• Securing Small Business Rebate continues: get money back for vandalism repairs
  • Welcome two new members
  • Check out the Creating Energy Conference coming up hosted by Chetwynd, Fort St. John and Dawson Creek chambers
  • See photos of the Little Giant Figure Skating Club's 50th Anniversary
  • What's coming up at #ChamberMember The Ovintiv Centre in Dawson Creek
  • Mark your calendars for South Peace MLA Mike Bernier's next Town Hall meeting
  • and of course, directly below this, make sure to attend the...

Apply today! Securing Small Business Rebate Program Updated

Did you know the Province has made changes to the Securing Small Business Rebate Program based on feedback received from the business community?

Program administrator, the BC Chamber of Commerce, announced that the application portal has re-opened and is now accepting applications until January 31, 2025.

For more details and FAQs, please visit the program webpage here. If you have questions not answered in the FAQs, please contact the BC Chamber of Commerce at

Welcome to our newest 


Kadziolka, Smart and Spataro Optometrists and The Ovintiv Event Centre

   Located across from Carver's Row in Chetwynd Kadziolka, Smart and Spataro are the place to go for eye care in the Peace Region.

The Ovintiv Events Centre, located in Dawson Creek. A state of the art multi-event centre with seat for 4,500 and 27 luxury VIP suites, it is the premier entertainment facility for the entire Peace Region and Alberta.

#SupportChetwynd #ThinkShopBuyLocal

The FSJ and District Chamber of Commerce, in collaboration with Energy Safety Canada as well as both the Dawson Creek and District and Chetwynd chambers of commerce, is excited to announce the



The conference is scheduled for May 21-22, 2024 and will take place at the Ramada Northern Grand Hotel and Conference Centre, Fort St John, BC. The Golf Tournament will be held at Lakepoint Golf and Country Club, Charlie Lake, BC on May 24, 2024.

This event is a continuing effort to bring awareness and evolving information about all levels of Pan-Canadian Clean Energy support and production to those impacted in northern communities.

The goal is to bring the voices of industry, community, Indigenous and Government together in one collaborative event – Creating Energy: Building Better Relationships for a Brighter Future.

For more information on the conference check out the website HERE

To sponsor this event, check out the link here: SPONSORSHIP

Congratulations to #ChamberMember Little Giant Figure Skating Club's 50th Anniversary!

I was so absolutely honoured to be asked by #ChamberMember Little Giant Figure Skating Club to emcee their 50th Anniversary gala celebration “Gliding through the Ages” March 16. The club performed amazingly and each and every skater worked so hard on their routines- and were ALL incredible! And then THIS guy showed up on the ice to join in the celebration too, wowing the crowds with his incredible skills and footwork. Apparently he’s quite well known in the skating world! Thank you to four-time world champion and three-time Olympian Kurt Browning for coming to Chetwynd and sharing your love of the sport with our entire community! Chetwynd and the LGFSC will never forget it!

Five decades of dedication, passion, and hard work have undoubtedly contributed to the club's success and the development of countless skaters.

Here's to another fifty years of excellence in figure skating!

  • Naomi Larsen,Executive Director Chetwynd Chamber of Commerce

*** Guest Columnist: HR Covered ***

Guideline on Wage-Fixing and No-Poach Agreements

By HR Covered Inc. 

The Competition Bureau of Canada has recently introduced guidelines regarding the criminalization of wage-fixing and no-poach agreements between unrelated employers. The amendment to the Canadian Competition Act aims to bring the country’s competition laws in line with other jurisdictions, including the United States, which already prohibit certain labour-related agreements. The criminal prohibition will take effect on June 23, 2023, after a one-year grace period for Canadian employers to ensure compliance.


Wage-fixing and No-poach Agreements Between Unaffiliated Employers Are Prohibited

The new prohibition makes it a criminal offense for employers to conspire or agree with other unaffiliated employers to fix, decrease, or control salaries, wages, or employment conditions (wage-fixing agreements). It also prohibits agreements not to solicit or hire each other’s employees (no-poach agreements). The term “employer” encompasses human resources professionals, agents, employees, directors, and officers.


Violating this prohibition can lead to severe penalties, including imprisonment for up to 14 years and fines at the court’s discretion. Corporations may also be held liable if their “senior officers” are involved in the prohibited agreements.


Defences, Exemptions, and the Immunity and Leniency Programs

Certain defenses and exemptions exist for employers, including the Ancillary Restraints Defense, the Regulated Conduct Defense, and exemptions related to Collective Bargaining agreements. Additionally, the Bureau’s Immunity and Leniency Programs offer a way for employers to seek protection if they discover they have entered into a prohibited agreement and wish to cooperate with the Bureau.


The Enforcement Guidelines published by the Bureau, detail how the prohibition will be enforced and alleged contraventions assessed. Some key takeaways from the guidelines include:

    Investigations and enforcement actions will focus on agreements made, reaffirmed, or implemented after June 23, 2023. Pre-existing agreements are generally not a concern as long as parties do not reaffirm or implement labor restraints after the effective date.


    The prohibition applies to wage-fixing and no-poach agreements between employers who are not affiliated with each other under the Competition Act’s meaning. Agreements between affiliated employers, controlled by the same parent company, for example, are not prohibited.


    Only “two-way” no-poach agreements are prohibited, where unaffiliated employers agree not to solicit or hire each other’s employees. “One-way” restraints, such as those between service providers and businesses, are generally not in violation.


    Businesses should exercise caution when sharing information about employment terms, as sharing competitively sensitive information could raise competition risks.


Key Take Away

To comply with the new prohibition, businesses should update compliance policies and training, establish guidelines for sharing employment-related information, review commercial agreements for compliance, and continually assess relationships with independent contractors. Overall, it is crucial for businesses to be well-informed about the new prohibition and the Competition Bureau’s enforcement approach to ensure they avoid violating the law and face potential penalties or legal actions.


HR Covered is the largest Canadian owned HR provider in the country. As our member, you now have complimentary access to over 1000 documents, including HR policies, letters, and forms for all jurisdictions in Canada. To access the document library, please click here or read more about all the benefits that come with your membership, in the HR handbook which can be accessed by contacting the Chetwynd Chamber of Commerce who will email you the handbook.

Congratulations to #ChamberMember Fair Realty — “the one to call in Chetwynd” — Alma Walter or the installation of her brand new office sign (created and constructed by #ChamberMember Coulee Signs Graphics and More)

Fair Realty is located in office #3 at 5121 47th Ave. in beautiful downtown Chetwynd across from another #ChamberMember Fields Chetwynd!

#SupportChetwynd #MembersSupportingMembers