawa Public Health moved Ottawa into its red zone in early January.

A provincial stay-at-home order has been in effect since Jan. 14, 2021.

Ottawa Public Health data:

  • COVID-19 cases per 100,000 (previous seven days): 81.9 cases
  • Positivity rate in Ottawa: 4.0 per cent (Jan. 11 – Jan. 17)
  • Reproduction number: 0.96 (seven day average)

Reproduction values greater than 1 indicate the virus is spreading and each case infects more than one contact. If it is less than 1, it means spread is slowing.

VACCINES

As of Jan. 18, 2021:

  • Doses administered in Ottawa (first and second doses): 21,938
  • Doses received in Ottawa: 22,245

As of Jan. 19, 2021:

  • Doses administered in Ontario: 224,134
  • Vaccinations completed in Ontario: 25,609
  • Doses received in Ontario: 277,050 (Jan. 14, 2021)

ACTIVE CASES OF COVID-19 IN OTTAWA

The number of people with known active cases of COVID-19 in Ottawa is below 1,200 for the first time in a week.

OPH reported 1,137 active cases of COVID-19 on Tuesday, down from 1,232, driven largely by a jump in resolved cases.

The number of resolved cases rose by 149 on Tuesday to 10,883.

The number of active cases is the number of total laboratory-confirmed cases of COVID-19 minus the numbers of resolved cases and deaths. A case is considered resolved 14 days after known symptom onset or positive test result.

HOSPITALIZATIONS IN OTTAWA

There are 39 people in Ottawa hospitals with COVID-19 complications and eight people are in the ICU.

Of the people in hospital, one is between the ages of 10 and 19 (this person is in the ICU), one is in their 30s (this person is in the ICU), six are in their 50s (one is in the ICU), eight are in their 60s (two are in the ICU), seven are in their 70s (three are in the ICU), nine are in their 80s, and seven are 90 or older.

TESTING

Ontario health officials say 34,531 COVID-19 tests were performed on Monday across Ontario and 36,750 tests remain under investigation.

The Ottawa COVID-19 Testing Taskforce says 1,717 swabs were taken at assessment centres on Monday and local labs performed 2,640 tests. There are 2,368 COVID-19 tests in progress as of Jan. 19.

The positivity rate for the week of Jan. 11 to 17 was 4.0%

The Average turnaround from the time the swab is taken at a testing site to the result was 23 hours.

CASES OF COVID-19 IN OTTAWA BY AGE CATEGORY

Here is a breakdown of all known COVID-19 cases in Ottawa by age category:

  • 0-9 years old: 7 new cases (888 total cases)
  • 10-19 years-old: 8 new cases (1,572 total cases)
  • 20-29 years-old: 15 new cases (2,638 total cases)
  • 30-39 years-old: 10 new cases (1,716 total cases)
  • 40-49 years-old: 10 new cases (1,627 total cases)
  • 50-59 years-old: 3 new cases (1,469 total cases)
  • 60-69-years-old: 2 new cases (897 total cases)
  • 70-79 years-old: 0 new cases (562 total cases)
  • 80-89 years-old: 1 new case (632 total cases)
  • 90+ years old: 0 new cases (423 total cases)
  • Unknown: 0 new cases (3 cases total)

COVID-19 CASES AROUND THE REGION

  • Eastern Ontario Health Unit: 14 new cases
  • Hastings Prince Edward Public Health: 3 new cases
  • Kingston, Frontenac, Lennox & Addington Public Health: 3 new cases
  • Leeds, Grenville & Lanark District Health Unit: 0 new cases
  • Renfrew County and District Health Unit: 2 new cases
  • Outaouais region: 20 new cases

INSTITUTIONAL OUTBREAKS

Ottawa Public Health is reporting COVID-19 outbreaks at 38 institutions in Ottawa, including long-term care homes, retirement homes, daycares, hospitals and schools.

Five new outbreaks were declared on Tuesday at an Andrew Fleck Children’s Services daycare, the Montfort Long-term Care Centre home, the Perley and Rideau Veterans’ Health Centre, the Peter D. Clark long-term care home, and a supported independent living home.

The outbreak at the Duke of Devonshire retirement home has ended.

There are six active community outbreaks. An outbreak at a multi-unit dwelling has ended.

Three are linked to health workplaces, one is linked to an office workplace, one is linked to a distribution centre, and one is linked to a services workplace

The schools and childcare spaces currently experiencing outbreaks are:

  1. Andrew Fleck Children’s Services – Home Child Care – 29101 (NEW)
  2. Greenboro Children’s Centre
  3. Montessori by Brightpath
  4. Ruddy Family Y Child Care
  5. Services à l’enfance Grandir Ensemble – La Maisonée – 28627

The long-term care homes, retirement homes, hospitals, and other spaces currently experiencing outbreaks are:

  1. Alta Vista Manor
  2. Besserer Place
  3. Centre D’Accueil Champlain
  4. Colonel By Retirement Home
  5. Extendicare Laurier Manor
  6. Extendicare Medex
  7. Extendicare New Orchard Lodge
  8. Extendicare West End Villa
  9. Garry J. Armstrong long-term care home
  10. Grace Manor Long-term Care Home
  11. Granite Ridge long-term care home
  12. Group Home – 28608
  13. Group Home – 28740
  14. Group Home – 28848
  15. Group Home – 29045
  16. Group Home – 29049
  17. Group Home – 29052
  18. Hillel Lodge
  19. Madonna Care Community
  20. Montfort Long-term Care Centre (NEW)
  21. Oakpark Retirement Community
  22. Park Place
  23. Perley and Rideau Veterans’ Health Centre (NEW)
  24. Peter D. Clark long-term care home (NEW)
  25. Redwoods Retirement Residence
  26. Shelter – 28365
  27. Sisters of Charity Couvent Mont Saint-Joseph
  28. St. Patrick’s Home
  29. Supported Independent Living – 28110
  30. Supported Independent Living – 29100 (NEW)
  31. Valley Stream Retirement Residence
  32. Villa Marconi
  33. Villagia in the Glebe Retirement Residence

A single laboratory-confirmed case of COVID-19 in a resident or staff member of a long-term care home, retirement home or shelter triggers an outbreak response, according to Ottawa Public Health. In childcare settings, a single confirmed, symptomatic case in a staff member, home daycare provider, or child triggers an outbreak.

Under provincial guidelines, a COVID-19 outbreak in a school is defined as two or more lab-confirmed COVID-19 cases in students and/or staff in a school with an epidemiological link, within a 14-day period, where at least one case could have reasonably acquired their infection in the school (including transportation and before or after school care).

 

Source link

Continue Reading

Business

Natural gas producers await LNG Canada’s start, but will it be the fix for prices?

Published

 on

 

CALGARY – Natural gas producers in Western Canada have white-knuckled it through months of depressed prices, with the expectation that their fortunes will improve when LNG Canada comes online in the middle of next year.

But the supply glut plaguing the industry this fall is so large that not everyone is convinced the massive facility’s impact on pricing will be as dramatic or sustained as once hoped.

As the colder temperatures set in and Canadians turn on their furnaces, natural gas producers in Alberta and B.C. are finally starting to see some improvement after months of low prices that prompted some companies to delay their growth plans or shut in production altogether.

“We’ve pretty much been as low as you can go on natural gas prices. There were days when (the Alberta natural gas benchmark AECO price) was essentially pennies,” said Jason Feit, an advisor at Enverus Intelligence Research, in an interview.

“As a producer, it would not be economic to have produced that gas . . . It’s been pretty worthless.”

In the past week, AECO spot prices have hovered between $1.20 and $1.60 per gigajoule, a significant improvement over last month’s bottom-barrel prices but still well below the 2023 average price of $2.74 per gigajoule, according to Alberta Energy Regulator figures.

The bearish prices have come due to a combination of increased production levels — up about six per cent year-over-year so far in 2024 —as well as last year’s mild winter, which resulted in less natural gas consumption for heating purposes. There is now an oversupply of natural gas in Western Canada, so much so that natural gas storage capacity in Alberta is essentially full.

Mike Belenkie, CEO of Calgary-headquartered natural gas producer Advantage Energy Ltd., said companies have been ramping up production in spite of the poor prices in order to get ahead of the opening of LNG Canada. The massive Shell-led project nearing completion near Kitimat, B.C. will be Canada’s first large-scale liquefied natural gas export facility.

It is expected to start operations in mid-2025, giving Western Canada’s natural gas drillers a new market for their product.

“In practical terms everyone’s aware that demand will increase dramatically in the coming year, thanks to LNG Canada . . . and as a result of that line of sight to increased demand, a lot of producers have been growing,” Belenkie said in an interview.

“And so we have this temporary period of time where there’s more gas than there is places to put it.”

In light of the current depressed prices, Advantage has started strategically curtailing its gas production by up to 130 million cubic feet per day, depending on what the spot market is doing.

Other companies, including giants like Canadian Natural Resources Ltd. and Tourmaline Oil Corp., have indicated they will delay gas production growth plans until conditions improve.

“We cut all our gas growth out of 2024, once we’d had that mild winter. We did that back in Q2, because this is not the right year to bring incremental molecules to AECO,” said Mike Rose, CEO of Tourmaline, which is Canada’s largest natural gas producer, in an interview this week.

“We moved all our gas growth out into ’25 and ’26.”

LNG Canada is expected to process up to 2 billion cubic feet (Bcf) of natural gas per day once it reaches full operations. That represents what will be a significant drawdown of the existing oversupply, Rose said, adding that is why he thinks the future for western Canadian natural gas producers is bright.

“That sink of 2 Bcf a day will logically take three-plus years to fill. And then if LNG Canada Phase 2 happens, then obviously that’s even more positive,” Rose said.

While Belenkie said he agrees LNG Canada will lift prices, he’s not as convinced as Rose that the benefits will be sustained for a long period of time.

“Our thinking is that markets will be healthy for six months, a year, 18 months — whatever it is — and then after that 18 months, because prices will be healthy, supply will grow and probably overshoot demand again,” he said, adding he’s frustrated that more companies haven’t done what Advantage has done and curtailed production in an effort to limit the oversupply in the market.

“Frankly, we’ve been very disappointed to see how few other producers have chosen to shut in with gas prices this low. . . you’re basically dumping gas at a loss,” Belenkie said.

Feit, the analyst for Enverus, said there’s no doubt LNG Canada’s opening will be a major milestone that will help to support natural gas pricing in Western Canada. He added there are other Canadian LNG projects in the works that would also provide a boost in the longer-term, such as LNG Canada’s proposed Phase 2, as well as potential increased demand from the proliferation of AI-related data centres and other power-hungry infrastructure.

But Feit added that producers need to be disciplined and allow the market to balance in the near-term, otherwise supply levels could overshoot LNG Canada’s capacity and periods of depressed pricing could reoccur.

“Obviously selling gas at pennies on the dollar is not a sustainable business model,” Feit said.

“But there’s an old industry saying that the cure for low gas prices is low gas prices. You know, eventually companies will have to curtail production, they will have to make adjustments.”

This report by The Canadian Press was first published Oct. 25, 2024.

Companies in this story: (TSX:TOU; TSX:AAV, TSX:CNQ)

Source link

Continue Reading

Business

Corus Entertainment reports Q4 loss, signs amended debt deal with banks

Published

 on

 

TORONTO – Corus Entertainment Inc. reported a fourth-quarter loss compared with a profit a year ago as its revenue fell 21 per cent.

The broadcaster says its net loss attributable to shareholders amounted to $25.7 million or 13 cents per diluted share for the quarter ended Aug. 31. The result compared with a profit attributable to shareholders of $50.4 million or 25 cents per diluted share in the same quarter last year.

Revenue for the quarter totalled $269.4 million, down from $338.8 million a year ago.

On an adjusted basis, Corus says it lost two cents per share for its latest quarter compared with an adjusted loss of four cents per share a year earlier.

The company also announced that it has signed an deal to amend and restate its existing syndicated, senior secured credit facilities with its bank group.

The restated credit facility was changed to reduce the total limit on the revolving facility to $150 million from $300 million and increase the maximum total debt to cash flow ratio required under the financial covenants.

This report by The Canadian Press was first published Oct. 25, 2024.

Companies in this story: (TSX:CJR.B)

The Canadian Press. All rights reserved.

Source link

Continue Reading

Business

Hiring Is a Process of Elimination

Published

 on

Job seekers owe it to themselves to understand and accept; fundamentally, hiring is a process of elimination. Regardless of how many applications an employer receives, the ratio revolves around several applicants versus one job opening, necessitating elimination.

Essentially, job gatekeepers—recruiters, HR and hiring managers—are paid to find reasons and faults to reject candidates (read: not move forward) to find the candidate most suitable for the job and the company.

Nowadays, employers are inundated with applications, which forces them to double down on reasons to eliminate. It’s no surprise that many job seekers believe that “isms” contribute to their failure to get interviews, let alone get hired. Employers have a large pool of highly qualified candidates to select from. Job seekers attempt to absolve themselves of the consequences of actions and inactions by blaming employers, the government or the economy rather than trying to increase their chances of getting hired by not giving employers reasons to eliminate them because of:

 

  • Typos, grammatical errors, poor writing skills.

 

“Communication, the human connection, is the key to personal and career success.” ― Paul J. Meyer.

The most vital skill you can offer an employer is above-average communication skills. Your resume, LinkedIn profile, cover letters, and social media posts should be well-written and error-free.

 

  • Failure to communicate the results you achieved for your previous employers.

 

If you can’t quantify (e.g. $2.5 million in sales, $300,000 in savings, lowered average delivery time by 6 hours, answered 45-75 calls daily with an average handle time of 3 and a half minutes), then it’s your opinion. Employers care more about your results than your opinion.

 

  • An incomplete LinkedIn profile.

 

Before scheduling an interview, the employer will review your LinkedIn profile to determine if you’re interview-worthy. I eliminate any candidate who doesn’t have a complete LinkedIn profile, including a profile picture, banner, start and end dates, or just a surname initial; anything that suggests the candidate is hiding something.  

 

  • Having a digital footprint that’s a turnoff.

 

If an employer is considering your candidacy, you’ll be Google. If you’re not getting interviews before you assert the unfounded, overused excuse, “The hiring system is broken!” look at your digital footprint. Employers are reading your comments, viewing your pictures, etc. Ask yourself, is your digital behaviour acceptable to employers, or can it be a distraction from their brand image and reputation? On the other hand, not having a robust digital footprint is also a red flag, particularly among Gen Y and Gen Z hiring managers. Not participating on LinkedIn, social media platforms, or having a blog or website can hurt your job search.

 

  • Not appearing confident when interviewing.

 

Confidence = fewer annoying questions and a can-do attitude.

It’s important for employers to feel that their new hire is confident in their abilities. Managing an employee who lacks initiative, is unwilling to try new things, or needs constant reassurance is frustrating.

Job searching is a competition; you’re always up against someone younger, hungrier and more skilled than you.

Besides being a process of elimination, hiring is also about mitigating risk. Therefore, being seen as “a risk” is the most common reason candidates are eliminated, with the list of “too risky” being lengthy, from age (will be hard to manage, won’t be around long) to lengthy employment gaps (raises concerns about your abilities and ambition) to inappropriate social media postings (lack of judgement).

Envision you’re a hiring manager hiring for an inside sales manager role. In the absence of “all things being equal,” who’s the least risky candidate, the one who:

  • offers empirical evidence of their sales results for previous employers, or the candidate who “talks a good talk”?
  • is energetic, or the candidate who’s subdued?
  • asks pointed questions indicating they’re concerned about what they can offer the employer or the candidate who seems only concerned about what the employer can offer them.
  • posts on social media platforms, political opinions, or the candidate who doesn’t share their political views?
  • on LinkedIn and other platforms in criticizes how employers hire or the candidate who offers constructive suggestions?
  • has lengthy employment gaps, short job tenure, or a steadily employed candidate?
  • lives 10 minutes from the office or 45 minutes away?
  • has a resume/LinkedIn profile that shows a relevant linear career or the candidate with a non-linear career?
  • dressed professionally for the interview, or the candidate who dressed “casually”?

An experienced hiring manager (read: has made hiring mistakes) will lean towards candidates they feel pose the least risk. Hence, presenting yourself as a low-risk candidate is crucial to job search success. Worth noting, the employer determines their level of risk tolerance, not the job seeker, who doesn’t own the business—no skin in the game—and has no insight into the challenges they’ve experienced due to bad hires and are trying to avoid similar mistakes.

“Taking a chance” on a candidate isn’t in an employer’s best interest. What’s in an employer’s best interest is to hire candidates who can hit the ground running, fit in culturally, and are easy to manage. You can reduce the odds (no guarantee) of being eliminated by demonstrating you’re such a candidate.

_____________________________________________________________________

 

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.

Continue Reading

Trending

Exit mobile version