Ontario invests $11.3M in northeastern forest sector projects, jobs

What’s the Government of Ontario doing?

The Government of Ontario announced Wednesday an $11.3 million investment through the Forest Biomass Program to support five forest sector projects in northeastern Ontario.

These strategic initiatives aim to modernize energy systems, explore green technologies, and unlock new uses for underutilized forest biomass, ultimately creating jobs, enhancing productivity, and stimulating regional economic growth.

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Project overview

Ontario’s investment targets projects that enhance the forest sector’s competitive advantage by using mill by-products and forest biomass in innovative ways. The goal is to diversify the economy, increase energy efficiency, and promote sustainable practices.

Key projects include:

• Hornepayne Power: $7.5 million to upgrade power generation equipment and research on-site green hydrogen production.
• GreenFirst Forest Products: $3 million to improve its biomass cogeneration plant and an additional $130,000 to explore torrefied pellets as a green coal alternative.
• Circular Carbon Canada: $500,000 for a feasibility study on creating pyrolysis plants that produce biochar from sawmill residues.
• Wikwemikong Development Commission: $200,000 to support business and environmental planning for a wood pellet and biocoal facility.

These projects aim to:

• Modernize power generation facilities
• Investigate renewable energy sources like hydrogen and biocharDevelop sustainable alternatives to fossil fuels
• Strengthen community and Indigenous participation in the forest sector

Economic impact

The funded initiatives are expected to stimulate economic growth and job creation across northeastern Ontario. Benefits include:

• Creation of good-paying local jobs in operations, engineering, and community engagement
• Increased demand for harvesting, hauling, and trucking services
• Support for Indigenous economic development through infrastructure and planning funding
• Potential for new industries related to biochar, biocoal, and green hydrogen production

Review your employment contract before signing

If you’ve been offered a job at a new company, congratulations – but don’t rush to sign your employment contract.

Most non-unionized employees in Ontario are required to sign an agreement before starting a new role. However, these employment contracts often reduce your legal protections, especially when it comes to severance pay, job duties, or workplace changes.

Common clauses to watch for:

• Limiting severance to just a few weeks’ pay
• Allowing your employer to make significant changes to your job without consent
• Probationary terms that affect your job security

You don’t have to sign right away. Your employer can’t force you to accept a contract immediately. If you’re unsure about any part of the agreement, contact the Ontario employment lawyers at Samfiru Tumarkin LLP before signing.

We’ll review your contract and make sure your workplace rights are protected.

ℹ️ There are 5 key things you should know about employment contracts! Watch the video below featuring Lior Samfiru or check out the full episode in our TV section.

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Understand probation periods

Most contracts include a probationary period – often 3 to 6 months – where your employer can termination you with little or no notice.

But here’s the catch: If it’s not clearly stated in your contract, it’s not enforceable.

In that case, you could be owed full severance pay, even if you’re let go during what your employer calls a “probation” period.

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Think about severance before you switch jobs

Before leaving your current position for a new one, consider the severance implications.

Non-unionized employees can receive up to 24 months’ pay when let go without cause – but if you resign voluntarily, you’re likely not entitled to severance.

However, if you’re being pushed out due to major unwanted changes to your job, that could be constructive dismissal – and you may still qualify for severance.

Never quit until you’ve spoken with an employment lawyer at Samfiru Tumarkin LLP.

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Your length of service matters

Severance is heavily influenced by how long you’ve worked for a company.

• Example: If you leave a job you’ve held in Northern Ontario area for 12 years to join a new company, and you’re let go after only a few months, your severance may be minimal – unless your previous service is factored (see “Inducement” below).

But don’t assume that short service means low compensation. Many short-service employees are entitled to significant severance.

If you’re let go after a short time with a company, don’t sign anything before speaking with our team. You could be owed much more than your employer offers.

🕒 You have up to two years from the date of termination to pursue full severance – as long as you haven’t accepted the offer in writing.

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Recruited by an employer? You may be owed more

If the company actively recruited or persuaded you to leave your previous job, the law in Ontario may consider that inducement.

If they let you go shortly after hiring you, that inducement could mean enhanced severance pay, especially if your previous job was long-term and secure.

• Example: If your new employer offered you a position at their new manufacturing facility and convinced you to leave a stable job with your former employer, they may owe you more if you’re fired soon after joining.

Our team will review your severance offer to ensure inducement has been properly accounted for in your compensation.

We can confirm that the inducement has been properly factored into your severance package and help you secure the compensation you deserve if it isn’t.

Before starting a new job, contact us

A job offer can be exciting – but it’s also a major legal agreement.

Let Samfiru Tumarkin LLP review your employment contract before you sign. Our experienced legal professionals – including employment lawyers for Timmins and those serving clients across Ontario – have helped tens of thousands of non-unionized employees in Canada.

We’ll explain what your contract really means, protect your rights, and help you make the right move before signing.

Disclaimer: The materials above are provided as general information about the rights of non-unionized employees in Canada. It is not specific to any one company and SHOULD NOT be read as suggesting any improper conduct on the part of any specific employer, or a relationship between Samfiru Tumarkin LLP and a specific employer.