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TOP
ATLANTIC
CANADA’S
EMPLOYERS
2021
Researched and complied by MediaCorp Canada Inc.
Presented exclusively by Atlantic Business Magazine
FOOD BANK
DAYCARE
ATLANTICBUSINESSMAGAZINE.COM | 57
TOP EMPLOYERS
T
here are fewer companies on this year’s list of Atlantic How to make the list:
Canada’s Top Employers than there were in 2019—and that By submitting an application for
Canada’s Top 100 Employers list, you
was expected, says Anthony Meehan. Meehan is the founder
are automatically entered for consid-
and president of Mediacorp Canada Inc., the company which eration in the Atlantic Canada Top
researches and selects the Atlantic Canada Top Employer honourees, Employers competition (you cannot
as well as Canada’s Top 100 Employers—now in its 20th year. apply for the regional list alone).
“Covid has been a challenge for everyone. We knew people were
focused on pivoting their business so it was no surprise when we To be eligible for the Atlantic Cana-
received just over 1,000 applications. That’s a lower number than in da’s Top Employers selection, you
have to be an employer with a head
previous years.”
office or principal place of business
What was unexpected was what this year’s list revealed. “We in New Brunswick, Prince Edward
thought we’d see a lot of layoffs and cutbacks,” says Meehan. “Instead, Island, Nova Scotia or Newfoundland
we saw this great investment in corporate social responsibility and & Labrador. Employers of any size
community. Employers are giving back more than ever. Emera, for may apply, whether private or public
example, boosted its Dollars for Doers initiative.” They now donate sector.
$20 for every hour an employee volunteers, to a maximum of $600 per
Employers are compared to other
employee per year.
organizations in their field and eval-
Another trend that became apparent during the Top Employer uated across eight criteria:
selection process was the increased attention on the mental health 1. Physical workplace
and well-being of staff. Not only is there a continuing worry about 2. Work atmosphere and social
personal health and safety due to Covid, but people have had to learn 3. Health, financial and family benefits
to cope, very quickly, with myriad stressors: working from home, 4. Vacation and time off
social isolation, child care, elder care and more. 5. Employee communications
6. Performance management
In response, Meehan says, “Irving and others ratcheted up their
7. Training and skills development
health benefit initiatives. At $1,800 a year, PAL has one of the best 8. Community involvement
subsidies for mental health consultations and awareness. And many
Top Employers helped staff set up their remote work spaces.” Applications for the 2022 competition
What does it mean to be a Top Employer during a pandemic? will be available early in 2021.
Ultimately, says Meehan, employers with a broader view of community For more information:
are always better places to work. “Top Employers understand that their canadastop100.com/atlantic/
ability to operate depends on the health of their community. They are
strong now and they will only grow stronger as the economy recovers.”
58 | JANUARY/FEBRUARY 2021
Energized by
Teamwork
Across Emera, our talented team drives energy transformation through
collaboration, innovation and customer service excellence.
We are proud to be named a Top 100 Employer in Canada for 2021. Our goal is to be an employer of
choice everywhere we work by giving back to our communities, investing in our employees, and providing
a safe, respectful and healthy work environment where everyone feels valued. By attracting and retaining
the best and brightest talent, we are working together to deliver cleaner, affordable and reliable energy to
our customers and value for our shareholders.
TOP EMPLOYERS
ADMIRAL INSURANCE SERVICES LTD. ASSUMPTION MUTUAL LIFE
Industry: Auto and property insurance INSURANCE COMPANY
Location: Halifax, N.S. Industry: Insurance, retirement savings
Full-time employees in Canada: 428 and mortgages
What makes them a Top Employer: Location: Moncton, N.B.
• Health benefits plan that includes a personal spending account of $500 per year Full-time employees in Canada: 247
which can be used to cover expenses related to health and wellness, personal What makes them a Top Employer:
development, family care, green living and general lifestyle items. • Defined contribution pension plan,
• Maternity and parental leave top-up payments for employees who are new and a number of helpful financial
mothers (to 100 per cent of salary for 22 weeks) and parental top-up for new benefits including discounted home
fathers and adoptive parents (to 100 per cent of salary for seven weeks). They and auto insurance, low-interest
also offer the option to extend leave into an unpaid leave of absence. home loans, and discounted auto
• Defined contribution pension plan and a unique Life Loan program, allowing lease rates.
employees to apply for an interest-free loan of up to $2,000 for significant life • Health benefits plan includes a
events (such as a wedding reception or funds for home furnishings for a first- mental health practitioner benefit
time home owner). of up to $2,500 annually.
• Variety of flexible work arrange-
ments as well as up to six paid
personal days, which can be sched-
uled as needed.
Web.com Group
builds its brand by BIOVECTRA INC.
putting customers Industry: Pharmaceutical
manufacturing
and employees first Location: Charlottetown, P.E.I.
Full-time employees in Canada: 400
What makes them a Top Employer:
You don’t get to be a leading web tech-
• Full tuition subsidies for employees
nology company serving millions of
and an academic scholarship
customers worldwide without knowing
program for children of employees
a little something about how people (to $1,500 per child).
work. • Financial benefits include year-end
At Web.com Group, it’s about respect, bonuses, a defined contribution
teamwork and drive. Web’s team pension plan and referral bonuses
gives customers a competitive edge, for employees who recruit candi-
whether they’re creating eye-catching dates from their personal networks
web designs, building effective online (to $2,000).
marketing tools or helping generate • Health plan provides employees
customer leads. with a health spending account
Photo: Julian Parkinson “What unites us across the company of up to $400 per year as well
and around the globe is a shared set of as a separate wellness spending
values and a unified vision focused on the individual customer,” says Web.com account of up to $250 per year.
Group CEO and President Sharon Rowlands. “We work to fulfill the diverse
online needs of real people because that’s how you guarantee success in a
connected world.” CBCL LIMITED
As one of the longest-running tech companies in the business, Web has Industry: Engineering services
been involved with the Internet in almost every phase – from dial-up to Location: Halifax, N.S.
5G. Through its portfolio of complementary brands – Web.com, Network Full-time employees in Canada: 322
Solutions, Register.com, Sitebeat, Crazy Domains, Vodien and others – it helps What makes them a Top Employer:
customers build their online presence with superb solutions and service. • Employees have access to subsi-
Since Rowlands became the company’s chief executive in 2019, she’s dies for job-related courses and
helped these brands lay the groundwork for continued growth and lead- professional accreditation; next
ership. Recent strategic acquisitions in the Asia-Pacific region, including generation opportunities include
Dreamscape Networks, have spread Web’s reach in both the Southeast Asian co-op placements, paid internships
and summer roles.
and Australian markets.
• Maternity leave top-up payments
Just as Web’s focus on the customer drives its business model, its commit-
for employees who are new
ment to its employees – more than 200 business consultants, customer service
mothers (to 80 per cent of salary
specialists, web designers and copywriters in three Ontario and Nova Scotia
for 16 weeks) with the option to
offices – fulfills its corporate promise. “We strive to hire, develop and retain extend their leave into an unpaid
talented people who represent our diverse customer base,” Rowlands says. leave of absence.
Recently, Web expanded its footprint in Halifax, where a diverse work- • Corporate support for community
force enjoys open and bright spaces, flexible hours and lucrative commission causes and charities with a special
structures with uncapped potential. “It’s simple,” says Rowlands. “We create focus on health, education, commu-
a culture of competitiveness, collaboration and teamwork by focusing on our nity, science and technology, and
two biggest resources: our employees and our customers.” -Sponsored content sustainability. Approximately 75
cont’d page 62
60 | JANUARY/FEBRUARY 2021
The best employers care. At Cooke Aquaculture, it’s our business to care. We care for the fish we grow, for the waters we work on and most importantly, for the people in the communities we call home. Thank you, Team Cooke, for helping make us one of Atlantic Canada’s Top Employers. And thank you for caring, every day. cookeseafood.com | FTLI
TOP EMPLOYERS
CBCL Limited cont’d from page 60
CLEARWATER SEAFOODS LP
organizations received support last year with employees leading the way and Industry: Seafood processing
volunteering with initiatives such as Autism Canada and the Heart and Stroke Location: Bedford, N.S.
Foundation (employees can take up to two paid volunteer days each year). Full-time employees in Canada: 1,068
What makes them a Top Employer:
• Along with helping employees save
for the future, Clearwater Seafoods
CITCO CANADA INC.
offers retirement planning assis-
Industry: Portfolio management
tance and phased-in work options
Location: Halifax, N.S.
for those nearing retirement.
Full-time employees in Canada: 1,292
• Maternity and parental leave top-up
What makes them a Top Employer:
payments, to 70 per cent of salary
• Maternity leave top-up payments to employees who are new mothers (to 100
ranging from 35 to 52 weeks
per cent of salary for 12 weeks) and flexible work options for when they return.
(including adoptive parents).
• Tuition subsidies for job-related courses (up to $3,000 per year) as well as subsi-
• Organizational Capability Awards (for
dies for professional accreditation.
teamwork, competence and char-
• Retirement planning assistance, a defined contribution pension plan and
acter) and peer-nominated You Made
matching RSP contributions.
a Difference Award, with winners
selected on a quarterly basis.
East Coast Credit Union employees make COOKE AQUACULTURE INC.
the difference in good times and bad Industry: Fish farming
Location: Saint John, N.B.
Full-time employees in Canada: 2,066
During these tough times, East Coast Credit Union’s core principles have
What makes them a Top Employer:
never been more important, and its call to employees and members has
• Retirement planning assistance and
never resonated as deeply as they do today.
a defined benefit pension plan.
“Our dedicated staff have demonstrated outstanding professionalism in
• Subsidies for job-related courses
providing essential services to our members during the COVID-19 pandemic,” and professional accreditation as
President and CEO, Ken Shea, says. “A pandemic calls for even more support well as academic scholarships for
to communities than ever before, and we are committed to that.” children of employees, to $1,000
With the recent #Loyal2LocalChallenge, for example, East Coast CU per child per year.
together with other participating credit unions throughout the Atlantic
provinces were given up to $50 each to make purchases from local busi-
nesses between June 15-28. Their commitment helped inject over $70,000
EAST COAST CREDIT UNION
dollars into the Atlantic economy at a time when it was really needed.
Industry: Credit union
East Coast CU also took extra steps to support local farmers markets Location: Antigonish, N.S.
across Nova Scotia this year by purchasing gift cards to give to members of Full-time employees in Canada: 156
the community. Supporting these farmers markets was the perfect way to What makes them a Top Employer:
promote local businesses and give back. East Coast CU donated an additional • Flexible work options and paid
$10,000 to Feed Nova Scotia which went directly to helping Nova Scotians personal days to help employees
who need it most during this difficult time. balance work and their personal
For employees, the rewards are also tangible. A new flexible work arrange- commitments (up to five paid
ment was implemented at the beginning of 2020. East Coast Credit Union personal days per year).
also offers paid health and dental, education and professional development • Defined benefit or defined contri-
opportunities, wellness and recognition programs, and competitive compen- bution pension plan, depending on
sation packages. Staff have the opportunity to support their communities the employee group.
through a paid day off to volunteer at an organization of their choice. They • Compassionate leave top-up for
can also represent East Coast Credit Union at the many sponsored events those who are called upon to care
that normally take place throughout the year, such as Nova Scotia Summer for a loved one (to 100 per cent of
Fest and the Dartmouth Ice Festival, to name a few. salary for up to 8 weeks).
As a member-owned organization (in which more than 42,000 account
holders are also
shareholders), East
Coast CU relies on its
51%
staff to stay healthy
and fully dedicated
to member service.
of Top Employers
Says Shea: “We
really are all in this
offer parental
together, now more leave benefits to
than ever.” -Sponsored their employees
content
Photo taken February
2020 (pre-pandemic)
62 | JANUARY/FEBRUARY 2021
PAGE IDENTIFIER
of talent apply through a competitive process) invest their
time in developing personal and professional leadership
skills that are tied directly to achieving results for ONB.
Lync & Learn, an ONB professional development
program, was designed and developed inhouse as a way to
leverage employee knowledge sharing. Sessions are offered
virtually to all ONB employees on a monthly basis, and each
session is unique and geared towards skills-based training
for employees with defined learning objectives that capture
what information and skills the participants can expect to
learn. ONB employees can also fine-tune their facilitation
skills by leading a session. Sessions are recorded and then
posted to the ONB Portal for future use and training.
Friday @9 is a biweekly 30-minute podcast that brings all
ONB employees together to receive information regarding
organization-wide updates. It often includes an update
from ONB’s CEO, as well as additional updates from three to
four presenters from various lines of business. Each session
is recorded and then posted to the ONB Portal for those who
were unable to attend.
In all of this, diversity – gender, culture, age – matters.
ONB has created opportunities to hire new graduates,
increasing the number of employees under the age of 30 from
five per cent in 2015 to almost 10 per cent today. To this end,
it maintains a Student Program that provides, on average,
10 post-secondary students a year with dynamic and mean-
ingful work experiences as well as the skills and results-
oriented resume to support success in their next roles.
By diversifying the age of its own workforce, ONB has
secured the presence of new creative voices at the deci-
sion-making table. “We are making decisions around
culture that motivate and engage our teams,” Simmons says.
“People here know and believe in the reasons they come to
Opportunities New Brunswick’s work every day. They have a great common purpose. People
do believe that their work here is important.”
investment in workplace culture
returns premiums
If you want a workforce to perform above and beyond the call
of daily duty, you might want to take a page from Opportunities
New Brunswick (ONB)’s playbook. There, workplace culture
isn’t an afterthought; it’s the foundation it builds on and the
force that guides it.
Thanks to its commitment to culture, ONB has been named
one of Atlantic Canada’s Top Employers for five years in a row
(2017-2021). It was recognized by Waterstone Human Capital
as one of Canada’s Most Admired Corporate Cultures (Broader
Public Sector) for 2018. They do, indeed. According to ONB’s 2019 annual
ONB is a provincial Crown corporation that connects local employee survey, 94 per cent of employees believe ONB
and worldwide businesses in traditional and emerging indus- is making a positive impact and 93 per cent feel they are
tries to advantages the province offers. With its provincial, supported in achieving work-life balance.
federal and community partners, it drives economic growth Simmons says the trick, of course, is not to over-define
and job creation, supports innovation and helps the next what culture means in an organization, but to engage,
generation of business leaders realize their true potential. enable and empower employees to reach their full poten-
Over the past five years, ONB has helped create more than tial. The results can be invaluable both to the organization
8,700 jobs and has helped generate $1.3 billion for the provin- and to society – whether that’s successfully building a new
cial economy. technology or the environment in which a new technology
At the centre of all of this is its culture, which imbues its company can thrive.
people with a sense of belonging and shared purpose. “We’re not “We work with hundreds of New Brunswick companies
content with just having an HR department,” says ONB’s Chief every year, and through them, we see great cultures and
Operating Officer Traci Simmons. “Culture is a strategic design meet inspiring leaders every day,” she says. “For us, culture
for us. We very much live the culture that drives our results.” is not just one thing, but it is made up of all the passion and
For example, the organization has put cohorts and indi- professionalism that employees bring to work every day.
vidual employees through its Emerging Leaders Program, half It’s how we all play an important role in driving economic
of which were women. The participants, (the next generation growth and prosperity for New Brunswick. -Sponsored content
64 | JANUARY/FEBRUARY 2021
At ONB, we are working to build a new New Brunswick. Supporting NB businesses in realizing their full potential is the reason our employees come to work every day. Five years running as one of Atlantic Canada’s top employers doesn’t hurt either. If you are ready to join a winning team that is looking to see NB succeed on the world stage, then visit onbcanada.ca/careers/
TOP EMPLOYERS
EFFICIENCYONE What makes them a Top Employer:
Industry: Energy conservation advocacy • Tuition subsidies for courses
Location: Dartmouth, N.S. related and not directly related
Full-time employees in Canada: 132 to an employee’s current role (up
What makes them a Top Employer: to $5,000 annually) and exten-
• Tuition subsidies for employees taking courses at outside institutions and subsi- sive in-house training programs,
dies for professional accreditation. including paid internships, appren-
• Flexible work hours, a work from home option, and up to 14 paid sick days ticeships and formal Engineer-
annually. in-Training programs for younger
• Nutrition programs, mindfulness training, blood pressure screenings and corpo- employees.
rate rates for nearby gyms. • Subsidy for IVF treatments (to
$15,000) and maternity/parental
leave top-up payments for new
EMERA INC. moms, dads and adoptive parents
Industry: Electric power generation and distribution and gas distribution (to 95 per cent of salary of six
Location: Halifax, N.S. weeks).
Full-time employees in Canada: 2,309 • Post-secondary academic
scholarship programs for older
children of employees (and
retirees).
Killam’s workforce goes above and • Good Neighbour program encour-
ages employees to donate their
beyond in a time of crisis time and money to charities that
are close to their heart; “Dollars for
Doers” initiative matches employee
For any successful business, customer care and service begin and end with donations, offering $20 for every
its employees. The challenges brought about by the COVID-19 pandemic volunteer hour to a maximum of
might strain any workforce to the breaking point, but not the employees of $600 per employee annually.
Killam Apartment REIT.
According to Colleen McCarville, Vice President Human Resources,
Killam’s employees continue to show their true colors as they navigate the FBM ARCHITECTURE |
health emergency. “We could not be more proud,” she says simply. “They are
INTERIOR DESIGN
exceeding our expectations.”
Industry: Architectural services
Killam Apartment REIT is Location: Halifax, N.S.
a Canadian real estate invest- Full-time employees in Canada: 36
ment trust owning, operating What makes them a Top Employer:
and developing apartments and • Maternity and parental leave
manufactured home communi- top-up policy, offering new parents
ties (MHCs) in Atlantic Canada, (including adoptive) up to 95 per
Ontario, Alberta and British cent of salary for up to five weeks
Columbia, and employing about followed by 70 per cent of salary for
700 people, most of whom are an additional five weeks.
public-facing. • Health benefits plan includes sepa-
“During this critical time, our rate health and wellness spending
staff have been going above and accounts, allowing employees to
beyond to keep our core values exercise flexibility in determining
– Do the Right Thing, Strong their coverage ($250 and $300
Customer Relationships, Build respectively).
Community, Creative Solutions, • Ownership culture cultivated
through a share purchase plan
and Curb Appeal – at the foundation of our culture,” McCarville says.
that’s available to all employees.
Staff are “doing the right thing” and maintaining “curb appeal” by
• Matching RSP program to
adjusting to the heightened cleaning responsibilities and use of additional
encourage long-term saving.
personal protective equipment. They are finding “creative solutions” to cope
with the additional responsibilities at work and home.
COVID-19 had forced the closure of building amenity spaces – which are
valued greatly by residents. Employees have demonstrated “strong customer HALIFAX WATER
Industry: Municipal water management
relations” by communicating Killam protocols and public health guidelines
Location: Halifax, N.S.
regarding the use of these, which are now open with restrictions.
Full-time employees in Canada: 498
Staff continue to “do the right thing” through acts of kindness. Resident
What makes them a Top Employer:
Managers have delivered groceries and other necessities to residents who • Maternity leave top-up to new
are unable to go out, and employees have assisted residents and co-workers. mothers (to 93 per cent of salary
Despite the risks, the company’s June 2020 employee survey reports that for up to 15 weeks) with the option
94 per cent of staff like the work they do and 92 per cent like their co-workers. to extend paid leave into an unpaid
Says McCarville: “Our employees’ dedication to Killam’s Core Values leave of absence.
has ensured our continued success throughout this challenging time.” • Tuition subsidies for courses taken
-Sponsored content at external institutions (up to
$3,000 per year) as well as subsidies
for professional accreditation.
66 | JANUARY/FEBRUARY 2021At Emera, teamwork leads at all level of the business,” says Roberts. “As part of this,
we work to identify opportunities for current and future
the way to a clean, reliable leaders to continuously learn and develop.
Everything Emera does is underpinned by its unwavering
energy future commitment to safety. Emera’s strong safety culture is rooted
in leadership and reinforced by a personal commitment by
What makes Emera one of Atlantic Canada’s employers of every member of the team to ensure safety is always the first
choice? It could be the fact that it’s an energy leader with priority. Proactive reporting, personal plans, field observa-
$32 billion of assets and more than 2.5 million customers in tions and frequent communications are just some of the tools
Canada, the U.S. and the Caribbean. Emera uses to maintain this culture. Its Safety Management
But take a closer look and see that it boils down to key funda- System (SMS), for example, is founded on Plan-Do-Check-Act
mentals that are driving their success: committed teams; a principles and incorporates ISO 45001 aspects.
proven strategy; a demonstrated commitment to sustainability, Emera also believes in giving back to the communities
and collaborative leadership that always puts safety first. Just it serves. In 2019, Emera invested over $13.4 million in
ask Mike Roberts, Emera’s Chief Human Resources Officer. communities, concentrating on areas of innovation, safety
“Our strong team drives everything we do,” he says. “Our leadership, and youth opportunities with a focus on diver-
employees are committed to diversity and inclusion, growth sity and inclusion. The company is proud to also support
and development and to giving back to their communities. They communities through the charitable efforts of its team
support each other and are inspired by our focus on safely deliv- members by matching fundraising initiatives and providing
ering cleaner, affordable, and reliable energy to our customers.” charitable donations for hours volunteered in the commu-
Delivering cleaner and renewable energy to customers has nity. Additionally, each year Emera employees hold a United
been a focus for Emera for more than 15 years and it remains Way workplace campaign — an effort that has provided the
central to the company’s strategy as it prepares for, and capi- organization with its largest corporate donation in Atlantic
talizes on, the trends facing the energy industry – decarbon- Canada for the last 20 years. “Through our annual United
ization, digitalization and decentralization. Way campaign our employees are supporting charitable
As a result, Emera has been a leader in the transition to organizations throughout the region,” explains Roberts.
cleaner energy while enhancing reliability and maintaining “And these organizations provide much-needed assistance
customer affordability. In fact, Nova Scotia Power, one of to the most vulnerable in our communities.”
Emera’s electric utilities, has delivered the fastest transition Emera also supports social programs to assist with
to cleaner energy in Canada and has already achieved green- energy costs when customers are in need. This effort was
house gas (GHG) reductions that exceed the targets set by increased to address the additional financial pressure many
Canada in the COP 21 Paris Agreement – with no increases customers have been facing during the COVID-19 pandemic.
in non-fuel rates since 2014. The company has also invested Emera companies have been working with customers to
in digitalization and decentralization technologies that will help find solutions and have also provided over $4 million to
help make energy systems even more reliable while providing organizations dedicated to providing critical aid.
customers more information and greater choice and control. “Our team is deeply committed to doing the right thing
Talent management is a significant focus for Emera. This for our customers, our communities and each other,” says
includes understanding best practices, analyzing the labour Roberts. “We have a dynamic culture supported by tools to
market, and proactively sourcing candidates. “Our diverse help drive collaboration, innovation and our shared purpose
teams make us stronger. And in a rapidly evolving industry, of building a more sustainable future for the communities
we’re always focused on developing and preparing our teams we serve.” -Sponsored content
ATLANTICBUSINESSMAGAZINE.COM | 67TOP EMPLOYERS
26%
HEALTH ASSOCIATION NOVA SCOTIA IRVING OIL
Industry: Professional associations Industry: Petroleum refining, distribu-
Location: Bedford, N.S. tion and retail
of Top Employers Full-time employees in Canada: 107 Location: Saint John, N.B.
offer flexible work What makes them a Top Employer: Full-time employees in Canada: 2,876
hours and/or remote • Flexible work hours, five paid personal days per What makes them a Top Employer:
office options year (which can be scheduled as needed), and • LifeSpeak online platform lets
up to 7 paid sick days annually. employees anonymously access
• Maternity and parental leave top-up payments information online regarding
for new mothers and fathers, including adoptive a range of wellness topics and
parents (to 93 per cent of salary for 15 weeks); smoking cessation programs. The
subsidy for IVF for parents-to-be when needed health benefits plan also features
(to $15,000). a flexible health spending account
• Tuition subsidies for employees to pursue and dedicated mental health practi-
job-related (and unrelated) courses and tioners benefit.
academic scholarships for children of employees • Community support programs in
(up to $2,500 per child). support of families, the environ-
ment and education. They recently
introduced the new Good Energy
in Action program that offers
Halifax Water tackles challenging times
employees one paid flex day off to
volunteer each year and encour-
with a dedicated, skilled workforce ages employees to get involved
through a national volunteer week
campaign in the spring. Over the
Serving a population of about 376,000 with high quality water, wastewater past year the program has helped
and stormwater services, while managing $1.4 billion in assets, is complex at connect employees with virtual
the best of times. And these are not the best of times. volunteer opportunities such as
Fortunately, Halifax Water’s 500 highly skilled and motivated people are video-chat conversations with care
dedicated to protecting public health and the environment, which is more home residents, mentoring and
critical than ever during the COVID-19 pandemic. tutoring youth, and combatting
Providing world-class services to customers and the environment is the lockdown loneliness through letter-
mission of the utility. Staff are on the front lines keeping critical services writing campaigns.
and the local economy going around the clock, says Halifax Water General • Maternity and parental leave top-up
Manager Cathie O’Toole. payments for employees who are
“The strength of Halifax Water is and always has been its dedicated, new mothers or fathers (including
highly skilled and motivated employees. This has never been more evident or adoptive parents), to 100 per cent
important than now as staff work the front lines during COVID-19.” of salary for up to 17 weeks.
To understand what that actually means on the ground, Halifax Water – • Academic scholarships to children
of employees pursuing post-sec-
Canada’s first regulated water, wastewater and stormwater utility – main-
ondary studies, to $2,000 per child.
tains 1,500; 1,400; and 900 kilometers of water, wastewater, and storm lines,
respectively. Along with these piped assets, the utility maintains 600 kilo-
metres of ditches and 18,000 culverts. Last year Halifax Water produced 40.3
billion liters of drinking water at its eight supply plants and treated 76 billion
liters of wastewater at its 14 treatment facilities.
The utility is internationally recognized for leadership. Making signifi-
cant investments in water, wastewater and stormwater infrastructure and Retirement planning was
services helps support the local economy, supports future growth, environ- the most common benefit
mental compliance, and adaptation to climate change. among Top Employers.
Halifax Water has continued
to deliver current year busi-
ness objectives despite the
on-going pandemic.
decades we have been focused
“For 63%
offer some sort of
on investing in critical infra- retirement planning benefits
structure and improving our
operations to manage the
region’s water cycle in a finan-
cially and environmentally
responsible manner,” O’Toole
says. “So much of this has to
do with our employees, who
recognize the importance of
the work they do and what
it means our customers.”
-Sponsored content
68 | JANUARY/FEBRUARY 2021JAZZ AVIATION LP KILLAM APARTMENT REIT • Matching RSP contributions,
Industry: Air transportation Industry: Property management and retirement planning assistance and
Location: Dartmouth, N.S. development phased-in work options for those
Full-time employees in Canada: 4,777 Location: Halifax, N.S. nearing retirement.
What makes them a Top Employer: Full-time employees in Canada: 512 • Employees are eligible for new
• Bright Ideas campaign encour- What makes them a Top Employer: employee referral bonuses, ranging
ages employees to share ideas • Matching RSP contributions from $1,000 to $2,000 for each
on increasing productivity and and financial benefits including successful hire, depending on the
improving customer service discounted home and auto insur- position.
and operational efficiency. The ance and subsidized home Internet
company also recognizes excep- services.
tional performance through the • Maternity leave top-up payments for
NEW BRUNSWICK
Jazz Ensemble plus program, new moms (to 80 per cent of salary
rewarding employees for achieving for 17 weeks) and flexible hours for COMMUNITY COLLEGE / NBCC
operational and customer satisfac- when they’re ready to return to work. Industry: Post secondary schools, college
tion goals. The company also supports parents Location: Fredericton, N.B.
• Retirement planning assistance and with college and university-aged kids Full-time employees in Canada: 777
a defined contribution pension plan. through an academic scholarship What makes them a Top Employer:
• Ownership culture is fostered program, to $1,500 per child. • Paid days off for employees who
through a share purchase plan, volunteer; in 2019, approximately
available to all employees. 160 employees used the volunteer
• Professional development oppor- leave program to donate more than
METOCEAN TELEMATICS 1,300 hours to community projects.
tunities include formal mentoring,
in-house and online training, and LIMITED • Lifelong learning is encouraged
Industry: Maritime electronic equip- through tuition subsidies for job-re-
tuition subsidies for courses related
ment design and manufacturing lated courses (to a lifetime maximum
to their position (up to $3,000
Location: Dartmouth, N.S. of $10,000) as well as subsidies for
annually). They also reach out to
Full-time employees in Canada: 88 general interest courses.
the next generation of employees
What makes them a Top Employer: • Maternity leave top-up payments
through summer student oppor-
• Variety of flexible work arrange- for new mothers (to 75 per cent of
tunities, paid internships, co-op
ments and up to nine paid personal salary for 17 weeks) with the option
placements and apprenticeships.
days, which can be scheduled at to extend leave into an unpaid leave
the employees’ discretion. of absence.
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ATLANTICBUSINESSMAGAZINE.COM | 69TOP EMPLOYERS
NEWFOUNDLAND AND
LABRADOR CENTRE FOR
HEALTH INFORMATION /
NLCHI
Industry: Electronic health records
Location: St. John’s, N.L.
Full-time employees in Canada: 218
What makes them a Top Employer:
• Health benefits plan that extends to
retirees (with 50 per cent premium
coverage) as well as defined benefit
and defined contribution pension
plans.
• Corporate recognition culture
fostered through programs such
as Centre Stage!, which allows
managers to nominate employees
in various categories, such as
“The Marathoner” (for working the
‘extra mile’), “The Superstar (for an
outstanding performer), and “The
Edison” (for innovation, change and
creation).
NORTHWOOD
Julie Robichaud, a manager with WCB Industry: Nursing care facilities
Nova Scotia, facilitates a training session Location: Dartmouth, N.S.
on the WCB’s new cloud-based systems. Full-time employees in Canada: 998
What makes them a Top Employer:
Top employers in 2021 will
• Defined benefit pension plan and
phased-in work options for those
be defined by resilience nearing retirement.
• Employee health benefits plan
includes a mental health practi-
Leaders set the tone in any organization. They establish the kind of employer tioner benefit of $1,800 per year.
an organization will be. • Professional development encour-
Safety leaders often have a values-based approach. aged via in-house and online
They put people before profits. training programs as well as tuition
They believe that something should only be done if it can be done safely. subsidies for courses at external
The same leadership shown by top employers is often at the core of strong academic institutions.
workplace safety cultures.
In 2020, leaders were called upon like never before.
As we navigate a new reality, top employers, in particular, have an incredible NOSEWORTHY CHAPMAN
opportunity to lead the way. Leadership will be key as strong workplace safety CHARTERED PROFESSIONAL
and health approaches help us face new kinds of challenges to our well being –
ACCOUNTANTS
both physical and mental. Industry: Accounting
“Resilience is a hallmark of leadership,” says Stuart MacLean, CEO. “In Location: St. John’s, N.L.
2021, strong leadership will continue to help us work through this, safely.” Full-time employees in Canada: 57
Like other employers, WCB Nova Scotia’s experience in 2020 was marked What makes them a Top Employer:
by change and resilience. Powered by new systems, the WCB continued to • Weekly fixed-payment mater-
support workers and employers, while keeping its people safe, focused, and nity and parental leave top-up
engaged. Updated cloud-based systems helped the organization pivot to a payments for new moms and dads
mix of on-premises and remote work. (including adoptive parents) for the
Now, driven by a sense of hope and optimism, their focus is on the future. full year of their leave ($92 per week
MacLean says that, over time, new systems will bring new, innovative for 52 weeks).
service possibilities – especially as the organization looks at a refreshed • Company’s charitable efforts are
approach to support returning to the job when injury occurs. guided by employee feedback
As a top employer, the WCB knows that success will depend on leadership. on which initiatives to support,
And that’s something they ask for from everyone. paid time off for volunteering and
“You don’t need a big title to be a safety leader,” MacLean says. “A safety matching employee donations.
leader is anyone who makes their workplace safer. In doing so they can • Financial benefits include year-end
change a life, a community, and a province for the better.” bonuses, signing bonuses for some
positions and referral bonuses
As 2021 begins, it is a moment to pause and reflect on safety, and to rein-
when employees successfully
force the principles and practices that make your workplace safe.
recruit a friend. The company
Visit worksafeforlife.ca/leaders to learn more. -Sponsored content
also helps employees save for the
future.
70 | JANUARY/FEBRUARY 2021NTT DATA CANADA, INC. with older kids may also apply for academic scholarships (to $2,000).
Industry: Computer systems design • Professional development is encouraged with no-limit tuition subsidies for
services courses related and not directly related to an employee’s current position.
Location: Halifax, N.S.
Full-time employees in Canada: 1,007
What makes them a Top Employer:
REDSPACE INC.
• Formal employee incentive and
Industry: Website design services
management incentive programs
Location: Bedford, N.S.
offer financial rewards and/or salary
Full-time employees in Canada: 213
increases for innovations and new
What makes them a Top Employer:
ideas in support of overall business
• Community initiatives are supported through paid volunteer time for employees
development.
and matching charitable donations (to $250) to the initiatives of their choosing.
• STARS rewards and recognition
• Flexible working arrangement policies, including flexible hours and working
program celebrates outstanding
from home.
performance, highlighting
• Matching RSP contributions and interest-free loans (up to $2,700) for home
employee achievements via internal
computers and other technology.
social media and offering points to
recipients (which can be redeemed
in the NTT store).
• Professional development activ-
ities include in-house and online
training programs, formal mento-
ring and tuition subsidies for
Thank you to
job-related courses (to $5,250).
OPPORTUNITIES NEW
BRUNSWICK
Industry: Provincial government,
economic development
our outstanding
Location: Fredericton, N.B.
Full-time employees in Canada: 108
What makes them a Top Employer:
• Employee tuition subsidies for
team; you continue
courses related to their current
position along with a variety of
online training initiatives.
• Maternity and parental leave top-up
to make Killam
payments for new and adoptive
moms, to 75 per cent of salary for
16 weeks. Employees also have
the option to extend their parental
an award-winning
workplace.
leave to an unpaid leave of absence
and may be able to take advantage
of a phased-in return to work.
• Contributions to a defined contri-
bution pension plan.
PROVINCIAL AEROSPACE LTD.
/ PAL
Industry: Air transportation
Location: St. John’s, N.L.
Full-time employees in Canada: 1,137
What makes them a Top Employer:
• Health benefits plan includes a
mental health practitioners benefit (to
$1,800 annually); they celebrate the
annual “Mental Health Week” through
a number of awareness initiatives.
• Maternity leave top-up payments
for new mothers (to 100 per cent
of salary for up to 17 weeks) with
the option to extend their leave into
an unpaid leave of absence. New
moms-to-be may also take advan-
tage of support for IVF treatments
if needed (to $15,000) and parents
ATLANTICBUSINESSMAGAZINE.COM | 71Cooke Vice President of Public Relations Joel Richardson
added that while 98 per cent of the company’s current sea
lice treatments in Atlantic Canada are mechanical and
eco-friendly, the cleaner fish program provides a new, green
alternative to complement the mix of existing approaches.
“They could be very effective in preventing infestations
from advancing, especially in the early vulnerable stages of
a salmon’s life cycle,” he said.
Although sea lice are not harmful to humans, they do
harm juvenile salmon and stunt appetite and growth in
adults, costing an estimated $1 billion a year to salmon
farmers around the world. The total economic impacts of
Atlantic Canada’s farmed salmon sector amount to just
under $2 billion in output and $800 million in GDP, about
$350 million in salaries for more than 8,000 workers. Says
Richardson: “There is a lot at stake here.”
Swanson says Cold Ocean Salmon Inc., Cooke’s subsid-
iary in Newfoundland and Labrador, started working on
the cleaner fish process with Memorial ten years ago,
and with Dalhousie researchers for the past two years.
Thanks to steady progress, he says, “We’ve invested signifi-
cantly in this strategy, and begun to scale and expand the
routine use of lumpfish in our salmon production farms
of Newfoundland. We’ve recently started to populate
our farms in New Brunswick, and eventually, we’ll move
this as needed into operations in Nova Scotia and Maine.
Developments here are also expected to guide best prac-
tices for cleaner fish programs at our other global farms.”
Danny Boyce, Facility and Business Manager of
Memorial’s Dr. Joe Brown Aquatic Research Building, says
he encountered the cleaner fish approach while inves-
tigating new ideas for the facility a number of years ago.
“Aquaculture is a very pronounced industry in Atlantic
Canada and Maine,” he says. “I thought cleaner fish use may
be of interest if we can develop it here locally. So, I reached
out to Cooke.”
In fact, the process is proven in Norway, where salmon
farmers have been using wild caught cleaner fish since the
1990s. Says Boyce: “In most salmon farming, prolonged use
Multi-partner teamwork helps of therapeutants leads to resistance in lice populations and
concerns over the effect on surrounding flora and fauna.”
Cooke Aquaculture fight sea There are still wrinkles to smooth. Dr. Javier Santander, a
marine microbiologist at Memorial and one of the scientific
lice with innovative R&D leaders of the project, says lumpfish and cunner biology
aren’t well documented, compared with other species.
Sea lice, the scourge of salmon farmers, has cost the global aqua- That makes understanding the pathogens that may affect
culture industry billions of dollars over the years. Until recently, them (and, by extension, the salmon they “clean”) and the
the weapons available for farmers to defend against these development of vaccines challenging. “Fortunately, we’ve
natural pests of fish, consisted of various therapeutic in feed and formed a partnership with Cooke, the Ocean Frontier
bath treatments coupled with complicated and costly mechan- Institute, Atlantic Fisheries Fund, Genome Atlantic,
ical removal, which are becoming less effective over time. and the Canadian Center for Fisheries and Innovation to
Now, with support from provincial and federal govern- develop and test effective vaccines in the field, select for
ments in Atlantic Canada, Cooke Aquaculture Inc. and a team resistant lumpfish to infectious diseases, sequence lump-
of university-based and public-sector researchers are close fish and cunner genomes, and profile their transcriptome
to fully domesticating a native “cleaner fish to more naturally in response to immunization,” he says.
reduce parasite numbers from commercial salmon farms.” All of which, Swanson says, is “a wonderful example of a
According to Dr. Andrew Swanson, Vice President, Research multi-level partnership harnessing nature to a commercial
& Development, it’s a first for North America, and could be an advantage.”
industry game changer. The program has received financial support from AFF,
“This innovative marine program involves raising cultured ACOA, Genome Atlantic, Canadian Centre for Fisheries
lumpfish as an effective and eco-friendly sea lice removal Innovation, DFO ACRDP, Ocean Frontier Institute, NSERC,
method,” he says. “These fish basically eat and remove lice MITACS, as well as indirectly from Governments of NL &
which settle on salmon in sea cages. Lice, in large numbers, NS, and Canada. The specific research groups collaborating
are harmful to the Atlantic salmon, the aquaculture industry, on aspects of the cleaner fish program are Memorial (NL),
and are presently one of the most important fish health chal- Dalhousie (NS), Guelph (ON), DFO’s SAB Station (NB), as well as
lenges that we manage.” Pronova (NS) and Belleoram Nursery (NL). -Sponsored content
72 | JANUARY/FEBRUARY 2021TOP EMPLOYERS
RESMED HALIFAX ULC rates for existing employees.
Industry: Custom computer • Tuition subsidies for job-related
programming services courses (up to $4,700 per year),
Location: Halifax, N.S. subsidies for professional accred-
Full-time employees in Canada: 225 itation, and a variety of in-house
What makes them a Top Employer: and online training programs.
• Maternity and parental leave top-up • Three weeks of starting vacation
payments for employees who are allowance, moving employees to
new mothers, fathers or adoptive four weeks after only four years on Professional development
parents, to 100 per cent of salary the job. Employees may also take is very important to Top
for up to 14 weeks. advantage of flexible work hours Employers.
• Employee professional develop- and a telecommuting option to
ment includes tuition subsidies for help balance personal and profes-
job-related courses (up to $5,000
per year), formal opportunities for
mentoring, and leadership develop-
sional commitments.
54%
offer subsidies for extended
ment workshops.
• Four-week vacation allowance plus SERCO CANADA INC. learning opportunities
additional paid time off during the Industry: Technical consulting and
winter break. management services
Location: Happy Valley-Goose Bay, N.L.
Full-time employees in Canada: 835
What makes them a Top Employer:
SEKISUI DIAGNOSTICS • Retirement planning assistance cent of salary for 52 weeks) as well
PEI LTD. includes contributions to a defined as offering support to new dads and
Industry: Medical diagnostic products contribution pension plan (the non-birth parents (to 93 per cent of
Location: Charlottetown, P.E.I. company temporarily changed the salary for 37 weeks).
Full-time employees in Canada: 150 rules of the plan during the pandemic, • Professional development includes
What makes them a Top Employer: allowing employees the option to online training options as well
• New-employee referral bonuses withdraw a specified amount from as tuition subsidies for courses
(up to $1,250); conducts annual their account if needed). related and indirectly related to an
benchmarking for each position to • Maternity and parental leave top-up employee’s current position (up to
ensure competitive compensation payments for new moms (to 93 per $5,250 annually).Enjoy uninterrupted access to
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SIGMAST ULTRA ELECTRONICS concerns, and provides a collective
COMMUNICATIONS INC. MARITIME SYSTEMS INC. voice to the university.
Industry: Mobile communications Industry: Defence electronics • Recognizes exceptional perfor-
services manufacturing mance in a number of areas
Location: Bedford, N.S. Location: Dartmouth, N.S. including the Excellence in Teaching
Full-time employees in Canada: 44 Full-time employees in Canada: 190 awards, Distinguished Service
What makes them a Top Employer: What makes them a Top Employer: awards and President’s Medals for
• Three weeks of paid vacation for • Supports ongoing employee service over the span of a career.
new employees; previous work development with tuition subsi-
experience considered when setting dies for courses related and not VERAFIN INC.
vacation entitlement for experi- directly related to their current Industry: Specialized financial
enced candidates. Longer serving position as well as through a variety software
employees can apply for unpaid of in-house and online training Location: St. John’s, N.L.
leaves of absence (up to one year). programs. Full-time employees in Canada: 516
• Matching RSP contributions and • Matching RSP contributions, share What makes them a Top Employer:
a year-end bonus program that’s purchase and profit-sharing plans. • Results-focused work environment
open to all employees. allows employees to work when
• As a subsidiary of Samsung and where they are most produc-
Electronics, SigMast employees UNIVERSITY OF NEW tive. This flexible approach also
can take advantage of discounts BRUNSWICK / UNB applies to paid sick leave, personal
on the full range of Samsung Industry: Post secondary schools, days and compassionate leave, with
products, from home electronics to university the company opting out of estab-
appliances. Location: Fredericton, N.B. lishing set leave lengths.
Full-time employees in Canada: 1,746 • Parental leave top-up extended to
What makes them a Top Employer: offer all parents, including adoptive,
29%
• Contributions to a defined benefit the same amount of paid leave - to
pension plan and retirement 75 per cent of salary for a full year.
planning assistance. Retirees can • Share purchase plan is available to
of Top Employers also stay connected through a all employees.
offer their employees dedicated Retired Employees • Employees are encouraged to save
health benefits Association, which assists members for the future with matching RSP
with health benefits and related contributions.
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ATLANTICBUSINESSMAGAZINE.COM | 75TOP EMPLOYERS
VERB INTERACTIVE INC. • Supports telecommuting work weeks of paid vacation (working to
Industry: Custom website design arrangements for employees and maximum of six weeks) and receive
services has been able to move all Canadian up to four paid personal days off
Location: Halifax, N.S. employees to work-from-home to help balance work and personal
Full-time employees in Canada: 173 arrangements over the past year. matters. Employees can also apply
What makes them a Top Employer: This unique arrangement is under for self-funded leaves of absence
• Health benefits plan includes a ongoing review. (up to one year) as well as unpaid
wellness spending account as • Tuition subsidies for job-related leaves of absence (up to two years).
well as a dedicated mental health courses (to $5,250 per year) and • Supports new mothers with mater-
practitioners benefit. The company subsidies for professional accred- nity leave top-up payments (to 93
also supports a partnership with the itation and in-house and online per cent of salary for 16 weeks) and
Canadian Mental Health Asso- training initiatives. offers parental leave top-up for new
ciation along with access to an • Matching RSP contributions and fathers and adoptive parents (to
online portal and partnership in the a year-end bonus program that’s 93 per cent of salary for 10 weeks).
national “Not Myself Today” aware- open to all employees. Employees with kids pursuing
ness campaign. post-secondary studies may be
• Experienced employees offered eligible for academic scholarships.
four weeks of paid vacation along WORKERS’ COMPENSATION
with additional time off over the
BOARD OF NOVA SCOTIA
Christmas holiday season (up to five
Industry: Administration of human
days); longer serving employees FEEDBACK
resource programs
can apply for an unpaid leave of * dchafe@atlanticbusinessmagazine.com
Location: Halifax, N.S.
absence, up the three months. a @AtlanticBus
Full-time employees in Canada: 428
• Matching RSP contributions.
What makes them a Top Employer:
• Health benefits plan includes a
flexible health spending account (to
WEB.COM CANADA $850 annually) to help cover addi-
Industry: Data processing, hosting, and tional coverages as well as having
related services access to a free on-line health risk
Location: Halifax, N.S. assessment tool, called My Good
Full-time employees in Canada: 462 Health.
What makes them a Top Employer: • New employees start with three
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