Alberta
Business, not as usual
Business, not as usual. Employer support of reservists in time of pandemic.
Submitted by: Canadian Forces Liaison Council/Alberta Chapter
In this challenging time of pandemic, it’s probably safe to say that business will not carry on as usual. Employers have much to be concerned about – employees’ health and welfare, revenue, and simply put – survival.
In many cases employers have reservist-employees who balance double duty with both the Reserve Force and their workplace. Reservists are prepared willing and able to answer the call to support pandemic response or other emergencies, either nationally or locally.
Preparations for pandemic support across Canada are underway, and this includes many reservists, army, navy, air force alike, who have been asked to mobilize. It is with thanks to many employers who support their reservist-employee as they volunteer for Operation LASER 20-01 – the Canadian Armed Forces’ response to the COVID-19 pandemic within Canada.
The Government of Canada has authorized reservists, who volunteer, to be placed on full-time Class C service to support the Operation. The Canadian Armed Forces is currently mobilizing 24,000 service members, both regular and reserve, to support provincial and municipal governments and agencies in their efforts to suppress the disease, to support vulnerable populations, and to provide logistical and general support to communities. In Alberta, there will be hundreds of reservists who will choose to deploy and serve to support our communities.
The impact of the COVID-19 pandemic on Canadians has been unprecedented, as is the scale of the Canadian Armed Forces mobilization under the Operation LASER response. Reservists’ dedication to duty in volunteering for Operation LASER is essential to support both provincial and municipal authorities during this crisis. Canada cannot meet its defence needs at home and abroad without the dedicated, motivated and highly skilled people who work tirelessly to defend Canada and promote Canadian values and interests. Op LASER is the immediate need, but reservists have been and will continue to be needed to support other domestic crisis, such as floods and fires, which are occurring on a more frequent basis.
In Alberta, Employment Standards Code, outlines a reservist-employee who has completed at least 26 consecutive weeks of employment with an employer is entitled to reservist leave without pay to take part in deployment to a Canadian Forces operation inside Canada. It also outlines that all leave provided to Reservists is leave without pay – as the Canadian Armed Forces will provide the Reservist with income for the duration of their contract. It’s good business sense to keep good employees and the employment code notes that employers cannot terminate, or lay off, an employee who has started reservist leave. Although these are the legislated minimums, organizations are encouraged to develop and implement military leave policies that support a reservist-employee even further.
There is great pride for reservists as they deploy domestically and equally for the employers who support them. Undoubtedly, business will not be as usual and if you have a reservist-employee there is support available for your organization. Employer support during this time of crisis is greatly appreciated by the Canadian Armed Forces and the Government of Canada. Indeed, when you employ a reservist, you in turn, are serving your country.
How can I find out more information for my business?
• Federal Compensation for Employers of Reservists Program (CERP) – Employers can apply and eligible applicants will receive a lump sum payment, in the form of a grant, following the deployment period of the reservist employee.
- Military Leave Policy information – if your organization does not already have a formal military leave policy, this may be a good opportunity to implement one that provides additional detail beyond what is in the job protection legislation.
- Canadian Forces Liaison Council – Employers Supporting Reservists
Info for military leave policies and federal support (CERP): https://www.canada.ca/en/department-national-defence/services/benefits-military/supporting-reservists-employers.html
- With Glowing Hearts – Reservist Support Program – a turnkey employer support program for reservists. The program provides information and tools for employers of reservists and is an asset for a business to attract and retain experienced and valued reservist/employees.
Info and/or to Register: https://www.surveymonkey.com/r/WithGlowingHearts
originally published April 9, 2020.
Alberta
Alberta bill would protect freedom of expression for doctors, nurses, other professionals
From LifeSiteNews
‘Peterson’s law,’ named for Canadian psychologist Jordan Peterson, was introduced by Alberta Premier Danielle Smith.
Alberta’s Conservative government introduced a new law that will set “clear expectations” for professional regulatory bodies to respect freedom of speech on social media and online for doctors, nurses, engineers, and other professionals.
The new law, named “Peterson’s law” after Canadian psychologist Jordan Peterson, who was canceled by his regulatory body, was introduced Thursday by Alberta Premier Danielle Smith.
“Professionals should never fear losing their license or career because of a social media post, an interview, or a personal opinion expressed on their own time,” Smith said in a press release sent to media and LifeSiteNews.
“Alberta’s government is restoring fairness and neutrality so regulators focus on competence and ethics, not policing beliefs. Every Albertan has the right to speak freely without ideological enforcement or intimidation, and this legislation makes that protection real.”
The law, known as Bill 13, the Regulated Professions Neutrality Act, will “set clear expectations for professional regulatory bodies to ensure professionals’ right to free expression is protected.”
According to the government, the new law will “Limit professional regulatory bodies from disciplining professionals for expressive off-duty conduct, except in specific circumstances such as threats of physical violence or a criminal conviction.”
It will also restrict mandatory training “unrelated to competence or ethics, such as diversity, equity, and inclusion training.”
Bill 13, once it becomes law, which is all but guaranteed as Smith’s United Conservative Party (UCP) holds a majority, will also “create principles of neutrality that prohibit professional regulatory bodies from assigning value, blame or different treatment to individuals based on personally held views or political beliefs.”
As reported by LifeSiteNews, Peterson has been embattled with the College of Psychologists of Ontario (CPO) after it mandated he undergo social media “training” to keep his license following posts he made on X, formerly Twitter, criticizing Trudeau and LGBT activists.
He recently noted how the CPO offered him a deal to “be bought,” in which the legal fees owed to them after losing his court challenge could be waived but only if he agreed to quit his job as a psychologist.
Early this year, LifeSiteNews reported that the CPO had selected Peterson’s “re-education coach” for having publicly opposed the LGBT agenda.
The Alberta government directly referenced Peterson’s (who is from Alberta originally) plight with the CPO, noting “the disciplinary proceedings against Dr. Jordan Peterson by the College of Psychologists of Ontario, demonstrate how regulatory bodies can extend their reach into personal expression rather than professional competence.”
“Similar cases involving nurses, engineers and other professionals revealed a growing pattern: individuals facing investigations, penalties or compulsory ideological training for off-duty expressive conduct. These incidents became a catalyst, confirming the need for clear legislative boundaries that protect free expression while preserving professional standards.”
Alberta Minister of Justice and Attorney General Mickey Amery said regarding Bill 13 that the new law makes that protection of professionals “real and holds professional regulatory bodies to a clear standard.”
Last year, Peterson formally announced his departure from Canada in favor of moving to the United States, saying his birth nation has become a “totalitarian hell hole.”
Alberta
‘Weird and wonderful’ wells are boosting oil production in Alberta and Saskatchewan
From the Canadian Energy Centre
Multilateral designs lift more energy with a smaller environmental footprint
A “weird and wonderful” drilling innovation in Alberta is helping producers tap more oil and gas at lower cost and with less environmental impact.
With names like fishbone, fan, comb-over and stingray, “multilateral” wells turn a single wellbore from the surface into multiple horizontal legs underground.
“They do look spectacular, and they are making quite a bit of money for small companies, so there’s a lot of interest from investors,” said Calin Dragoie, vice-president of geoscience with Calgary-based Chinook Consulting Services.
Dragoie, who has extensively studied the use of multilateral wells, said the technology takes horizontal drilling — which itself revolutionized oil and gas production — to the next level.
“It’s something that was not invented in Canada, but was perfected here. And it’s something that I think in the next few years will be exported as a technology to other parts of the world,” he said.
Dragoie’s research found that in 2015 less than 10 per cent of metres drilled in Western Canada came from multilateral wells. By last year, that share had climbed to nearly 60 per cent.
Royalty incentives in Alberta have accelerated the trend, and Saskatchewan has introduced similar policy.
Multilaterals first emerged alongside horizontal drilling in the late 1990s and early 2000s, Dragoie said. But today’s multilaterals are longer, more complex and more productive.
The main play is in Alberta’s Marten Hills region, where producers are using multilaterals to produce shallow heavy oil.
Today’s average multilateral has about 7.5 horizontal legs from a single surface location, up from four or six just a few years ago, Dragoie said.
One record-setting well in Alberta drilled by Tamarack Valley Energy in 2023 features 11 legs stretching two miles each, for a total subsurface reach of 33 kilometres — the longest well in Canada.
By accessing large volumes of oil and gas from a single surface pad, multilaterals reduce land impact by a factor of five to ten compared to conventional wells, he said.
The designs save money by skipping casing strings and cement in each leg, and production is amplified as a result of increased reservoir contact.
Here are examples of multilateral well design. Images courtesy Chinook Consulting Services.
Parallel
Fishbone
Fan
Waffle
Stingray
Frankenwells
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