By Neeru Panjwani, Human Resources Manager

Asian Heritage Month is an opportunity for all Canadians to learn more about the many achievements and contributions of Canadians of Asian descent who, throughout our history, have done so much to make Canada the amazing country we share today. It is celebrated throughout the month of May every year.

The theme for Asian Heritage Month 2021, “Recognition, Resilience, and Resolve”, embodied the myriad of sentiments that peoples of Asian descent in Canada have experienced and honours their contributions and their diverse stories which are rooted in resilience and perseverance. It is also a call to action for all Canadians to come together to combat all forms of anti-Asian racism and discrimination.

At ASP, we held a round table discussion on the topic that was chaired by Ms. Joanna Zhang who works as an Executive Assistant at the GTAA and Ms. Fanny Tran who works at the Billy Bishop airport with ASP. The round table was attended by our employees who came together to share their stories, experiences and their views on being an Asian in Canada and recent uptick in Asian Hate Crime. The conversation was open, informative and needless to say, emotional. There was a huge focus and consensus on the need to educate and groom our next generation in a way that they don’t see the world in a compartmentalized way and stereotype people based on how they look.

How we can fight anti-Asian racism Racism, in any form, is unacceptable and has no place in Canada. It runs counter to the values and spirit of the diverse and inclusive society that we strive to build. It is our collective responsibility to step up, be allies, and stand together against xenophobia, hate fueled by misinformation and all forms of racism including anti-Asian racism.

Here are some ways we can all contribute to tackling anti-Asian racism and building an even better and consciously more inclusive society where everyone is able to participate fully:

• Learn about pan-Asian diversity and the unique identities and cultures that have enriched Canadian society
• Challenge stereotypes and consider how they are rooted in the history of anti-Asian racism
• Show solidarity with Asian communities in Canada, i.e. by supporting local Asian businesses and organizations
• Be an ally – call out acts of racism, discrimination, and micro aggression and actively support those victimized by anti-Asian racism
• Interrupt unconscious biases and consider how they can affect your behaviour and decision-making

As a Canadian of South East Asian descent, I am proud of my culture and beliefs. A hallmark of Asian culture is an emphasis on respect—for elders and superiors, in particular. I consider it a beautiful aspect of Asian culture, but it’s often misconstrued and warped. It’s used as a trope, painting Asians as defenseless and weak. In spite of it, I refuse to let go of my profound sense of identity. Canada is the world’s melting pot that welcomes everyone with open arms. There will always be cultural differences but there are more commonalities than differences. It is truly in seeing the people of all cultures, through their stories and lived experiences, that we are able to expand our understanding of each other and our world views.

It took me a long time to get here, to develop an appreciation for my Asian roots, to be able to call out prejudice when and where I see it. It holds true for many of us who came to this beautiful place to raise our family. We must take the time to celebrate each other, learn about one another and take pride in the part we have all played in Canadian history regardless of our racial, ethnic or religious identity because we are all Canada!

ASP Asian Heritage Month Round Table chaired by

Ms. Joanna Zhang
Executive Assistant, GTAA

Ms. Fanny Tran
OSR – Billy Bishop Airport


June is nationally recognized as Pride Month in Canada, and in many other places around the world. Pride Month is a great time to shine a spotlight on LGBTQ (Lesbian, Gay, Bisexual, Transgender, and Queer) issues, but we must also recognize the fact that the issues the LGBTQ+ community faces don’t go away after Pride Month is over.

Why was June chosen? Because it is when the Stonewall Riots took place in June 1969 in New York City following a police raid of the Stonewall Inn, a gay bar in Greenwich Village. This series of events was a turning point for the LGBTQ+ community and marks one of the most significant events leading to the modern gay rights movement. As well as being a month-long celebration, Pride month is also an opportunity to peacefully protest and raise political awareness of current issues facing the LGBTQ+ community.
In 2005 Canada became the fourth country in the world to legalize same-sex marriage nationwide with the Civil Marriage Act. In 2016 Justin Trudeau became the first sitting Prime Minister to march in the Toronto Pride Parade, and that same year June was officially declared Pride Month in Canada. Although Canada has come a long way, we still have a lot of work to do to ensure everyone is treated equally at work and in life. Pride Month gives our ASP family a reason to continue our focus on workplace diversity and improve our workplace for everyone, not just during Pride month, but all year round.

The COVID-19 pandemic has resulted in the cancellation and replacement of mass Pride celebrations with innovative virtual events that provide alternative ways for all to feel connected and be safe. Pride Month is a time when people come together to celebrate, honor, and show support for the LGBTQ+ community and its allies. Even though there will be no parades and concerts this year due to COVID-19, June is still a time to celebrate the lengths we’ve come as a country and to recognize the work that remains to be done for the LGBTQ+ community. In a year that has been marked by so much change, uncertainty, and devastation, it has never been more important to celebrate everything that Pride stands for: self-affirmation, dignity, and equality.

Here are some actions you can take to help create equality for LGBTQ in both the workplace and in your personal life:

ASP recognizes Pride Month for what it symbolizes in terms of freedom and equality. Pride can, and should, be celebrated by all, even if you identify as straight or aren’t sure how you identify at all! We encourage and urge all of our employees to recognize and celebrate the value of diversity and to use the occasion of Pride Month as yet another an opportunity to build greater solidarity in support of human rights for all.

It is important to celebrate Pride in the workplace and acknowledge and recognize the accomplishments of the gay rights movement and to celebrate our diverse voices. It is always the right time to focus on diversity and inclusion and make our workplace a more welcoming environment. For our LGBTQ+ employees, inclusion can mean the difference between feeling understood and feeling excluded.

Here are some actions you can take to help create equality for LGBTQ in both the workplace and in your personal life:

  • Avoid stereotypes and tokenism – don’t make assumptions or generalizations that may offend or alienate others.
  • Focus on support and inclusivity – Pride is about togetherness, tolerance, and acceptance.
  • Be sensitive and respectful to all gender orientations and identities.
  • Lead by example – demonstrate openness with your own sensitivities regarding inclusion and support for all people at work.
  • Speak out if a coworker uses offensive verbal comments, tells a disparaging joke about an LGBTQ person. It’s important to let the person know that such actions are inappropriate in a professional setting.
  • Stay informed – educate yourself about the LGBTQ community and work to uncover your own unconscious bias.

At ASP, we are committed to a culture of belonging where diverse individuals can form a genuine community. Pride Month is an opportunity for ASP and our people to demonstrate that purpose and inclusion. We have an opportunity to transform the places we work in. Through dialogue, education and thought leadership we can build a workplace that celebrates all employees regardless of gender expression, gender identify, and sexual orientation and create safe and inclusive workplace. Together we can role model kindness and inclusion in the workplace and in our everyday life. Will you make that commitment today?

Happy Pride Month!


By Jasmine Khimany, Human Resources Manager, Aviation & Human Resources Manager, RES/CIC

Stephanie Power

Stephanie Power has joined ASP as a Human Resources Business Partner for the Residential/Commercial Division. Stephanie brings about 5+ years of experience working in Human Resources for industries such as aviation, financial and retail. Prior to ASP, Stephanie worked at Lastman’s Bad Boy Furniture as Human Resources Manager. She has completed the Human Resources Administration program from Seneca College and is currently pursuing her CHRP designation. Stephanie’s approachable and optimistic personality along with her other traits makes her a wonderful addition to the ASP HR Team.

Jacinth Rose

Jacinth Rose has joined ASP as an Administrator for the Residential/Commercial Division. She will be responsible for supporting the security side of the business by managing a variety of administrative tasks. Jacinth brings strong administrative and customer service experience. Prior to her current role at ASP, Jacinth worked at Pusateri’s Fine Foods as an Administrative Assistant. She has completed her Diploma in Business Office Management from Centennial College. Jacinth’s calm, positive and friendly personality makes her a great fit for the ASP Team.


By Neeru Panjwani, Human Resources Manager – Aviation & Human Resources Manager, RES/CIC

It is our pleasure to introduce and welcome the following new members in our team. Please join us in providing a warm ASP welcome to all the new members. We are proud to have you all as part of our team.

Jason White

Jason White has joined ASP as Technical Writer and will be reporting to Debbie Ciccotelli, Vice President of Strategic Initiatives.

Jason has over 10 years’ experience as a professional technical writer with extensive project management and operations experience. In his past positions, Jason has led numerous RFP proposals as well as written policy and procedural templates, user manuals, reports, presentations, white papers, and newsletters. Jason holds a master’s degree in Communications, a bachelor’s degree in Cultural Studies, and Lean Project Management Training from York University.

Jason’s technical writing and project management expertise combined with his friendly personality and collaborative approach will be a definite asset and a good fit for the ASP family.

Trisha Murray

Trisha Murray has joined us as Client Services Manager in the Canine Department and shall report to Vince Bozzo, Senior Director of Operations.

With over 20 years of rich experience in account management, client services and marketing and her diverse understanding and awareness of construction, software and technical support industry, Trisha has had many achievements like ERP implementation, developing projects that led to achieving sales and revenue targets and implementing client loyalty metrics to name a few. She has also been a successful entrepreneur in the field of 3D technical designing.

Trisha is fluent in Spanish and French in addition to English. Her extensive experience and skills will be surely instrumental in the growth of the newly acquired FedEx Canine Contract.

Angela Kuehnel

Angela Kuehnel has joined ASP as Canine Trainer and will be based out of Quebec. She will report to Mr. Vince Bozzo – Senior Director of Operations. Angela has over five years of experience in dog training, kennel management, animal shelters, dog boarding, animal care and canine behavior and nutrition. Angela is a Certified Canine Specialist and a professional Dog Groomer. She will be responsible for training of all canine handlers that will be a part of the FedEx Canine contract across Ontario, Québec, Nova Scotia and New Brunswick. Angela is trilingual in English, French and German. Angela’s unique knowledge and experience in canine training and management along with her positive and motivated personality makes a great fit for the department and the company.


By Neeru Panjwani, Manager - Human Resources

At ASP, we recognize and appreciate the importance of creating an environment in which all employees feel valued, included, and empowered to do their best work and bring great ideas to the table.

We recognize that each employee’s unique experiences, perspectives, and viewpoints add value to our ability to create and deliver the best possible service to our clients and partners.

In the last quarter, we founded our Diversity and Inclusion Committee. With a mandate to identify the strengths, issues, and opportunities within our organization, the committee is made up of employees and members of the leadership team. In our first few meetings, we’ve been talking about ways to identify needs and areas of concerns in the business and we’ve been exploring policies and practices affecting diversity and inclusion.

ASP Diversity and Inclusion Committee and members

The “ASP Diversity and Inclusion Committee” was launched on October 22, 2020. Committee members are:

  1. Debbie Ciccotelli – Vice President, Strategic Initiatives
  2. Andrew Catney – Resource Planner
  3. Melicia Gregory – Security Guard, TPIA (Acting Employee Chair)
  4. Avtar Bhamra – Security Guard, CIC
  5. Felice Marinelli – Supervisor, CIC
  6. Katrina Stachurski – Canine Guard, CIC
  7. Radowan Chowdhuri – Security Guard, YYC
  8. Tony Magill – Security Guard, YYC
  9. Zeeshan Shah – Security Guard, YYC
  10. Ramakrishna Malkapuram – Trainer, TPIA
  11. Sarah Jessop – Administrator, Human Resources (Secretary, D&I Committee)
  12. Giselle Lopez – Accountant
  13. Petra Nash – Executive Assistant
  14. Neeru Panjwani – Manager, Human Resources (Employer Chair)
  15. Asad Abbas – Service Delivery Manager, CIC
  16. Natasha Stephenson-Belle – Manager, Resource Planning
  17. Cliff Sampogna – Director of Operation, Residential and Commercial Division
  18. Vince Bozzo – Sr. Director for Aviation
  19. Sarah Northrup – Director, Human Resources

The Committee’s Mission Statement

Advancing the ASP mission of providing strategic, agile and responsive security services, the committee, made up of employees and members of the leadership team, will identify needs and areas of concerns and explore policies and practices affecting diversity and inclusion. We recognize that diversity in ideas, background and experience are essential to meeting our goals.

The committee will participate in Diversity and Inclusion initiatives aimed at:

  • Creating an inclusive environment where everyone is respected, valued and given every opportunity to succeed;
  • Fostering a culture where leaders do what’s right;
  • Creating opportunities to support diverse employees;
  • Educating our ASP teams on diversity issues; and
  • Improve employee engagement and feeling of belonging.

Diversity and Inclusion Survey and Feedback

As our first step, we conducted a company-wide Diversity and Inclusion survey. The survey was centred around researched concepts of Inclusion, such as fairness, belonging, and voice. It was aimed at measuring the degree to which our culture creates an inclusive environment where people of all cultures, backgrounds and identities can thrive.  We are happy to share the results of the survey with all of you.

The feedback from employees validated our belief that our employees share the same view as the management and that they support us in developing a safe work environment all our colleagues. Having said that, the survey feedback has given us insight into areas of opportunities, which will be taken up by actions from the committee and the leadership team in developing strategies and policies to address them.

Diversity and Inclusion Committee Contact

We are happy to tell you that you can reach out to the committee at inclusion@security-asp.com. We encourage anyone to reach out if you would like to get any further information on Diversity and Inclusion at ASP.

Even in a diverse and open organization like ours, we know that there are still real challenges. Across our organization, we share moments with our co-workers, clients, and the public every day. It’s easy to overlook moments during your day that may seem routine, but that’s how systemic discrimination finds a way into our workplace. If you see or hear something that doesn’t seem right, we encourage you to speak with your manager or write to inclusion@security-asp.com.

We are in the process of developing a Diversity and Inclusion framework and policy to further build and reinforce our commitment to this initiative. The mission of the Diversity & Inclusion Committee will be to foster an environment that attracts the best talent, values diversity of life experiences and perspectives, and encourages innovation in pursuit of mission. We look forward to your support in realizing our mission.


By Sarah Jessop, HR Administrator and Jasmine Khimany, HR Manager - CIC/RES

It is our pleasure to introduce and welcome the following new team members to ASP. We are confident that with their rich experience and excellent professional attitude, they will contribute to the growth and success of ASP.

Laurel Woodhouse – Health and Safety Manager

Please join us in welcoming Laurel Woodhouse to the ASP team as our Health and Safety Manager! Laurel brings with her over 10 years of experience in the field of occupational health and safety, having worked in both advisory and consultancy positions. Laurel’s strong knowledge of both provincial and federal legislation has proven to be invaluable for ASP already, as she has begun advising and supporting our commercial, aviation and office divisions. Laurel is a Certified Health and Safety Consultant (CHSC), and we have no doubt that her expertise will allow ASP to achieve our health and safety goals. Her approachable, caring and confident attitude make her a great fit for the ASP management team.

Karim Khamisa – Site Manager, Greater Sudbury Airport

Karim Khamisa has joined ASP as our Site Manager for the Greater Sudbury Airport. He will be responsible for operations management, employee management, client and customer relations and government relations at YSB.

Karim has a strong operations management background in the hotel and hospitality sectors, having worked for the Four Seasons, Holiday Inn and the Chateau Lacombe Hotel, to name a few. His diligence, strong organizational skills and personable approach will allow for a seamless transition into the Site Manager position at YSB.

Yemisi Joshua – Payroll Specialist

Yemisi Joshua has joined ASP’s Accounting department as a Payroll Specialist. She has broad international experience in the accounting field, particularly in the areas of payroll administration, bookkeeping, accounts payable and customer service.

Yemisi has already hit the ground running in our Burlington office, assisting with recent pays and a variety of administrative tasks. She possesses an M.Sc. in Finance and Management from the University of Bedfordshire in the United Kingdom and she has completed the Payroll Compliance Practitioner (PCP) program at Sheridan College. Yemisi’s flexible nature and positive attitude are just a few of the valued traits she will be bringing to her role.

Opeyemi Adeniji – Front Desk Administrator, Burlington

Opeyemi Adeniji has joined ASP as our Front-Desk Administrator in our Burlington office. He will be responsible for supporting the entire organization by managing a variety of administrative tasks and front-desk responsibilities.

Opeyemi brings strong experience in managing complex administrative duties to the role, having worked as an Administrative Assistant for the last six years. Opeyemi graduated with an MBA in International Business from Cardiff Metropolitan University and he possesses strong technical skills. His calm and friendly personality will undoubtedly be a wonderful addition to the ASP team.

Keba Walters

Keba Walters has joined the HR Team as a Recruiter in our North York office. She is responsible for full-cycle recruitment for the security contracts at our Residential/Commercial Division. Keba brings strong experience in screening, interviewing and hiring practices. Prior to this role, Keba worked as a Recruitment Consultant at Bilingual Source, where she successfully sourced candidates using social media and job boards. Keba is currently in the process of getting her Bachelor’s degree in Arts, English Language and Literature from York University and HR Management certificate from Fleming College.

Shakerah Bennett

Shakerah Bennett has joined the HR Team as a Recruiter in our North York office. She is responsible for full-cycle recruitment for the school crossing guard contract at our Residential/Commercial Division. In her previous role working as a Human Resources – Recruitment Specialist at Eagle Professional Resource Inc., Shakerah worked closely with the Account Managers to identify and understand the client needs to initiate and deliver recruitment campaigns. Shakerah possesses a Bachelor’s degree in Psychology with Management Studies from University of the West Indies and a Graduate certificate in Human Resources Management from Centennial College. Shakerah is working on her Certified Human Resources Professional (CHRP) and Certified Personnel Consultant (CPC) designations.

Ryan Durkin

Ryan Durkin has joined ASP as Training Coordinator in our North York office. Ryan brings over 10+ years of security experience and has 7+ years of experience working as a Trainer. Prior to ASP, Ryan worked as a Self Defense Instructor at First Nations People, where he provided awareness and practical self-defence training to Youth, Seniors, Nurses and security personnel. He is a motivated, resourceful and tactful communicator with the ability to build productive relationship with persons of all levels, cultures and background. Ryan has completed Business Administration Management from George Brown College.

Amy Strachan

Amy Strachan has joined ASP as an Administrator for the crossing guard contract at our Residential/Commercial Division. Amy brings strong experience in administration and has worked in health care and food industries in her previous roles where she managed administrative processes and prepared key reports and documentation along with other administrative tasks. Amy graduated with a certificate in Immigration Consulting from CSIC-e-Academy and HR Management certificate from Seneca College.


By Neeru Panjwani, Manager - Human Resources

It is our pleasure to introduce and welcome the following new members in our team. Please join us in providing a warm ASP welcome to all the new members. We are proud to have you all as part of our team.

Uzoma (Zoma) Ogbonna, Technical Writer

Zoma has over 14 years of Technical Writing experience and prior to joining ASP, held the position of Senior Business Analyst and Technical Writer at Workplace Safety & Insurance Board. Zoma holds a Bachelor of Arts Degree in English Literature and Ethics from the University of Toronto as well as a Juris Doctor degree from the University of Pittsburgh School of Law. Zoma has a wealth of expertise and experience in developing RPF proposal documents as well as corporate and operational policies, plans and procedures. Zoma’s project management and process review experience will be a definite asset to the company and her bubbly personality combined with her collaborative approach makes her a great fit to the ASP family.

Zoma Ogbonna

Nadia Onorato, Recruiter, Toronto Pearson Airport Division

Nadia will be responsible for the full recruiting lifecycle. She is based out of our Mississauga office. She has over 10 years of Recruitment and HR administration experience for positions at Toronto Pearson International Airport and is well-versed with the new hire requirements at the airport. Her relative experience in airport experience will be an asset to our company.

Nadia Onorato

Rachel Raposo, Service Delivery Manager, Res/CIC Division

Rachel has over 8 years of experience in the security industry. She comes from GardaWorld where she held the position of Security Manager and managed a large group of security officers across the GTA. She is responsible for day to day operations of the security service contracts for RES/CIC division. Rachel has strong people and process management skills and has handled all aspects of security and operational procedures.

Rachel Raposo

Resource Planners

Varunpreet Saini, Harpreet Saini and Alanna-Marie Cole joined the Resource Planning team as Resource Planners. Varunpreet is responsible for handling scheduling for the aviation division and Harpreet and Alanna help the Residential and Commercial division. Alanna comes with extensive customer service experience, having worked at Walmart, CAA and American Airlines. Harpreet brings strong analytical skills along with proficiency in data processing as she has worked as a Scheduling Coordinator and Underwriter in her previous occupations. Varunpreet has worked as Customer and Technical Support representative in her previous roles which enabled her to build strong interpersonal, problem solving and critical thinking skills.

Alanna-Marie Cole

Brian Joly, Training Manager, Res/CIC Division

Bryan comes with 15 years of experience in education and development. He spent nearly 10 years as a Special Education Educator at the Toronto District School Board, and Durham District School Board. Bryan worked with countless students in modifying lessons, content, assignments and quizzes to meet the needs of each individual learner. Bryan has earned his reputation as a motivational facilitator and has used Differentiated Learning principles to create learning content to successfully created positive learning environments for everyone.

Bryan Joly

Sonika Ramachandran, HR Administrator, Res/CIC Division

Sonika has about 3 years of work experience in recruitment and human resources dealing with employee relations, maintaining files on HRIS and health & safety. She completed her Bachelor of Arts and Sciences from University of Toronto and is currently pursuing her CHRP certification.

Sonika Ramachandran


By Neeru Panjwani, Human Resources Generalist

ASP believes that all employees should be treated fairly. We promote employment equity in the workplace to ensure that women, Aboriginal people, persons with disabilities and members of visible minorities are well represented at all levels of our organization. Our employment equity program ensures that our hiring and promotion practices are based on qualifications and ability.

As part of our employment equity program, the organization is also required to collect and submit information about our workforce that is covered under Canada Labour Code (Federal Employment Law) annually. Identification of our employees as a member of a designated group (Women, Aboriginal People, Persons with Disabilities and Visible Minorities) will help us create an accurate picture of our workforce and will assist in developing and implementing programs to support and celebrate our diversified workforce. The programs will be applicable to all our employees irrespective of whether they are covered under Federal or Provincial legislation.

In order to collect the information from our federally regulated employees, you will be contacted via email by the HR department and will be requested to complete a questionnaire. Please be advised that the completion of the questionnaire is voluntary, and you may select the “prefer not to answer” option. However, it will be mandatory to submit the signed form, even if you choose not to fill out any additional information.

The responses that you provide on the form will be retained for statistical purposes only; your confidentiality is protected. We encourage you to review, update and correct information about yourself at any time. Your information will not be used for unauthorized purposes.

The information you provide is collected under the authority of sections 18 and 42 of the Employment Equity Act to enable our organization to collect workforce data, comply with employment equity legislation and implement employment equity in the workplace.

Your information will be grouped with other employees’ data and shared with the Labour Program of Employment and Social Development Canada (ESDC) for the purpose of complying with employment equity legislation under the Legislated Employment Equity Program. [Under the Legislated Employment Equity Program, the aggregate employee information will be shared with the Canadian Human Rights Commission and with the general public.]

The information you provide may be used and/or disclosed for policy analysis, research and/or evaluation purposes by ESDC. However, these additional uses and/or disclosures of your personal information will never result in an administrative decision being made about you.

Remember, your participation is appreciated and will help us create an accurate picture of our workforce and assist us in developing and implementing programs to support and celebrate our diversified workforce. Watch for an email from HR about where you can go to complete your questionnaire!


By David Ramlagan, Training Coordinator, Aviation Security

For Access Control and Escort/Surveillance Guards who are interested in applying to different security roles within Toronto Pearson, below is a brief summary of the contracted security services that ASP provides. Please check our website https://www.security-asp.com/ in the current or internal opportunities sections.

Catering Security:

Gate Gourmet is the facility that prepares the in-flight meals for passengers on various airlines. The Gatehouse Guard at this site is responsible for ensuring authorized vehicles enter the compound. The Patroller looks out for signs of theft and suspicious activity. The front-desk receptionist assists our client with administrative tasks and ensures that authorized individuals enter the food processing area.

Airline Security:

Airlines such as Emirates and British Airways use ASP’s services during the time between an aircraft’s arrival and departure. Guards are positioned on the boarding bridge to verify individuals going into the aircraft such as catering, cleaning and airline personnel. They may also be positioned on the airside for aircraft surveillance, or in the bag room to ensure luggage is not tampered with.

Door Patrol:

These employees are mainly responsible for ensuring the PSL doors are locked and secure by conducting regular patrols in specific areas. When a door alarm is activated, Door Patrollers must respond, investigate, and secure the door.

Vehicle Patrol:

Responsible for parking lot patrols by observing for signs of theft, vandalism or any suspicious activity. They ensure that the integrity of the PSL barriers around the airside is maintained by checking for any openings or debris along the fences. They also provide transportation assistance for GTAA personnel to deliver various supplies.

Supervision:

Our supervisor team is vital to carrying out the delivery of security services to our clients, by ensuring that the security personnel are aware of the on-site procedures and are complying with company and legislative policies. They provide direct support to the security guards, assist with scheduling and coordinate with GTAA clients to accomplish various tasks.

Specialists:

This security group is recognizable within the terminal by their grey shirts and tactical vests. Their main responsibility is to identify and determine the root cause of anyone displaying suspicious behaviour and respond accordingly. They also monitor restricted areas to identify employees who are not in their designated workspace.

Canine Explosive Detection (K9):

The members of this security team are accompanied with trained dogs that are able to detect various forms of explosive material. They are called on to respond to unattended items and to conduct sweeps of high-risk airport areas.


By Paul Parkinson, Director, Finance

The Ontario government is making changes to its OHIP+ Children and Youth Pharmacare program.

The changes affect OHIP-insured children and youth who are 24 years of age and younger.

What’s changing?
Children and youth with drug coverage through a private health benefits plan will access prescribed medicines through their private plan, as they did prior to the launch of OHIP+. Those with significant out-of-pocket costs, despite having a private plan, may apply for additional financial support through the Trillium Drug Program.

What’s not changing?
Children and youth with no drug coverage through a private plan will remain eligible for OHIP+. They will continue to receive drug benefits without co-payments or deductibles.

If you have any questions, please review the Ontario government’s amendment at http://health.gov.on.ca/en/pro/programs/dr ugs/opdp_eo/notices/exec_office_20190227. pdf.