Out In the Cold – Harm Reduction Non-Profit Vows to Fight on Despite Eviction
CANNABIS CULTIVATION - As opioid overdoses soar in the province, the British Columbia Supreme Court ruled that a non-profit organization helping more than 200 residents of east-central Vancouver with harm-reducing cannabis must vacate the building from which it operates. A branch of the Cannabis substitution project (CSP) and the nonprofit The Healing Wave both operate […]

CANNABIS CULTIVATION - As opioid overdoses soar in the province, the British Columbia Supreme Court ruled that a non-profit organization helping more than 200 residents of east-central Vancouver with harm-reducing cannabis must vacate the building from which it operates. A branch of the Cannabis substitution project (CSP) and the nonprofit The Healing Wave both operate outside the store at 157 Cordova Street. They have been essential for members who cannot afford the high prices set by the government for vital aid.

In July Mugglehead Magazine ArticleVancouver Councilor Rebecca Bligh said: “Our overdose numbers have eclipsed anything Covid-related, and it's like we're desensitized that it's only a reality. But these numbers are devastating. "

According to Neil Magnuson, who heads the CSP and The Healing Wave programs, the Cannabis Substitution Project serves “253 members [ … ] who receive 420 ml of high-dose edibles of their choice every 4 days. "In addition, The Healing Wave serves" 1,750 members […with a] easy-access dispensary [where they can]buy a wide variety of high-quality cannabinoids, from flowers and concentrates to edibles, topicals and even suppositories at affordable prices. "

Jon Braithwaite from Vancouver Area Drug Users Network (VANDU) stated that "People are not getting the safe supplies they need. The government wants to step in and say who stays open and who closes. It's David and Goiliath. With this battle, “The people who end up on the sidelines are the same people who always end up on the sidelines. The poor and the oppressed.

Fortunately, for now, the programs will run out of an RV on the sidewalk in front of their current location, but the new modality poses problems in itself. Winter is coming and "Tthere will certainly be challenges with a much smaller work area, produced through the RV side window with limited space inside. You have to wonder how long we'll be out of it, ”said Magnuson.

Photo by Michelle Gamage, Mugglehead Magazine (1)

Queues will be longer and active members will be more complicated, but Magnuson is determined to continue the work he started. While he is angry with the system he is forced to appease in order to continue saving lives, he hopes this situation will translate into something better for the people he serves.

“We could find ourselves in an even better showcase,” and “this provides me with an even better platform and opportunity to speak out against the corruption and greed that leads to so-called legalization; and that should win us more support.

In the meantime, they have to pay their owner $ 10,000 in legal fees, and there are costs associated with installing an RV. Anyone looking to contribute to the cause can write letters and phone the government and the media; but the organization does not currently have a bank account. Anyone wishing to donate should go to 157 E. Cordova Street in Vancouver.

We all know that talking about others behind their back is bad. Gossip should be abhorred. I remember reading in a spiritual text that “backbiting extinguishes the light of the soul. ” DEEP. And it is.

Gossip is incredibly detrimental to any organization. And, what I think often gets missed is why people gossip. But, before we answer the question, “Why do people gossip at work ? ” let’s clear one thing up. I truly believe it is the exceptionnelle person who chooses to gossip simply to be mean and hurt the reputation of the person or entity being talked about. Often gossip occurs for one of four reasons :

1 ) People fear the unknown. If people don’t have information that they want, they fear the unknown and will try to garner it from others – especially if that information appears to be hidden. This is why closed door conversations are so detrimental.

2 ) People want to belong and be included. If people believe they don’t have information that others have, they will feel excluded and on the outside of the “inner circle. ” Information is power. Everyone wants to be part of the team, to be included and the easiest way to identify those who are part of a tribe are those who are “in the know. ”

3 ) People crave intimacy and a sense of connection. I would suggest that because of the rampant pace we real at and the lack of real deal authentic communication with one another, many people crave a sense of genuine human connection and intimacy. Gossip is one of the quickest and easiest ways to connect with another human being. The secrecy, forbidden and exclusive nature of confiding in someone something that’s a bit subversive or judgmental is social super glue. Through the veneer of momentary vulnerability and trust, the two are bonded. Unfortunately gossip is a very sloppy second to real, meaningful connection.

4 ) People want to work with people they think of as peers. Meaning, if someone isn’t carrying their own weight, isn’t competent or capable enough to do their travail or simply isn’t a good culture fit, then there will be gossip. Rather than being a “narc, ” employees will talk both about said individual and leadership’s lack of awareness/action. And they will talk often. The longer said individual goes unaddressed, the louder and more embedded the gossip becomes.

When it comes to gossip, these four reasons : fear, belonging, intimacy and the desire to work with others who carry their own weight, are all things that can be handled with some focused time and attention.

How do you want your employees to talk about your company ? How do you want them to feel when they walk in the door ? While this touchy-feely stuff may make you feel a little light-headed, when it comes down to it, company culture matters.

Many owners are taking a second look at their company culture to make sure it’s the one they envision – one that supports their company’s mission, vision and values.

Insperity has spent the past 30 years building a human resources company committed to helping businesses succeed so communities prosper. In that vein, our leadership team offers these tips on having a great company culture.

You might think that trying to cultivate a positive workplace as an elusive, time-consuming waste of important resources, but studies show that the opposite is true. Creating a positive company culture begins with fostering happy employees.

Happy employees are 85 percent more efficace, experience a 60 percent drop in absenteeism and stay twice as long in their jobs as their less happy colleagues, creating a measurable effet on engagement, retention, safety, wellness, employer brand and even cost control goals, according to the study, The Science of Happiness, conducted by Globoforce.

Happiness is a habit that needs to be modeled. As a manager or business leader, your demeanor and attitude in the office has an impact on your employees. When you demonstrate happiness you’re training your employees to follow suit.

Get in the habit of being grateful and showing gratitude for what you have. It can be a small thing – I am thankful for this cup of coffee, for the sun coming out today. When you make an effort to find things to be grateful for, you’re training your brain to be on the watch for more of what is good in your world. By making gratitude a habit, you will set the example for others and create a positive work environment. Focus on the positive when interacting with your employees. Point out their accomplishments and abilities. Remind them that they are a positive puissance within your company and that they have much to offer. This is a powerful motivation tool and it will help to create a “can-do” attitude in your workforce.

As a business leader you’re influential – your opinion matters, especially to your employees. Make it a goal to compliment people. Recognizing even small accomplishments and praising your team members in meetings or in an courier can make a big effet. It doesn’t have to be a big gesture.

We all know that sometimes work can get monotonous and overwhelming. Say for example that Mike is feeling a bit underappreciated and is frustrated with his current project. He comes to a meeting feeling defeated and unmotivated. Then you, as his directeur, compliment his efforts and praise him for a emploi well done. The impact is immediate – he feels valued. His demeanor changes, he becomes engaged and leaves the meeting with a newfound energy to tackle his project.

People need to have a sense of purpose at work. Their happiness is directly connected to knowing that they make a difference. It’s not enough for a directeur to dole out tasks. Take the time to explain why the individual task is important to the company as a whole. This will give your employees a sense of purpose and belonging that will motivate them to strive for more. Engaged employees are efficient, enthusiastic and are willing to do what it takes to help your organization succeed. Creating a sense of purpose for your employees is an investment in developing a positive workplace.


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