Doug Ford vows to use Bill 5 to open the Ring of Fire ‘as quickly as possible'
Bill 5
has passed.
'We need to start moving on that. We have a lot of excitement and a great partnership with Chief Sonny,' Ford said Thursday, referring to a January agreement signed with Aroland First Nation Chief Sonny Gagnon to upgrade the roads and energy transmission lines needed to create a mining hub.
'They're going to see a road they never had. They're going to get off the diesel that they've been living on and get electricity.'
The legislation, which fast-tracks mining and infrastructure projects by exempting them from local and provincial rules, has been slammed by opposition parties and others for weakening environmental, endangered species and labour protections, and ignoring aboriginal treaty rights.
That means 'unchecked powers' for Ford's Progressive Conservatives under the Protect Ontario By Unleashing Our Economy Act, said Tony Morris of the lobby group Ontario Nature.
'The government may have rammed this legislation through, but we have seen incredible opposition from Indigenous peoples, environmental groups, farmers, labour organizations and people from across the province.'
Touting the bill in the face of warnings from some First Nations that they will
blockade highways
and block projects 'on the ground' in protest over a lack of prior consultation on the bill, Ford would not specify which laws his government would exempt companies from in special economic zones.
'Let's see what companies come to the table and, depending on how quickly we can get opportunities and jobs, we'll reveal them,' the premier told reporters.
'When we feel that we need to speed things up, we'll speed things up.'
Opposition parties have warned the legislation will be challenged in the courts and face protests that will slow development down, not speed it up as Ford hopes to do to counter the economic slowdown expected to result from
U.S. President Donald Trump's tariffs.
'Don't raise the boiling point,' Green Leader Mike Schreiner said. 'We all want to see more economic development in this province, and it's not going to happen as fast as we would like if the premier divides us.'
He noted special economic zones can be designated anywhere in the province under the legislation, raising concerns that prime farmland, for example, could be taken out of service.
'We are approaching what I'm afraid may be a summer of chaos,' said New Democrat Leader Marit Stiles. 'You cannot trust this government to give themselves unlimited powers.'
The pushback the government is experiencing is 'a symbol of how flawed this legislation is,' Liberal Leader Bonnie Crombie added.
Appearing with Ford, Energy and Mines Minister Stephen Lecce said Indigenous communities have been offered $3 billion to help develop projects to improve their fortunes and develop their resources.
The Trump tariffs have led to an 'abrupt halt' in capital investments by companies around the world and Ontario wants to be ready when the fog clears and billions of dollars are 'unleashed' in countries with good opportunities, Economic Development Minister Vic Fedeli said.
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Yahoo
42 minutes ago
- Yahoo
Trade top of mind as Canada's premiers are set to hold three-day meeting in Ontario
TORONTO — Tariffs and trade are top of the agenda as the country's premiers arrive in Ontario's cottage country for a three-day meeting that comes at a pivotal time for both Canada-U.S. and domestic relations. The premiers' summer gathering in Muskoka will also feature a Tuesday meeting with Prime Minister Mark Carney, as trade talks with the United States are expected to intensify. Most of what the premiers are likely to discuss stems from U.S. President Donald Trump's tariffs: trade negotiations, the direct impact on industries such as steel and aluminum, the increased pushes to remove interprovincial trade barriers and speed up major infrastructure and natural resource projects to counteract the effects of tariffs, as well as Indigenous communities' concerns about them. Day 1 of the premiers' meeting involves discussions with Indigenous leaders including the Assembly of First Nations, the Métis National Council and the Native Women's Association of Canada. Carney himself is fresh off a meeting with hundreds of First Nations chiefs, many of whom have expressed concerns about their rights being sidelined as the prime minister looks to accelerate projects in the "national interest." Some of the top priorities premiers are pushing include pipelines and mining in Ontario's Ring of Fire region, and chiefs have said that must not happen by governments skirting their duty to consult. Ontario Premier Doug Ford, who has served for the past year as head of the Council of the Federation, is host of the meeting and said in a statement that protecting national interests will be top of mind. 'This meeting will be an opportunity to work together on how to respond to President Trump's latest threat and how we can unleash the full potential of Canada's economy," Ford wrote. Trump and Carney agreed in June at the G7 summit to try and reach a trade deal by July 21 but Trump recently moved that deadline to Aug. 1, while telling Carney he intends to impose 35 per cent across-the-board tariffs on Canada that same day. Carney has said Canada is trying to get an agreement on softwood lumber exports included in the negotiations with the United States. British Columbia Premier David Eby said he intends to raise the issue and others of particular importance to B.C. at the meeting. "(We want to) get access to the same level of attention, for example, on the softwood lumber as Ontario gets on the auto parts sector, (and) that we get the same amount of attention on capital projects as Alberta is currently getting in relation to their proposals," Eby said last week in Victoria. Alberta Premier Danielle Smith has been making a big push for new pipelines, but said during a press conference Friday that her focus would also be on premiers working together to address the tariff threat, including interprovincial trade. "I was really pleased to sign (a memorandum of understanding) with Doug Ford during the time he was here in during Stampede, and other provinces are working on those same kind of collaborative agreements," she said. "We need to do more to trade with each other, and I hope that that's the spirit of the discussion." Smith and Ford signed an MOU earlier this month to study new pipelines and rail lines between provinces, and both premiers also talked about wanting Carney to repeal a number of energy regulations like net-zero targets, the West Coast tanker ban and a proposed emissions cap. Ford has also taken a lead role on increasing interprovincial trade, signing MOUs with several provinces and enacting a law to remove all of Ontario's exceptions to free trade between the provinces and territories. Nova Scotia's Tim Houston is another premier banging the drum of interprovincial trade, saying the trade war is forcing action on it. "We're seeing the benefit of working together to respond to economic threats from the U.S. by breaking down internal trade barriers and opportunities to expand in other international markets," he wrote in a statement. Ford has said the premiers will also talk about emergency management, energy security, sovereignty and national security, health, and public safety. The premiers have also been pushing the federal government to reform bail laws and Carney said last week that legislation will be introduced in the fall and he expects to discuss the issue with the premiers on Tuesday. The premiers' summer meeting also signals a changing of the guard, with the role of chair of Council of the Federation moving between provinces annually. But after Ford is no longer chair, he's not expected to take too much of a back seat on all of the aforementioned issues. He is still premier of the most populous province, has built a strong relationship with Carney, often singing the prime minister's praises, and has done frequent American TV interviews making the case for increased trade over tariffs. Those network appearances, in part, earned him a nickname of "Captain Canada" — a persona he used to massive political benefit. Ford made the fight against tariffs and Trump the central part of his re-election campaign and voters returned him to government with a third consecutive majority. — With files from Wolfgang Depner in Victoria, Keith Doucette in Halifax and Lisa Johnson in Edmonton This report by The Canadian Press was first published July 20, 2025. Allison Jones, The Canadian Press 擷取數據時發生錯誤 登入存取你的投資組合 擷取數據時發生錯誤 擷取數據時發生錯誤 擷取數據時發生錯誤 擷取數據時發生錯誤
USA Today
2 hours ago
- USA Today
How to navigate a job market transformed by AI
On Sunday's episode of The Excerpt podcast: Entry level jobs that were once the gateway to upward mobility are disappearing fast. How can applicants prove their human worth to hiring managers? Executive coach Jim Frawley joins The Excerpt to share his insights. Hit play on the player below to hear the podcast and follow along with the transcript beneath it. This transcript was automatically generated, and then edited for clarity in its current form. There may be some differences between the audio and the text. Podcasts: True crime, in-depth interviews and more USA TODAY podcasts right here Dana Taylor: Hello and welcome to USA TODAY's The Excerpt, I'm Dana Taylor. Today is Sunday, July 20th, 2025. The US job market is undergoing a fundamental shift as AI advances roles that were once gateways to upward mobility are disappearing. In a recent interview quoted in The Wall Street Journal, the CEO of Ford conceded that artificial intelligence will "leave a lot of white-collar people behind." For college graduates just entering the job market, the outlook is particularly bleak as advancements in AI make those jobs mostly obsolete. As AI challenges and redefines the landscape of employment, how can society reconcile the human desire for self-sufficiency and the need for meaningful work? And how can individuals traverse an increasingly tricky job market? Here to share his insights on the impact of AI and job cuts is executive coach Jim Frawley. Thanks for joining me, Jim. Jim Frawley: Thanks for having me. Dana Taylor: I want to tackle how to navigate a rapidly changing job market, but first, if CEOs believe they can succeed with a fraction of today's staff, what does that mean for the middle class when white-collar jobs are facing a steep decline? Jim Frawley: Yeah, this is going to be, and we've been talking about it for a long time, a very large shock to the system, and there are two angles to sit on it, right? There's one side of the CEO has to run a business and run that business really, really well, and why do you pay for workers that you just don't need, right? So there's validity there, but there's also almost the social obligation component for the people who are no longer going to be employed and what do you do for them and how do you prepare for them? So, they're really stuck in between the rock and the hard place on how do we actually take care of the people that we don't need? How do we reposition them and how do we make sure that people are going to be set? At the same time, how do you acknowledge the accountability on the individuals who are going to be impacted on what changes can you do now to prepare yourself for the future? Dana Taylor: Staying with that, is it ethical for not only companies, but for a country to oversee the displacement of human workers without investing in retraining programs or a safety net for those displaced? Jim Frawley: Yeah, I think there's an argument to be made from an organizational perspective as well as a political perspective. There is an obligation to the people throughout the world, especially in this country, because we're in America, but what do you do for the people that have committed their lives to working for you, committed their lives to making the country a better place, the organization a better place, and their only crime being that they're looking to provide for their family? So I do think that we have a large social obligation to people to prepare them for the change, and that's where conversations like this go. I mean, we can retrain, we can push people, but there is also, and don't shoot the messenger on this, but there's also an obligation on the individual to start pushing buttons in their own kind of way as well. I mean, we've been talking about AI now for multiple years, we know it's coming. For those who haven't taken steps to start to position themselves differently, I mean, I don't know how else to tell them that there is an obligation here for you as well. So, I think there's obligation on both ends. Companies and governments should be preparing people and helping them in every possible way that they can, but we have to pick up the torch at some point and take care of ourselves as well. Dana Taylor: Can our society absorb unemployment increases of 10% to 20% if as the CEO of Anthropic predicts half of entry level jobs will vanish within the next five years? Jim Frawley: I don't think we can, and I'm not saying that from a monetary perspective. I'm not talking about the money perspective, I'm talking about the what do you do with your time perspective. If you're not working, we get so much from work beyond just a paycheck. We get a sense of purpose, we get time management, we get social interaction. There are so many things that we get from the workplace that we are losing because we're laying off so many people. So it's not just about paying bills, which is very important. We have to keep the lights on and we have to feed our families and all of that, but there are so many other components that we have to take care of as well from the workplace that we need to fill in. That's the real challenge I think society is going to have, is not just the fact that people aren't working, but what are they doing with their time and how do we give them something meaningful to do? It's not just purpose, it's usefulness and feelings of self-worth and mental health, and this snowballs very quickly into a much bigger challenge than just paying for the unemployed. Dana Taylor: Jim, I know you work with a lot of CEOs. What have they shared with you regarding AI? Jim Frawley: They're challenged with it quite a bit. One is you can't not do it. So, they're talking about how do we implement it and how do we adopt it? Because if we don't, the organization's not going to exist. So that's part of where their head is, but they're also worried about their people. A lot of the executives, and they're bringing me in, because they say, what do I do about my people? So they've stopped hiring new people and now they're trying to do the scramble so they don't have to lay people off, but that's keeping them up a lot at night. You have 20,000 employees, 100,000 employees, or even just 10 employees, when you have to cut them in half or 20%, what does that really mean? Because a lot of these CEOs do recognize that they're human beings and they have to take care of it, and they're really stuck between the obligation to the business, obligation to the people, and how do we mesh the two, but that's really where CEOs are struggling right now is how do we implement it, but with the minimal impact to people? Dana Taylor: Millions of students have or will receive their degrees this year. Four years ago they may have entered college with the anticipation of landing a white-collar job upon graduation. Do they just need to reset their expectations? Jim Frawley: I think a lot of people need to reset their expectations across the board, because what we think is going to happen in five years is nowhere near what's going to happen in five years. Even a few years ago, they were talking about college degrees are going to be outdated before people even graduate, so the incoming freshmen year degree's outdated before you even go. I think we have to rethink the way that we think about college and university, just because the degree doesn't prepare you for a job, it's what you learn outside of the classroom that really helps you position yourself. Then also grown-ups. The 30s, the 40s, the 50-year-olds who are in the white-collar jobs, how are you positioning yourself? Because your role's not going to be there in 10 years, so if you're in your late 30s, early 40s, how are you positioning yourself today? Things like in-person social interaction, building up a network, asking the types of questions and taking each day to challenge yourself, to push yourself forward in some other kind of non-traditional way. I think non-traditional is going to be the buzzword of the next decade. Dana Taylor: Not everyone can become a Michelin star chef, but are there AI-proof career options to explore? Jim Frawley: I think if you're looking for something AI-proof for at least the next decade or two decades, a lot of people will tell you the blue-collar jobs, right? The robots aren't going to be fixing plumbing and that kind of thing, that's fine. But outside of that, if you were thinking about a white-collar job, there's still roles. Anything I would go social interaction, things like psychology, psychiatry, the social need, the human need, all of the things ... now, there are apps and everything else that are going to be there, but there will always be a place for in-person social interaction for human beings. There is significant, significant need for that, so if you're thinking of what you want to do and where you're going to want to go in response to AI, I would think about what do people need and humans need, and how do you support that. Dana Taylor: How important are soft skills and emotional intelligence at this moment? Are these the uniquely human skills job seekers need to develop to make themselves more valuable in the workplace and to inoculate them from the impacts of AI? Jim Frawley: 100%. I think the number one advice that you can give anybody today is pick up on that emotional intelligent, emotional quotient kind of focus. In-person social interaction is what's going to save you from AI, because if you're looking for a new job, we hire people we like and we hire people we know. If you're looking for some kind of mental health hope, the support system around you are the people that are going to be able to do that. So the in-person social interaction, the social obligation we have to each other, that's ultimately what's going to save us from AI, and I will die on that hill 100 times a week. So when we surround ourselves with the right type of people, we then generate new ideas, we're able to create different types of things, we create new job opportunities in our minds and job prospects and everything else, new businesses, whatever it might be. So in-person social interaction, emotional intelligence, I think that's a huge one. Dana Taylor: Jim, are there best practices for demonstrating soft skills during a job interview? Jim Frawley: The number one piece of advice I give to people or the number one thing that I find I'm working on with a lot of executives is the ability to ask questions. It sounds incredibly simple and ridiculous, but most people don't know the true definition of a question. When you understand what a question is, it's a request for information where you legitimately do not know the answer. We are then by doing that eliminating judgment and assumption and being interested in the present moment and the people across from us. When you can ask a question with no judgment or assumption, you're welcoming information from them, that opens up a whole new level of interpersonal connection. That allows you, whether it's from a leadership perspective or a management perspective or an interview perspective, to make a different type of connection by showing an interest in the person there by asking a question with no judgment, no assumption. Dana Taylor: For some companies, AI is now integrated into the hiring process from resume screening to interviews. What are some of the best practices for navigating these new hiring processes? Jim Frawley: I would say ignore them. I mean, you can upload it all you want and you can work your resume and you use AI to build your resume, and you do that and you upload it and AI's looking at that, go to the people directly. If you can meet a person directly in-person socially, ideally when you're still hired, you want them to see you when you're at your best. When you can meet someone in-person, your name will go to the top of the list, right? Still at this moment human beings will trump AI in terms of AI found these five people, but I want this person, 'cause I met them and I know I'm going to work well with them. Dana Taylor: A quick scroll on LinkedIn is all it takes to see the mental toll this evolving job hunting process can take, and for those who are employed, there may be a psychological toll in trying to prove their job can't be done by AI. What do you see as the long-term mental health implications here? Jim Frawley: Massively significant. I mean, even if you're still employed, it's in the back of your mind, this uncertainty takes a major stress toll, it leads to burnout, it leads to so many other different outcomes and challenges, and it snowballs pretty significantly. I think one of the challenges we have is most people take their work and they align it with their identity of who they are as an individual and their self-worth, but work is only a part of who you are, and there is a big shift that we have to make when we're thinking about AI and the future of work and how does this support the person I am, I don't become the person that is the only person who can work. Rethinking your priorities, your motivations, your values is going to be an incredibly important part of responding to this challenge where you have a belief system in place, an anchor into where you can go, so that when the roadway ends your belief system, your anchor, your philosophy can bring you past that to let you know what direction you need to go into next. Dana Taylor: We've all heard the adage, if you can't beat them, join them. Is there a smart way forward that embraces the reality of AI? Jim Frawley: Yeah, I think accept it, it's going to become here. I think when you think about the arc of change, it really starts with awareness. We're beyond awareness, we know it's here, now it's about preparation, so you accept it, you prepare yourself in the best type of way. Whether it's from a mental health perspective, whether it's from a social perspective, whether it's from a physical perspective, whatever it is, you get yourself ready, then you move into learning and then wisdom. So we're in that preparation and learning type of mode, and so if we can embrace it, we need to start learning about AI. If you have not started toying with AI and testing AI, you are so far behind the eight-ball at this point. You need to at least become familiar with it, because at a basic level if you don't understand how AI works, you are going to be left behind. So, that's really an easy first step that you should be taking immediately. Then otherwise beyond that, get the social interaction and see how we as humans can help each other in responding to this new change. Dana Taylor: Terrific insights here, Jim. Thank you so much for being on The Excerpt. Jim Frawley: Thank you for having me. Dana Taylor: Thanks to our senior producers, Shannon Rae Green and Kaely Monahan for their production assistance, our executive producer's Laura Beatty. Let us know what you think of this episode by sending a note to podcasts@ Thanks for listening. I'm Dana Taylor, Taylor Wilson. Be back tomorrow morning with another episode of USA TODAY's The Excerpt.
Yahoo
4 hours ago
- Yahoo
Ford Keeps Disappointing Investors in This Key Factor -- and 1 Graph You Have to See
Key Points Ford's 90 recalls so far in 2025 already sets a record. Recalls don't typically impact auto stocks, but there are exceptions. This recall will incur a special item on earnings, not impacting adjusted earnings. 10 stocks we like better than Ford Motor Company › Ford Motor Company (NYSE: F) is known for many things, including championing the moving assembly line that drastically changed the automotive industry in its infancy. It's also known for its lucrative dividend, trudging through the financial crisis without a government bailout, and producing more vehicles in the U.S. than its Detroit rivals. Unfortunately, Ford is also becoming known for something less desirable: recalls and warranty costs, and it's been a problem for years. Let's take a look at Ford's recent recall and how much it'll dent earnings. Recalls. Recalls everywhere. Let's first make a note of something: Recalls are simply a part of business in the automotive industry. Typically, recalls don't tend to impact automotive stocks. In fact, when the vehicle is sold the automaker essentially estimates what the future cost of warranty coverage will be, and sets aside cash to handle such business. The problem is when warranty costs exceed, or greatly exceed, original estimates -- that's when excess costs can add up and weigh on the bottom line. That said, Ford's recent recall for nearly 700,000 crossovers in the U.S., due to a fuel leak issue that could increase the risk of a fire, is the automaker's 90th recall already in 2025 -- a staggering number. Ford's 90 recalls so far this year are more than the next five manufacturers combined, and already set a full-year record for an individual automaker, breaking General Motors' previous record of 77 recalls in 2014 amid its massive ignition switch scandal, according to the National Highway Traffic Safety Administration (NHTSA). To be fair, not all recalls are created equal, and issues that can be fixed with an over-the-air software update hardly cost the company a thing. On the flip side, when a vehicle has to be serviced, parts adjusted, or other manual labor is required, expenses can add up fast. So it's a bit unfair to draw any drastic conclusions solely from 90 recalls without knowing further details. Ford said 33 of its recalls so far in 2025 were related to software audits implemented in March, which should be far less costly than other recalls. If you recall (no pun intended), last year during the second quarter warranty costs checked in $800 million higher compared to the prior year, which caused Ford to miss earnings and sent its stock lower. This recent recall shouldn't cause a similar result, for the most part. What's the damage? Ford said the recall remedy will cost the company roughly $570 million and will be included in the second-quarter earnings report as a "special item." For investors, this means that the increase in warranty expenses won't impact the company's adjusted earnings (which is what Wall Street estimates), adjusted earnings per share (EPS), or adjusted free cash flow. In the early 2000s Ford's warranty payments compared to revenue was at a much lower percentage. That spiked to about 4% during last year's second quarter, a high number for automakers, when the company notoriously took a hit for higher warranty costs. Let's look at some longer trends. Here are Ford's warranty payments as a percentage of revenue over the past 20 years. For a quick comparison, rival General Motors' warranty payments as a percentage of revenue checked in at 2.4% and 2.3% in 2024 and 2023, respectively. Ford has stood firm that it's making significant quality improvements and noted that 2024 model years, during the first three months of service, were 30% better in quality compared to prior years. Currently, Ford's warranty costs and quality issues are one of the biggest uncertainties facing investors. Ford is saying all the right things, and supposedly doing all the right things to fix quality, but so far investors have been left disappointed. It's certainly something to note in your Ford investment thesis, and recalls and warranty costs will be something to keep your eye on over the next 18 months as, hopefully, quality improvements filter through and recalls decline. Should you buy stock in Ford Motor Company right now? Before you buy stock in Ford Motor Company, consider this: The Motley Fool Stock Advisor analyst team just identified what they believe are the for investors to buy now… and Ford Motor Company wasn't one of them. The 10 stocks that made the cut could produce monster returns in the coming years. Consider when Netflix made this list on December 17, 2004... if you invested $1,000 at the time of our recommendation, you'd have $652,133!* Or when Nvidia made this list on April 15, 2005... if you invested $1,000 at the time of our recommendation, you'd have $1,056,790!* Now, it's worth noting Stock Advisor's total average return is 1,048% — a market-crushing outperformance compared to 180% for the S&P 500. Don't miss out on the latest top 10 list, available when you join Stock Advisor. See the 10 stocks » *Stock Advisor returns as of July 15, 2025 Daniel Miller has positions in Ford Motor Company. The Motley Fool has no position in any of the stocks mentioned. The Motley Fool has a disclosure policy. Ford Keeps Disappointing Investors in This Key Factor -- and 1 Graph You Have to See was originally published by The Motley Fool Sign in to access your portfolio
