Latest news with #Metrolinx
Hamilton Spectator
2 days ago
- Automotive
- Hamilton Spectator
NFI's MCI awarded expansion order from Metrolinx, strengthening leadership in the commuter coach market
WINNIPEG, Manitoba, July 28, 2025 (GLOBE NEWSWIRE) — (TSX: NFI, OTC: NFYEF, TSX: NFI Group Inc. (NFI) a leader in propulsion-agnostic bus and coach mobility solutions, subsidiary Motor Coach Industries (MCI), has secured a second order from Metrolinx, deepening a key partnership and strengthening its leadership in North America's commuter coach sector. Metrolinx, an agency of the Government of Ontario serving the Greater Toronto and Hamilton Area, is dedicated to improving transportation across one of Canada's fastest-growing urban areas. The new firm order, received in the second quarter of 2025, consists of 97 additional 45-foot D45 CRT diesel commuter coaches, building on an initial purchase of 80 coaches announced in Q1 2025. The expanded order brings Metrolinx's total commitment to 177 MCI coaches, further equipping the Greater Toronto and Hamilton Area with reliable, high-capacity transportation as the region continues to grow. 'This repeat order is a powerful vote of confidence in MCI's commitment to quality, reliability, and customer support,' said Paul Soubry, President, MCI. 'Metrolinx is driving forward an ambitious transit expansion in Canada, and we are well-positioned to help power their efforts by delivering safe, comfortable, and efficient mobility solutions.' MCI's commuter coaches are trusted by major transit agencies across North America for their best-in-class safety features, rugged durability, and outstanding passenger experience. The latest order will replace aging fleet vehicles while supporting Metrolinx's goal of enhancing regional transit access, cutting congestion, and improving rider satisfaction. About NFI Leveraging 450 years of combined experience, NFI offers a wide range of propulsion agnostic bus and coach platforms, including market leading electric models. Through its low- and zero-emission buses and coaches, infrastructure, and technology, NFI meets today's urban demands for scalable smart mobility solutions. Together, NFI is enabling more livable cities through connected, clean, and sustainable transportation. With nearly 9,000 team members in ten countries, NFI is a leading global bus manufacturer of mass mobility solutions under the brands New Flyer® (heavy-duty transit buses), MCI® (motorcoaches), Alexander Dennis Limited (single and double-deck buses), Plaxton (motorcoaches), ARBOC® (low-floor cutaway and medium-duty buses), and NFI Parts™. NFI currently offers the widest range of sustainable drive systems available, including zero-emission electric (referring to propulsion systems that do not utilize internal combustion engines, such as trolley, battery, and fuel cell), natural gas, electric hybrid, and clean diesel. In total, NFI supports its installed base of over 100,000 buses and coaches around the world. NFI's common shares are traded on the Toronto Stock Exchange (TSX) under the symbol NFI and its convertible unsecured debentures are traded on the TSX under the symbol News and information is available at , , , , , , and . About MCI MCI is North America's public and private market motor coach leader. Products include the luxury J Series (an industry best-seller for over a decade), the workhorse D Series , and the brand new zero-emission luxury and commuter coaches: the battery-electric J4500 CHARGE™, D45 CRT CHARGE™, and D45 CRT LE CHARGE™ . MCI also provides maintenance, repair, 24-hour roadside assistance, parts, and technician training through the industry's only Automotive Service Excellence ('ASE') accredited and award-winning MCI Academy . Forward-Looking Statement This press release may contain forward-looking statements relating to expected future events and financial and operating results of NFI that involve risks and uncertainties. Although the forward-looking statements contained in this press release are based upon what management believes to be reasonable assumptions, investors cannot be assured that actual results will be consistent with these forward-looking statements, and the differences may be material. Actual results may differ materially from management expectations as projected in such forward-looking statements for a variety of reasons, including market and general economic conditions and economic conditions of and funding availability for customers to purchase buses and to purchase parts or services; customers may not exercise options to purchase additional buses; the ability of customers to suspend or terminate contracts for convenience; production may be delayed or production rates may be decreased as a result of ongoing and future supply chain disruptions and shortages of parts and components, shipping and freight delays, and disruption to and shortage of labor supply; and the other risks and uncertainties discussed in the materials filed with the Canadian securities regulatory authorities and available on SEDAR at . Due to the potential impact of these factors, NFI disclaims any intention or obligation to update or revise any forward-looking statements, whether as a result of new information, future events or otherwise, unless required by applicable law. For media inquiries, please contact: Melissa Schnee P: 385.910.6861 Melissa_Schnee@ For investor inquiries, please contact: Stephen King P: 204.792.1300 A photo accompanying this announcement is available at
Yahoo
5 days ago
- Yahoo
Howard Levitt: For Coldplay concert couple, Canadian harassment law would top privacy concerns
If you want to know how far harassment protections have expanded in Canadian workplace law today, look no further than the Coldplay concert debacle. While most observers seem to agree that the two colleagues caught canoodling at a Boston Coldplay concert — the chief executive and head of HR for U.S. tech company Astronomer — have been appropriately (and very publicly) shamed, there are divisions on the question of professional punishment and accountability. I have read arguments suggesting that the relationship, while extramarital, was between two consenting adults, and therefore not deserving of reprimand or termination, or perhaps even investigation. Or that the company had no interest in getting involved, since there was no evidence of coercion or complaints of favouritism or violation of company policies. None of this is reflective of Canadian law today. First, all potential harassment must be investigated, whether there is a complaint or not. The fact that a relationship between a superior or subordinate is ostensibly 'consensual' does not end the issue legally. As the Ontario Court of Appeal noted last month in a case involving Metrolinx: 'There are many reasons why a victim of harassment might choose not to pursue an official complaint, none of which erase the harassing behaviour or the employer's obligation to investigate it to protect the workplace from a hostile or demeaning environment. … (A lack of complaint) does not relieve an employer of its statutory duty (under the Occupational Health and Safety Act of each province) to conduct an investigation' into harassment. The Court of Appeal in that case made clear that the obligation of an employer to investigate potential harassment is not just owed to the potential victim but to all employees in that workplace. But does the apparent affair between the CEO and HR head qualify as harassment, which therefore must be investigated? In 2001, there was a groundbreaking decision by the Ontario Court of Appeal in Simpson v. Consumers Association of Canada, in which the court made clear that there should be no assumption that a relationship is consensual even if it might appear so. Instead, an evaluation of the imbalance of power must occur to see if there may be factors affecting the individual's consent (scared of losing job, afraid of reprisal, etc.). 'It is an error to ignore the supervisory role of the alleged harasser and to treat him as one of the employees. … Mr. Simpson may well have viewed all of his conduct as consensual and therefore as welcome. Because of the power imbalance in an employee's relationship with a supervisor, and the perceived consequences to objecting to a supervisor's behaviour, particularly when the behaviour is not directed specifically at that employee … an employee may go along with the conduct. In those circumstances, the employee will be effectively consenting to unwelcome conduct because she feels constrained from objecting' This 25-year-old case highlighted that claims of consensual conduct will be closely examined when the individual involved holds a position of power. It is important to monitor relationships involving power differentials, as they give rise to legal risk. The court noted that anyone in a position of authority — and Andy Byron, the CEO in the Coldplay imbroglio would no doubt qualify — 'owes duties to their employer … to protect employees from harassing behaviour and to safeguard the employer from potential civil liability arising from such complaints. Any CEO consorting with an employee risks that employee later saying that they only succumbed to the CEO's advances to protect their job. In the Simpson case, the court also noted it is 'a workplace reality that it is difficult for staff to disapprove of the conduct of a superior without feeling that their jobs may thereby be in jeopardy.' It further stated that Simpson 'failed to properly consider whether the reason Ms. X felt that she was obliged to go along with his behaviour was to ensure that she retained her job, which she needed, and to be part of Mr. Simpson's 'inner circle.' Perhaps most important and relevant to the Andy Byron affair, the court said that a having a relationship with a subordinate exposes the employer to the risk of civil suits, and that it the job of senior employees to ensure an employer carries out its duties to its workers, shareholders and the public so that the company is protected. 'If the supervisor creates the problem,' the court said, 'he is in breach of that duty.' The suggestion that privacy concerns prevail is also inconsistent with the development of sexual harassment law in this country. Privacy rights are generally dramatically overstated: in other words, in general, privacy rights have little protection under our law and they fall to the wayside next to an employer's duty to stop and investigate potential harassment in their workplace. There is a common misconception that employers must find that a relationship lacked consent or that there was differential treatment before management can act. This assumes that the subordinate employee will come forward willingly, which, as noted above, may not occur. Employers are obliged to deal with potential harassment prior to any escalation by complaining employees. Of course, if policies are violated, such as one prohibiting superior-subordinate relationships, which I encourage employers to adopt — or at least policies requiring disclosure of such relationships — the case against the violator is clearer. But superior-subordinate relationships are always problematic, even in the absence of such policies. Howard Levitt: How the Coldplay concert affair would have played out in Canada Howard Levitt: Even the most desultory employee can find favour with the courts In short, in Canada, employers cannot view relationships between superiors and subordinates with equanimity, nor as private affairs. They must investigate from the standpoint that any such relationship may be inherently coercive and, in any event, damaging to the organization and come with substantial liability risks. Howard Levitt is senior partner of Levitt LLP, employment and labour lawyers with offices in Ontario, Alberta and British Columbia. He practices employment law in eight provinces and is the author of six books, including the Law of Dismissal in Canada.
Global News
6 days ago
- Business
- Global News
New Metrolinx CEO contract includes potential 6-figure bonus
New Metrolinx CEO Michael Lindsay could earn just over $820,000 in the next year between performance bonuses and his salary. Details of Lindsay's contract, posted through an Order in Council, show he will receive a base salary of roughly $687,000 per year with a performance-based bonus of up to 20 per cent. It is not clear exactly what Lindsay would need to do in a year to unlock his entire bonus. If he were to achieve it, he would take home a grand total of $823,879.20. That would be a little less than the $883,990.63 former CEO Phil Verster earned in 2024, his final year at the helm of the provincial transit agency. Verster was also given a vehicle allowance of roughly $12,000 despite not owning a car. That perk has not been extended to Lindsay. Story continues below advertisement Lindsay joined Metrolinx from Infrastructure Ontario, another provincial agency. There, he fronted several controversial government announcements like the closure of the Ontario Science Centre, as well as overseeing a massive portfolio of public land and construction projects. Get daily National news Get the day's top news, political, economic, and current affairs headlines, delivered to your inbox once a day. Sign up for daily National newsletter Sign Up By providing your email address, you have read and agree to Global News' Terms and Conditions and Privacy Policy He has run Metrolinx as an interim leader since Verster left and officially took on the role full-time on July 1. 'I am humbled and honoured to have been appointed as President and Chief Executive Officer of Metrolinx,' Lindsay said in a statement distributed by Metrolinx. 'As a proud resident of Toronto, and a lifelong transit commuter, I understand the importance of connecting the region and building the transit network communities need and deserve.' The Ministry of Transportation said Lindsay's salary was decided by the chair of Metrolinx's board, and bonuses would only be given for hitting certain targets. They said the bonuses written into Lindsay's contract followed the same structure as Verster's. Verster's tenure at the top of Metrolinx was plagued by delays to major transit projects like the Eglinton Crosstown LRT, which still does not have an official opening date. Ontario NDP shadow public transit minister Doly Begum said she was concerned Lindsay would face similar struggles. 'The former CEO collected an annual salary of almost a million dollars of taxpayers' money and what did we get for it? Confusion and more delays,' she said in a written statement. Story continues below advertisement 'We need full transparency and clear timelines. That's the only way we can make sure that another CEO doesn't get away with a huge cheque while front line workers get laid off.'
Hamilton Spectator
7 days ago
- Business
- Hamilton Spectator
Here's how much the new Metrolinx CEO will get paid — plus his potential performance bonuses
New Metrolinx CEO Michael Lindsay will get paid $686,566 per year, with a potential to earn an additional $137,000 in bonuses, over the next three years during his term as head of the provincial transit agency. Lindsay's compensation, revealed as part of a government Order in Council , includes a bonus structure that ranges from zero to 20 per cent of his base $686,566 salary, 'based on his performance evaluation and subject to any statutory requirements or limitations.' His compensation also includes up to six weeks of paid vacation per year. That's less than his predecessor, Phil Verster , who made $883,991 in his final year as CEO in 2024, after seven years at the helm. Verster, in 2024, was the fourth highest paid public servant on the Sunshine List . Lindsay was made the new permanent head of Metrolinx on June 25, after serving for months as interim CEO. Over the past decade, the transit agency has overseen almost all transit construction in the GTA, including several high-profile projects that have faced delays, growing budgets and scrutiny over a lack of transparency. In a statement announcing his appointment, Minister of Transportation Prabmeet Sarkaria said, 'Michael has done an outstanding job in his role as acting CEO, and I have complete confidence that he will continue to lead with the same dedication and vision.' When Lindsay was first appointed, Premier Doug Ford said his top priority would be opening the long-delayed Eglinton Crosstown LRT 'as soon as it is safe to do so.' Ford, asked for his comments on the 14-year-long wait for the Crosstown's opening at a press conference in June, praised Lindsay, calling him 'brilliant and a champion.' 'He is fully in charge and he's going to get it done,' Ford said. In 2018, Lindsay was appointed a special adviser when the province mulled taking over the city's subway system. He then moved to Infrastructure Ontario in 2019 as president of project delivery. Lindsay was appointed president and CEO of Infrastructure Ontario in November 2020 before he was made interim CEO of Metrolinx in December 2024. Error! Sorry, there was an error processing your request. There was a problem with the recaptcha. Please try again. You may unsubscribe at any time. By signing up, you agree to our terms of use and privacy policy . This site is protected by reCAPTCHA and the Google privacy policy and terms of service apply. Want more of the latest from us? Sign up for more at our newsletter page .
CTV News
7 days ago
- Business
- CTV News
Metrolinx's new CEO could earn a $137,000 annual bonus payment. Here is a closer look at his contract
The new CEO of Metrolinx won't make as much as his predecessor but could still take home more than $800,000 thanks to a lucrative bonus package. Michael Lindsay has been working as the interim CEO of Metrolinx since December 2024 but only took over as the agency's permanent CEO on July 1. According to an Order in Council detailing his three-year contract, Lindsay will earn an annual base salary of $686,566 but will also be eligible for a bonus payment of up to 20 per cent of his salary 'based on his performance evaluation.' If Lindsay maxes out the bonus payment, it would mean he would net an additional $137,313 in compensation in the form of a lump sum payment. He will also receive six weeks of paid vacation each year, per the terms of the contract. Phil Verster, the last Metrolinx CEO, made $883,99 in 2024, though it is not clear how much of Verster's compensation came in the form of a bonus payment. Verster was the fourth most paid public servant in 2024, according to the province's 2024 Sunshine List. Lindsay's salary would put him 23 on that list, excluding Verster. Lindsay was previously the president and CEO of Infrastructure Ontario. When he was named as Metrolinx's permanent CEO on June 25, board chair Dan Wright said that he was 'thrilled' to Lindsay in the permanent position. 'His proven ability to inspire the team and drive progress during the interim period gives the board great confidence in his leadership as we move forward.' Wright said in a Metrolinx press release. Lindsey takes over Metrolinx as work continues on finishing the much-delayed Eglinton crosstown LRT. Premier Doug Ford has previously said that opening the line, which was initially supposed to be finished in 2020, should be Lindsey's top priority and that he is 'fully in charge and going to get it done.' Ford has also indicated that it is possible the line could open as soon as September, though the former interim CEO of the TTC told a City of Toronto committee last week that he viewed that timeline as 'a reach.' 'I think September is a reach,' Greg Percy said. 'But, this fall is plausible, and certainly by year end. There's lots and lots of stuff going on that we need to fix to open safely, and that's what we're focused on.' In a Metrolinx press release in June, Lindsay said that he is looking forward to delivering 'the modern and high-quality transit network our communities need and deserve.'
