Post on 23-Jul-2016
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X MArkS thE Spot: WhAt thE 2015 FEdErAL ELEctIon MEAnS to thE conStrUctIon IndUStry
X MArkS thE Spot: WhAt thE 2015 FEdErAL ELEctIon MEAnS to thE conStrUctIon IndUStry
X MArkS thE Spot: WhAt thE 2015 FEdErAL ELEctIon MEAnS to thE conStrUctIon IndUStry
rEtUrn to Work progrAMS BEnEFIt EvEryonE – 46
protEctIng WorkErS FroM EnvIronMEntAL SAFEty rISkS – 33
MEEtIng thE nEEdS oF An AgIng WorkForcE – 36
oUt In thE coLd: dEALIng WIth WIntEr WEAthEr hAzArdS – 40
protEctIng WorkErS FroM EnvIronMEntAL SAFEty rISkS – 33
MEEtIng thE nEEdS oF An AgIng WorkForcE – 36
oUt In thE coLd: dEALIng WIth WIntEr WEAthEr hAzArdS – 40
protEctIng WorkErS FroM EnvIronMEntAL SAFEty rISkS – 33
MEEtIng thE nEEdS oF An AgIng WorkForcE – 36
oUt In thE coLd: dEALIng WIth WIntEr WEAthEr hAzArdS – 40
rEtUrn to Work progrAMS BEnEFIt EvEryonE – 46
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The project successfully demonstrated the energy savings of 100% outside air, HTHV direct-fired gas heaters from improved thermal efficiency, reduced temperature stratification, higher discharge temperature, and positive pressurization over a standard-efficiency unit heater meeting federal and state appliance standards.
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In a side-by-side comparison in alternating months over the 2013–2014 heating season, the new gas heaters demonstrated the following benefits:• EnergySavings(therms,kWh)
The new gas heaters consumed 20% less natural gas compared to the existing unit heaters at average utility rates for the site of $0.8/therm.
• PerformanceThe new gas heaters reduced temperature stratification and maintained more uniform and comfortable temperature distribution.
Key Takeaways
• High-efficiencygasheatersused20%lessnaturalgasandcost15%less to operate in a side-by-side comparison to standard equipment. Savings – $1,272/year reduction in utility costs.
• Sitescouldrecovertheextracostofahigh-efficiencygasheaterversusa standard product in as few as 7 years, and often much sooner.
• Thehighefficiencyproductdemonstratedinthisstudyalsoreducedtemperature stratification and maintained a more uniform and comfortable temperature distribution.
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SA25
0
With HTHV heating technology, one piece of equipment can
dramatically reduce energy costs and improve Indoor Air Quality
at the same time it is heating commercial and industrial buildings.
• Reduce Gas Consumption By At Least 20%
• Improve IAQ With 100% Outside Air
• Minimize Temperature Stratification
• Exceed ASHRAE 62.1 Fresh Air Requirements
• Comply With ANSI Z83.4 Safety Standards
• Deliver 250,000 to 3.2 Million BTUs
Energy Efficient Heating & Ventilating Just Got Easier To Specify.
• S-Series HTHV Heaters• SA-Series HTHV Heaters• Make-Up Air Ventilation
Cambridge Engineering’s high-efficiency, 100% outside air High Discharge Temperature Heating & Ventilating (HTHV) gas-fired space heating technology consumes significantly less energy than a conventional gas unit heater. Recently, the Department of Energy conducted a field demonstration to analyze the energy savings from 100% outside air HTHV direct-fired gas heaters, under normal use conditions at a warehouse outside of St. Louis, MO.
The project successfully demonstrated the energy savings of 100% outside air, HTHV direct-fired gas heaters from improved thermal efficiency, reduced temperature stratification, higher discharge temperature, and positive pressurization over a standard-efficiency unit heater meeting federal and state appliance standards.
The study was conducted over the majority of the 2013–2014 heating season (October 2013 through mid-March 2014) at a single-story warehouse with approximately 41,667 sq/ft. of heated warehouse and loading space and approximately 24 ft. high ceilings.
HTHV Technology reduces natural gas consumption by at least 20%
Demonstration Performance
In a side-by-side comparison in alternating months over the 2013–2014 heating season, the new gas heaters demonstrated the following benefits:• EnergySavings(therms,kWh)
The new gas heaters consumed 20% less natural gas compared to the existing unit heaters at average utility rates for the site of $0.8/therm.
• PerformanceThe new gas heaters reduced temperature stratification and maintained more uniform and comfortable temperature distribution.
Key Takeaways
• High-efficiencygasheatersused20%lessnaturalgasandcost15%less to operate in a side-by-side comparison to standard equipment. Savings – $1,272/year reduction in utility costs.
• Sitescouldrecovertheextracostofahigh-efficiencygasheaterversusa standard product in as few as 7 years, and often much sooner.
• Thehighefficiencyproductdemonstratedinthisstudyalsoreducedtemperature stratification and maintained a more uniform and comfortable temperature distribution.
View the full report at: http://energy.gov/eere/buildings/downloads/field-demonstration-high-efficiency-gas-heaters
The leader in energy efficient heating and ventilating technologies
4 SASkAtchEWAn conStrUctIon ASSocIAtIon
In thIS ISSUE of
© 2015 DEL Communications Inc.All rights reserved. Contents may not be reproduced by any means, in whole or in part, without the prior written permission of the publisher.
While every effort has been made to ensure the accuracy of the information contained in and the reliability of the source, the publisher in no way guarantees nor warrants the information and is not responsible for errors, omissions or statements made by advertisers. Opinions and recommendations made by contributors or advertisers are not necessarily those of the publisher, its directors, officers or employees.
Publications mail agreement #40934510Return undeliverableCanadian addresses to:DEL Communications Inc.Suite 300, 6 Roslyn Road, Winnipeg, Manitoba R2L 0G5Email: david@delcommunications.com
PRINTED IN CANADA 09/2015
320 Gardiner Park CourtRegina, SK S4V 1R9P: 306-525-0171 • F: 306-347-8595E: sca@scaonline.caW: www.scaonline.ca
2015 SCA Board of DirectorscorEy hUnchAk, chAIrJASon dUkE, vIcE chAIrSAM ShAW, pASt chAIrroB IStAcEdAvE kAncIrUkLAIrd rItchIEcory rIchtErJAn McLELLAn FoLkSEAn hAMELInJAnIS dUBrEUILtyLEr pochynUkALLAn WEBBJUStIn hoyESron SMIth
President & CEO – MArk coopEr
Manager of Member Services – krIStIn WAgMAn
Finance Manager – AMAndA thIck
Career Coach – doUg FoLk
Career Coach – ErWIn kLEMpnEr
Career Coach - hoWArd JESSE
We Build Editor – coBy StEphEnSon
Coordinator – MEgAn JAnE
Administrative Assistant – kArEn MArchUk
6 SCA President’s Message
8 2015 SCA Board of Directors
IndUStry nEWS
10 SCA’s Advocacy Work
16 Member Services Update: See You Soon!
18 IWD Update: Summer Employment Program Creates
Opportunities for High School Grads
24 Reintegration into the Workplace:
A Review of CODC’s Alcohol and Drug Policy
SpotLIght
26 The 2015 Federal Election – X Marks the Spot
FEAtUrES
33 Protecting Workers from Environmental Safety Risks
36 Meeting the Needs of an Aging Workforce
40 Dealing with Winter Weather Hazards
46 Return to Work Programs Benefit Workers,
Employers and Entire Construction Industry
thE EXpErtS
50 Safety Management: the Proxy for Organizational Success
52 When the Worst Happens
54 The Market is Down, but that Doesn’t Mean your Marketing has to be
55 Capital Investment Intentions
58 Seven Reasons Why Safety Training Doesn’t Stick
62 WHMIS after GHS
64 Index to Advertisers
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6 SASkAtchEWAn conStrUctIon ASSocIAtIon
Mark Cooper, President & CEO,Saskatchewan Construction Association
prESIdEnt’S MESSAgE
This summer, the SCA has been
active in getting out to meet with our
members one-on-one in their places
of business. We’ve met members
from all across the province. By the
end of September, we’ll be closing
in on meeting with 130 of our full
members – that’s about one-tenth
of all of our full members. These
meetings have been highly valuable to
our association, and hopefully useful
for the members as well. If we haven’t
gotten to you yet, fear not: we are
coming!
The feedback we’re receiving from
members during these meetings
is being used to evaluate the work
the SCA is doing and to consider
areas where we should be more,
or less, active. We’re also sharing
that information with the other
associations in our network, so that
your local associations can work
with us in order to serve you better.
Our mission statement is that the
SCA is here to create extraordinary
value for members, and the more
we understand about you, the work
you do, and the opportunities and
challenges you face, the better we can
do that.
The SCA board is also taking time
to evaluate the strategic direction of
your association. The board will be
doing this through a retreat in late
September. In the coming weeks and
months, stay tuned as the SCA rolls
out a revised strategic plan. This plan
will ensure that over the next few
years, in particular, the SCA is moving
in the direction its members – you,
our readers – want and need.
At the time of writing this column,
I do not know what the revised
strategic plan for the SCA will
include, or what it will exclude.
What I do know however, is what
will be at its centre – and that’s our
members. Thank you for helping us
to understand you and your business
better. I’m confident you will see
your feedback reflected in the future
direction of your association.
Enjoy this issue of We Build. It’s
our annual Safety issue, where we
focus on timely topics within the
safety field. In addition, with the
federal election well underway, this
issue includes a feature spotlight on
the 2015 federal election. See page
26 for more details on what the
construction industry can expect from
the outcomes of the election. Other
features in this issue include a story
on how to prepare for winter weather
(page 40), the challenges that come
with managing environmental safety
risks (page 33), and the important
benefits of having an effective injury
management program for your
company (page 46).
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2015 BOARD OF DIRECTORS
DAVE KANCIRUK LAIRD RITCHIE
COREY HUNCHAKChair
COREY RICHTER
TYLER POCHYNUK
JASON DUKEVice-Chair
JAN MCLELLAN FOLK
ALLAN WEBB
SAM SHAWPast Chair
SEAN HAMELIN
JUSTIN HOYES
ROB ISTACE
JANIS DUBREUIL
RON SMITH
8 SASkAtchEWAn conStrUctIon ASSocIAtIon
2015 BOARD OF DIRECTORS
DAVE KANCIRUK LAIRD RITCHIE
COREY HUNCHAKChair
COREY RICHTER
TYLER POCHYNUK
JASON DUKEVice-Chair
JAN MCLELLAN FOLK
ALLAN WEBB
SAM SHAWPast Chair
SEAN HAMELIN
JUSTIN HOYES
ROB ISTACE
JANIS DUBREUIL
RON SMITH
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10 SASkAtchEWAn conStrUctIon ASSocIAtIon
Industrynews
An UpdAtE on
ScA’s AdvocAcy WorkMark Cooper, President & CEO, Saskatchewan Construction Association
In every issue of We Build, I like to give an update of
the advocacy work the SCA is doing on behalf of the
construction industry. In this issue, I will provide a quick
update on two major files we’re working on – procurement
improvement and Workers’ Compensation Board. However,
I’d also like to take some time and discuss some potential
advocacy issues that are emerging as a result of the one-on-
one member meetings that the SCA has been holding with
members over the summer. Specifically, I want to talk about
payment issues, the need for greater investment in project
planning and design, and addressing ethical and quality
control issues within the industry.
procurement Improvement
A big focus of our industry in 2015 has been working to
improve the procurement practices of public entities in
Saskatchewan. Whether we’re talking about provincial
ministries, crown corporations, health regions, school
boards, or municipalities, there are all kinds of ways in
which existing procurement practices can be enhanced.
We’ve been focused on a strategy that involves two key
approaches: engagement and education. Both approaches
are producing results, but like most things involving the
government, progress is slow. In this update I want to talk
about the harmonization project we’ve engaged in with
government and the work of Priority Saskatchewan.
The SCA, along with a coalition of industry and government
partners, contracted with KPMG to complete an analysis
of how the provincial government (ministries and crowns)
could harmonize its procurement policies, procedures, and
documents across the entire government. This work took
several months and an engaged partnership between the
private sector and government. In the end, we got a great
report that outlines how all of this transformative work can
be accomplished in less than two years. It’s a reasonable
plan, rooted in commonly held principles, and is focused on
achieving outcomes that are a win for both government and
for industry.
While the plan was developed directly in partnership
between industry and government, the government has
been slow to endorse and adopt the recommendations of
the report. This is disheartening. The SCA will continue
to encourage government to embrace this work and move
forward.
At the same time, the Priority Saskatchewan initiative
in government has been moving forward. You may
recall that Priority Saskatchewan was set up to ensure
that Saskatchewan-based companies had fair access to
procurement opportunities in Saskatchewan. To accomplish
this goal, the provincial Cabinet approved 13 action items
for Priority Saskatchewan to achieve. At the time of
announcing the action plan, the provincial government had
the strong support of all industry groups. Since that time,
industry support has begun to erode as industry groups,
including the SCA, have felt left out of the development
phase of the action items work. However, all industry
groups agree that the work of Priority Saskatchewan is of
vital importance, and we are all committed to working with
the government, in partnership, to ensure success.
Recently the SCA and other cross-industry partners
wrote to Minister Gordon Wyant, who is responsible for
Priority Saskatchewan, asking him to ensure that industry
is represented on the 13 action items assembled within
government (see page 14) to move them forward. At the
time of writing this column, a response had not yet been
received from the Minister. The SCA, and our partners,
will continue to advocate for a real partnership between
government and the private sector in transforming
procurement policy.
WE BUILd - FALL 2015 - SAFEty 11
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12 SASkAtchEWAn conStrUctIon ASSocIAtIon
Industrynews
Workers’ compensation Board
Making changes at WCB to ensure a culture that treats
employers like partners in workplace safety, as opposed
to being treated as the bad guy, is an important goal of
the SCA. So far in 2015, we’ve seen some progress in this
direction, and there is still a lot of work ahead.
This summer, Minister Don Morgan, chose to let the term
of long-term WCB employer representative Karen Smith
expire. Karen served on the WCB board as the employer
representative for many years. We are grateful to her for
her service during her time in that role.
The new WCB employer representative is Larry Flowers.
Larry has an HR background with lots of experience
working in the mining and manufacturing sectors. He
will serve as the new voice of employers at the WCB. We
wish Larry all of the best in his new position and will work
with him closely to ensure the interests of employers are
advanced.
The WCB Committee of Review has started meeting now
and should have its report finished prior to the completion
of the provincial election next April. The Committee
is mandated to review all aspects of WCB and make
recommendations for improvement. The Committee will
be holding public hearings in October and November. I’d
like to encourage all construction companies to consider
attending these public hearings and express your
concerns and thoughts on WCB. The more voices that the
Committee hears, the better.
This summer, the SCA and our cross-industry partners
achieved a strong victory for employers when WCB
chose to release all of the $141 million in surplus funds to
employers, rather than just half, as originally intended.
This should mean that SCA members will receive an
average payment (in the form of a cheque or credit) of at
least $4,500. This is a direct result of the lobbying work
being done by the SCA and our many partners, not only on
this issue, but also more generally in encouraging WCB to
consult more broadly.
Based on the work done to date, and the work planned in
the coming months, I’m optimistic that we’re about two
years away from seeing considerable change at WCB. By
that time, we’ll probably have a new WCB board structure,
new board members, and the recommendations from the
Committee will be implemented or underway. The SCA
will continue to keep the pressure on this organization to
reform and build stronger partnerships with those who
pay the bills – the employers.
Member Meeting Issues
In the last few months, staff here at the SCA have been
out meeting one-on-one with our members to talk about
the opportunities and challenges faced by Saskatchewan’s
construction companies. While the feedback is diverse and
varied, some common themes are beginning to emerge.
While I’m not sharing all of those here in this column, I do
want to touch on three topics that appear to be on the mind
of our member companies.
We are hearing more companies, including suppliers,
trade contractors, and general contractors, raise concerns
about prompt payment. This issue is being raised in a little
more than half of our meetings with members, and most
respondents are saying that this issue has gotten worse
in the last year, not better. At the core of this issue is the
challenge that companies face in financing work over
periods of time without getting paid. This issue appears to
be consistent throughout the construction value chain.
To address this issue, the SCA’s Advisory Council has
launched a committee to explore the issue and look at
what has been done in other provinces. The goal is for
the Council to be able to implement a plan of action that
will begin to address the payment issues being faced by
members. The committee is scheduled to report to the
Council at its next meeting on October 1, 2015.
Members have also expressed concern about both the
quality of construction documents and the need to enhance
communication between all partners on a project. Both of
these concerns have a common solution – understanding
that an investment in proactivity and prevention will
almost always produce a better return than waiting until
a problem happens. Whether we’re talking about flooring
companies expressing concerns with the proper sequencing
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Advocacy Update
WE BUILd - FALL 2015 - SAFEty 13
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Industrynews
of work, or audio-visual companies wanting to be better
engaged in the front-end of project design, or general
contractors having to plan projects with drawings that are
inadequate for the task, everything can be improved with
better communication, and more time and money spent in
the earlier phases of a project.
To address this concern of members, the Advisory Council
will be working with all of the partners around the Council
table to come up with specific plans to encourage greater
owner investment in the earlier stages of projects. Also,
the SCA will be looking for ways to support enhanced
communication between companies. Stay tuned for more
details in the coming months.
Saskatchewan used to be a place where relationships were
the most important commodity when doing business,
especially in the construction business. This is less true
today than in past years, and it is largely because of
the significant increase in the number of companies
competing in the construction market. One of the perceived
consequences of this change has been a decline in the extent
to which ethical behaviour is the norm in the construction
market. Whether this involves delayed payments,
dishonest bidding, bid shopping, contract manipulation,
or questionable labour practices, the perceived increase in
unethical behaviour amongst some contractors puts the
reputation of the entire industry at risk.
Part of the SCA’s mission is to attract investors to
Saskatchewan and expand business opportunities for our
members. This means your association must be vigilant
against unethical behavior in our industry. Today, there
really isn’t a mechanism for this association, or any
association, to do that consistently. In the coming months,
we’ll be discussing how the SCA can assist your company
in ensuring that all Saskatchewan construction companies
are held in the highest esteem possible. If you have any
suggestions or thoughts on this topic, or any discussed
herein, I’d love to hear from you. You can reach me by email
at president@scaonline.ca or by phone at 306-525-0171.
priority Saskatchewan’s 13-point Action plan to Improve provincial procurement
1. New employee procurement code of conduct
2. Consistent application of best value as the basis of government procurement
3. Vendor performance evaluation
4. Multi-staged and outcomes-based procurement
5. Crown Corporations to maximize all opportunities available within the Agreement on Internal Trade (AIT)
6. Address the knowledge gap
7. Collaborative capital forecasting
8. Enhance the SaskTenders portal
9. Common Procurement Templates
10. A formal debrief process
11. Corporate Citizenship in procurement
12. Conflict of interest for former government employees
13. Define “Saskatchewan business”
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16 SASkAtchEWAn conStrUctIon ASSocIAtIon
Industrynews
MEMBEr SErvIcES UpdAtESee You Soon! By Kristin Wagman, Manager of Member Services
The primary focus of this association is meeting our
members’ needs and providing the best possible value we
can. What better way to find out exactly what those needs
are than by hearing them directly from each member. The
SCA team is stepping out from behind our desks and coming
to you – we want to see and learn about your business, your
priorities, and find out what we can do to help you succeed.
Mark Cooper, SCA President, and the SCA management
team have been out meeting with members at their
offices and job sites since June. With over 120 meetings
scheduled to be completed by the end of August, we still
have many, many more to go, but the feedback has already
been invaluable. We love hearing about the story of your
company, the challenges you face in the industry, and your
opportunities for the future. We will be using that feedback
to identify trends and common issues and opportunities,
and working toward providing solutions.
I have personally met with several amazing members who
work in landscaping, plumbing and HVAC, lumber, elevator,
steel, general contracting, roofing, interior finishes, security,
flooring, and masonry – so many different companies with
different perspectives. It is truly invigorating to hear stories,
ideas, and views directly from the people our association is
here to serve. It is great to be able to either show members
ways we can assist them or to hear new ideas for services
that would be advantageous for their business. By acting
on your feedback, we will become the association that our
members expect to deliver on our mission of providing
extraordinary value.
If we haven’t contacted you yet, and you want us to come
and visit you, please contact the office at 306-525-0171. We
look forward to seeing you.
Upcoming Events
Annual General Meeting (November 24)
The 2015 SCA Annual General Meeting will be held jointly
with the Saskatoon Construction Association on November
24, 2015, at Prairieland Park in Saskatoon. Starting at 11:30
a.m. with a buffet lunch, both associations will have their
AGM and attendees will be treated to a guest speaker. More
details, and registration information will be sent to our
members soon.
As always, we welcome your feedback on any of the activities
we do, so please feel free to contact me, or any member of the
SCA team, at 306-525-0171.
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2015 Joint Annual General Meeting for the Saskatoon Construction Association
and the Saskatchewan Construction Association
November 24, 2015Hall A, Prairieland Park, Saskatoon
11:30 a.m. until 1:00 p.m. Lunch begins at 11:30
Registration forms available on www.saskatooncaonline.ca or by calling the Saskatoon CA at 306-653-1771 or the SCA at 306-525-0171
Saskatoon CA members receive one complimentary ticket; additional tickets are $40 each
18 SASkAtchEWAn conStrUctIon ASSocIAtIon
Industrynews
Staff at the SCA’s Industry Workforce Development (IWD) are
gearing up to offer another year of programming designed to
attract youth to careers in the construction trades. Now in its
sixth year, the Summer Employment program is one of the
most successful initiatives, providing newly graduated high
school students with the opportunity to explore a variety of
trades in a workplace environment. Ideally, this direct-entry
opportunity into the trades turns into full-time employment,
with students continuing their training and moving through
the ranks of an organization as they perfect their skills.
“The biggest roadblock for new graduates is getting that first
job with no experience,” says Doug Folk, Career Coach for IWD.
“The Summer Employment program is a good start. Students
may realize that university is not for them; they have the
academic capabilities, but not the interest. The best avenue is to
get hired and gain some experience, then employers can send
those employees on to trade school. The end goal is to have
participating companies keep these students and employ them
full-time.”
The Summer Employment program is offered by the SCA
in the Regina and Moose Jaw area, while the Saskatoon
District Education Council, in partnership with the Saskatoon
Construction Association, and the Saskatchewan Rivers School
Division, in partnership with the Prince Albert Construction
Association, administer the program in their respective regions.
In the first five years of the SCA-led program, a total of 89
students have participated. Of those students, 73 have accepted
the offer of full-time employment after their internships were
complete, an impressive 82 per cent success rate.
Throughout the year, IWD staff raises awareness about the
Summer Employment program at school presentations, job
fairs and other IWD initiatives, including Careers Spotlights,
Try a Trades and Career Snapshot events. Interested students
are encouraged to fill out an application and submit a résumé.
Shortlisted students are then invited to an interview, which
Summer Employment Program Creates Opportunities for High School GradsBy Lisa Fattori, DEL Staff Writer
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is an important part of the screening
process in selecting the best candidates.
“We receive about 60 to 65 applications
and accept 20 students into the
program,” Folk says. “Those who don’t
make it for the Summer Employment
program may be more suitable for
another opportunity, such as the Skills
Link program. As well, we sit on many
industry training boards and work
with other associations throughout
the province. We provide industry
intelligence about what’s needed and
where the jobs are so that there are jobs
at the end of the training. Some of the
youth will be captured and referred to
those programs.”
Selected students of the Summer
Employment program undergo
one week of in-class training,
which includes an introduction to
construction, where participants learn
about the aptitudes and skills required
for a career in the trades. They also
learn interviewing skills, receive safety
training and complete the Test of
Workplace Essential Skills (TOWES).
Students select a trade of choice and are
then matched with the most suitable
company, where they complete a
five-week internship, gaining valuable
hands-on experience on a construction
work site.
As with other programs that cater to
entry level employment, IWD staff
counsel participants, helping them to
zero in on a trade that is the best fit with
their goals and abilities. “One of the
exciting things about the trades is the
changing work environment,” Folk says.
Many students enjoy working outside
and on jobsites that are constantly
changing. Some students may prefer
more of a repetitive, manufacturing
environment, and that’s also available.
Someone may think about becoming
a glazier but is afraid of heights. These
are the questions we ask to help youth
select a trade. If they get hired and quit
after two weeks, it costs everyone, from
the program’s staff to employers and HR
specialists. It’s important that students
make good decisions so that when they
go through the program, they have an
increased chance of success.”
New to Regina, Peter Kuxhaus recently
graduated from Dalmeny High
School and was hired by Westridge
Construction Ltd. as a labourer. As a
member of the Regina Thunder Football
Club, Kuxhaus heard about the SCA’s
Summer Employment program from
teammates who had gone through
the program and secured full-time
employment. He conveniently lives
right beside the construction site
where he is working – a new condo
development – and has to walk just
meters to get to work. For this particular
project, the work days are 7 a.m. to 3
p.m., which accommodates Kuxhaus’
football practice schedule.
“I never took shop in high school, but
last summer I worked in construction,”
says Kuxhaus. “I’m learning most of
the basics, such as how to use tools,
and I plan on staying after my summer
internship is finished. I’m really liking it
and would like to get my journeyman’s
ticket for carpentry.”
Westridge Construction is an active
participant in the Summer Employment
program, hiring one to three grads per
year. As a commercial and industrial
construction firm, the company offers
summer interns the opportunity to see,
firsthand, all facets of construction.
Westridge frequently draws from the
from the SCA’s Summer Employment
program to fill entry-level positions for
general labourers.
“Those we’ve hired in the past have
moved on to other options, but it’s
fine that their time with us has been
20 SASkAtchEWAn conStrUctIon ASSocIAtIon
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22 SASkAtchEWAn conStrUctIon ASSocIAtIon
Industrynews Industry Workforce development Update
a stepping stone to their careers,” says
Gerry Kelemen, Resources Manager at
Westridge Construction Ltd. “The SCA
does a great job screening applicants
and providing safety training.
Otherwise, I’d have to invest in the
training, day’s wages and so on. We’ve
had great success with no attendance
issues or terminations. The students
who come to us have keen interest.”
“Labourer is a trade in itself. We have
four levels of skilled labour, so the skill
set changes, which makes the jobs
more interesting. At the one year mark,
employees are evaluated and, if their
performance is impressive and they
have an interest in carpentry, they
are indentured as apprentices in the
carpentry program.”
In the next year, IWD is looking to
expand current programs, which
includes increasing the number
of Career Spotlight events from
one to four. Career Spotlights are
commercial construction site tours
for high school students. Staff is also
interested in extending the external
wall construction pilot program to
other school districts. This initiative
had grade 7 and 8 students in Moose
Jaw construct the exterior walls of a
structure from a kit of pre-cut wood.
The exercise introduces students to
working with their hands and helps
them to consider registering for shop
classes in high school. Plans are also
being made to offer four Construction
Career Snapshot events, a new program
that gives high school students the
opportunity to try a variety of trades in
a one-day workshop.
“Ten years ago, the only way into the
construction industry was a direct
entry job with no training or safety,
or one year of pre-employment at
Saskatchewan Polytechnic,” Folk says.
“One of the inhibitors to growth in the
construction industry was going to be
the availability of a skilled workforce,
so these programs were put in place to
prepare and encourage youth to seek
a career in the construction industry.
Employers and the whole construction
infrastructure benefit by taking on
these students and providing a great
mentoring environment where they
can succeed.”
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24 SASkAtchEWAn conStrUctIon ASSocIAtIon
Industrynews
It is important in any workplace to
have a comprehensive alcohol and
drug policy in place. This article
focuses on the reintegration section
of the Alcohol and Drug Policy,
developed by the Construction
Opportunities Development Council
Inc. (CODC), a company that strives
to enhance training, skills, and
safety standards in the construction
industry.
In section 6.0 of this policy, the rule
includes that an employee must not:
• Use, possess or sell alcohol or drugs
on company grounds;
• Report to work with alcohol or drug
levels over an outlined limit;
• Refuse to be tested for alcohol or
drugs; and
• Abuse prescription or non-
prescription drugs in a manner that
does not comply with a physician’s
direction, or fail to disclose unsafe
side effects to a supervisor.
Impairment of any variety is
incredibly dangerous in the
construction industry. A company
policy is necessary because it involves
those who work in the highest of
high-hazard work, as indicated
in Table 8 of the Saskatchewan
Occupational Health and Safety
Regulations, 2007.1
For example, an incident involving
intoxicated workers who did not
wear proper safety harnesses at a
Metron Construction Corp site in
2009 resulted in the death of four
employees, all of whom had recently
smoked marijuana as discussed on
page 52 in this magazine.2
What happens with a person with
substance issues going forward? Do
you dismiss the worker or work with
them to get them assistance? Collin
Pullar, President of the Saskatchewan
Construction Safety Association,
explains that steps have been taken
to get an employee the help that they
need so that they can safely re-enter
the work environment. Healthy living
equates to productive workers, and
Pullar states, “I think this is a good
framework” because an employee
who seeks help can be honest with
themselves. Co-workers can also work
with greater confidence knowing that
they are not at an increased risk for
injury either. “Ultimately, it’s about
keeping the whole team productive,
keeping the project moving, and
ensuring that everyone on site goes
home in the same shape that they
came.”
A policy can help employers to
approach the subject of alcohol and
drug detection safely and respectfully.
CODC’s policy includes the use of
third-party administrators to oversee
alcohol and drug testing, confidential
letters of test results, and respect for
the employee’s privacy on a need-to-
know basis only.
One of the purposes of the CODC
policy explicitly states “to provide
assistance and recovery programs
for Employees affected by Alcohol or
Drugs” which provides an opportunity
for the employee to return to work.
The CODC policy encourages
employees to ask for help, if needed,
from substance abuse experts. The
employee may be protected from
disciplinary action if he or she
voluntarily requests assistance, with
some exceptions, such as failure to
comply with the alcohol and drug
work rule. In this case, Section 8.1.2
offers steps for the employee who
feels that they cannot comply with
the alcohol and drug work rule. They
can contact the administrator of an
employee family assistance program
directly, or through a friend, family
member, supervisor or coworker.
In recognition of this, the foreman,
supervisor, or manager in charge must
respond to the request by providing
program information and ensuring
the employee’s compliance with the
program. Only in the employee’s
failure to complete the program may
the employer terminate his or her
position.
A policy by no means protects
unlawful activity, and there should
be consequences in place just as
there should be help. It is not a free
pass, but rather an opportunity to
overcome an issue. Indeed, Section
10.1 of the CODC policy states that a
company may “discipline, or terminate
for cause, the employment of an
employee who fails to comply with
the alcohol and drug work rule. The
appropriate consequences [depend]
on the facts of the case, including the
rEIntEgrAtIon Into thE WorkpLAcE:A Review of the CODC’s Alcohol and Drug PolicyBy Megan Jane, Coordinator, Saskatchewan Construction Association
WE BUILd - FALL 2015 - SAFEty 25
Industrynews
nature of the violation, the existence
of prior violations, the response to
prior corrective programs, and the
seriousness of the violation.” Anyone
can fall into difficult situations
sometimes, and it is how a person
chooses to handle them that can
make the difference to their value as a
contributor in the workforce.
Alcohol and prescribed or non-
prescribed drug usage can have a
negative effect on an employee’s
reflexes and judgment. In an industry
where reaction time can make the
difference in a person’s physical
safety, possible impairment must be
reported. While it is not required by
law that companies follow the CODC
policy specifically, many use this, as
the unions are already on board with
it. Having a support system in place
that quietly and respectfully deals
with the problem, as well as offering
help to the employee, can help to build
a stronger relationship and loyalty to
the company.
For more information, or to download
a pdf of the Alcohol and Drug Policy
and Procedures, visit the Construction
Opportunities Development Council Inc.
website: www.codc.ca.
Contact the Family Services Employee
Assistance Program at 1-866-757-6620.
Sources:
Construction Opportunities
Development Council Inc., “Alcohol
& Drug Policy & Procedures” August
2013. PDF file.
1. Government of Saskatchewan, “The
Occupational Health and Safety
Regulations, 1996” (Amended),
March 2007. PDF file.
2. Sawatzky, Murray R., “When the
Worst Happens”, July 17, 2015. PDF
file.
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26 SASkAtchEWAn conStrUctIon ASSocIAtIon
On October 19, 2015, Canadians return to the polls to make
their votes count in the next federal election. A lot has
changed since the last election in 2011, especially with
issues relating to the construction industry in particular.
Although the election may be top-of-mind for Canadians
across all industry sectors, it may prove particularly
relevant for the Canadian construction industry.
Leading the charge
The Canadian Construction Association (CCA) has taken
the lead in providing insight into the upcoming election –
identifying key issues and interviewing the four national
candidates. The three key issues identified include:
• infrastructure and prosperity;
• education and labour force development; and
• taxation, environment and productivity.
CCA President Michael Atkinson took the time to sit down
and speak to the four national candidates: Prime Minister
Stephen Harper of the Conservative Party of Canada;
Thomas Muclair, Leader of the New Democratic Party of
Canada; Justin Trudeau, Leader of the Liberal Party of
Canada; and Elizabeth May, Leader of the Green Party of
Canada.
“All have indicated their agreement with the importance
of ensuring that Canada’s public infrastructure supports
or assists the Canadian economy rather than being a
hindrance,” says Atkinson. “Likewise, all have recognized
the importance of education and training to labour market
development and growth. They may differ on the tools and
what is needed to achieve those objectives but seek the
same results.”
Detailed information on the major issues, along with a
transcript of the actual interviews, is available on the
CCA election campaign web site (www.cca-acc.com/en/
information/election-2015).
In the meantime, here is a short synopsis of the 2015 federal
election issues – as identified by the CCA.
Issues at hand
Infrastructure and Prosperity
At the top of the list for every construction company in
Canada in this upcoming election is infrastructure and
prosperity. According to the CCA, it is critical that parties
“make a clear, substantial and sustained commitment to
infrastructure investment” in order to support the efficient
X MArkS thE Spot: to thE poLLS WE goBy Melanie Franner, DEL Staff Writer
SpotLIght on – Federal Election
Executive SummaryThe federal election is fast approaching, and it’s promising
to put the spotlight on many issues that are of particular
relevance to the construction industry. Read about the big
issues of the industry and where the four national party
leaders stand in respect to each of them. From broader
issues affecting the national industry to provincial ones
specific to Saskatchewan, the issues are current, relevant
and noteworthy. Stay up to date via a website created solely
for the upcoming federal election – and better yet, get the
information you need to make your vote count.
WE BUILd - FALL 2015 - SAFEty 27
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28 SASkAtchEWAn conStrUctIon ASSocIAtIon
transportation of goods and services – which is vital to the
growth and prosperity of our country.
In a September 2014 article entitled “Canada’s
Competitiveness Performance: Billowing in the Winds of
Change”, the Conference Board of Canada points out that
Canada’s performance in the World Economic Forum’s
global competitiveness rankings continues to decline. It
ranked 15th on the Global Competitiveness Index (GCI),
down one position from the year before.
Daniel Muzyka, President and Chief Executive Officer
of the Conference Board of Canada, is quoted as saying,
“Canada must improve its overall competitiveness
performance so that we can sustain our high quality of life
and create opportunities for future generations. Failure to
do so will put pressure on our standard of living and the
things that we, as Canadians, cherish, including our health
care, education, and social security systems.”
The article goes on to cite infrastructure (one of the pillars
of the GCI score) as “an emerging weakness”, stating that
Canada saw the largest decrease on its GCI score in 2014 on
the infrastructure pillar – falling from 12th to 15th place.
“Canada’s score dropped on seven out of nine indicators
related to infrastructure, including quality of overall
infrastructure (from 15th to 19th), quality of our roads (from
19th to 23rd), quality of our railroad infrastructure (from
16th to 18th), and the quality of our port infrastructure
(from 20th to 21st),” stated the authors.
A September 2013 Canadian Chamber of Commerce report
states that Canada’s “lack of infrastructure is preventing
Canadians from maximizing their potential benefits in
energy markets”. It goes on to suggest that Canadians are
losing $50 million a day as a result.
Education and Labour Force Development
According to the CCA, capital construction and repair
expenditures across all sectors of the economy in 2013
totaled $291 billion, with the construction sector accounting
for seven per cent of Canada’s total gross domestic product.
The CCA states that this makes Canada’s construction
industry the fifth largest in the world.
“As predictions indicate that demand for construction
services will continue to grow over the next 15 years, labour
force training is now and will remain a significant human
resource challenge for the construction industry,” states the
CCA.
In its 2014-2023 Construction and Maintenance Looking
Forward National Summary, BuildForce suggests that the
Canadian construction industry needs to recruit a total
300,000 new workers to meet construction demands. The
national, industry-led organization further predicts a loss of
almost one-quarter of the current construction workforce
by 2021 due to retirement alone.
“Solutions will require a combination of measures to
promote enhanced domestic training, and faster and
timelier recruitment of skilled immigrants from abroad,”
states the CCA, which goes on to recommend the following:
• Apprenticeship Support;
• Apprenticeship Harmonization;
• Canada Job Grants;
• Labour Mobility Support; and
• Increase the Provincial Nominee Program.
Taxation, Environment and Productivity
The CCA would like to see an accelerated capital cost
allowance for the type of off-road mobile equipment and
assets used in the construction process. It cites the 50 per
cent accelerated capital cost allowance being proposed for
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WE BUILd - FALL 2015 - SAFEty 29
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30 SASkAtchEWAn conStrUctIon ASSocIAtIon
machinery and equipment in the
Economic Action Plan 2015 as being a
good example of enabling companies
to recover the cost of their capital
assets more quickly.
A similar plan, according to the CCA,
should be put in place for off-road
mobile equipment and assets used
in the construction process. Much of
this equipment, it adds, uses dated
technology that may pose long-term
health risks to its workers.
The International Agency for
Research on Cancer (which is part
of the World Health Organization)
classified diesel engine exhaust as
carcinogenic to humans (Group 1) in
2012, determining that exposure to
diesel exhaust emissions increases
the risk for lung cancer and possibly
bladder cancer.
New technology is currently
available, specifically in the form of
Tier IV engines – which use very
sophisticated pollution-control
systems. This new technology has
been shown to improve productivity,
significantly reduce exhaust
emissions and provide for a better
job site environment. As such,
CCA is advocating for an enhanced
depreciation for these types of newer
vehicles, specifically those that use
Tier IV engines.
“Enhancing the depreciation rate
for these mobile assets is one way
to incentivize construction firms to
retire older equipment in favour of
new, cleaner and more productive
assets,” notes the CCA.
All In a day’s Work
According to Atkinson, the upcoming
federal election provides the
perfect platform for government to
address the needs of the Canadian
construction industry.
“The timing of the election is
significant for the construction
industry, given the uncertainty that is
somewhat pervasive in the economy
generally, as well as the growing
need for Canada to address its aging
and under-funded infrastructure
needs – both public and private,” says
Atkinson. “Canada’s economy is built
on trade, and yet much of our trade-
enabling infrastructure is well beyond
its useful life or is wholly inadequate
to support the tremendous trade
opportunities available to Canada.”
Atkinson goes on to say that because
many of the concerns of the Canadian
construction industry are shared by
other segments of Canadian industry
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WE BUILd - FALL 2015 - SAFEty 31
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and business, the federal election
promises to bring to the fore the big
issues of the day – those that will
directly impact the future growth
and prosperity of the Canadian
construction industry.
“Neglected or inadequate
infrastructure is a barrier to economic
growth and productivity in all
segments of Canada’s economy,”
he says. “Likewise, the availability
of (or more accurately the lack of)
experienced, skilled workers is a
common constraint to economic
prosperity and growth in all sectors of
Canada’s economy. As a result, both
of the foregoing themes or needs will
likely remain a priority for whichever
federal party forms the next federal
government and hence, will remain a
major focus of the campaign.”
These big issues of the day are just
as relevant for the Saskatchewan
construction industry, as are others of
a lesser degree.
“Saskatchewan has an economy that
is heavily dependent on exports,”
says Mark Cooper, Saskatchewan
Construction Association (SCA)
President. According to the
Government of Saskatchewan,
the province exported more
than $35 billion in products in
2014. “Approximately 70 per
cent of everything we produce in
Saskatchewan gets shipped outside of
our borders. Therefore, the ability to
move goods to market is fundamental
to our growth. We must have a
strong and efficient multi-modal
transportation network running
north, south, east and west.”
Cooper goes on to emphasize that
any party vying to be the federal
government should not only recognize
the need for a national transportation
and infrastructure strategy but
32 SASkAtchEWAn conStrUctIon ASSocIAtIon
should also cede some control of that
strategy to the provinces and local
governments.
“I think there needs to be room for the
provincial or municipal governments
to have a say in how best the
investment should be managed at a
local level,” he continues. “Whoever
forms government federally after
the next election should be looking
to minimize the bureaucracy of
infrastructure programs and give up
some control.”
Cooper cites the federal Gas Tax
Fund (GTF) as a prime example of
an approach that has worked well.
The GTF provides stable funding for
Canadian municipalities to use for
local public infrastructure – creating
jobs in the process. Infrastructure
Canada reports that over $13 billion
has been invested to date as a result
of this fund, with another $22 billion
expected to be available over the next
decade.
Other issues on the SCA’s federal
election “wish list” include a national
commitment to harmonize the
apprenticeship system across Canada;
continued support for a robust and
simplified immigration process for
skilled workers; and incentives to
encourage unemployed construction
workers in one province to seek out
available work in other provinces.
“When it comes to immigration and
skilled workers, the federal parties
need to commit to recognizing that
the needs of one province may
be different from another,” says
Cooper. “These differences need to
be addressed in any policy. Likewise,
I’d like to see government tackle the
issue of encouraging unemployed
construction workers to pursue work,
where available, in other regions in
the country.”
Make your vote count
As mentioned, the CCA has taken
the lead in providing insight into the
upcoming election. It has created a
dedicated website (www.cca-acc.com/
en/information/election-2015) for just
this purpose. As a member of the SCA,
you should consider using the site as
a way to better understand how the
political leaders would address the
needs of your industry.
“CCA has created an election website
where we will be tracking the promises
made by the parties over the course
of the campaign on issues of interest
to the construction sector,” concludes
Atkinson. “We hope our members
find this a useful tool and that the
information on the site will help them
with their evaluation of the respective
platforms of the national parties.”
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WE BUILd - FALL 2015 - SAFEty 33
Feature
An important component of
workplace safety is the protection
of workers from environmental
hazards, including chemicals,
toxins and airborne particulates.
Road construction, remediation
work and renovation projects pose
unique risks in exposing workers
to harmful substances, and require
diligent education and training in
the proper handling of hazardous
materials. Ample resources, including
information about the new WHMIS
2015 are readily available to help
employers comply with regulations, so
that they can provide enhanced safety
on construction sites.
With the emphasis on high density
in major urban centres, development
of infill sites and brownfields, and
the conversion of industrial sites into
mixed-use neighbourhoods are on
the rise – projects that require careful
site preparation and remediation
work well ahead of the start of
construction. Rehabilitation projects,
such as upgrades to historic buildings,
quite often involve the safe removal
of asbestos, which was a common
material used in insulating piping
and ceiling tiles. Lead paint, as well as
mercury found in older thermostats
and the glass tubing of fluorescent
light bulbs, are other hazardous
materials that require professional
expertise in demolition projects.
“There are major public buildings,
such as hospitals, libraries and
schools that were constructed
several years ago,” says Jack Hardy,
Manager of Prevention Services
for Saskatchewan’s Workers
Compensation Board. “All of these
legacy buildings would contain
asbestos, which has to be dealt with in
any renovation project. It took more
than 30 years to learn that asbestos
was a great product that was used
badly. On the hygiene side, there are a
lot of materials that are used for many
protEctIng WorkErS FroM EnvIronMEntAL SAFEty rISkSBy Lisa Fattori, DEL Staff Writer
Executive SummaryEnvironmental hazards for both outdoor and indoor
construction sites must be mitigated in order to protect
workers from exposure to toxic substances. While asbestos,
lead and mercury have not been in use since the early
1990s, heritage buildings and those constructed pre-1990
quite often contain hazardous substances – materials that
become airborne during upgrades and renovations. Such
projects require outside expertise, by companies trained
in the safe removal and disposal of harmful materials. By
enlisting professional services, owners of buildings and
contractors can be sure that all workers involved with a
rehabilitation project are fully protected.
Enacted in 2013, Howard’s Law makes it mandatory for
all owners of public buildings in Saskatchewan to post on
a registry information about the presence of asbestos in
those buildings. Contractors scheduled to perform work
can consult the registry and take the necessary precautions
so that workers are not exposed to asbestos, well ahead
of the start of construction. While the registry doesn’t
include commercial buildings, best practices, including
the completion of an environmental impact study, provide
transparency and alert contractors to the presence of
asbestos.
Employers are also obligated to provide education and
training to workers about changes to the federal Workplace
Hazardous Materials Information System (WHMIS) 1988.
The updated WHMIS 2015 incorporates the Globally
Harmonized System of Classification and Labelling
of Chemicals (GHS) to provide new classifications and
extended information on the labels of hazardous materials.
Ample support is available to help employers transition to
the new standard. Resources include a dedicated national
portal at WHMIS.org, which has been set up to offer
information about compliance in all jurisdictions, and to
provide easy access to e-courses, seminars and fact sheets.
34 SASkAtchEWAn conStrUctIon ASSocIAtIon
Feature
years before we have the research
and scientific evidence to prove that a
material is hazardous.”
As an effective fireproofing agent
used in ceilings and to coat steel
beams, asbestos was used until the
mid-1980s. The material was popular
as insulation for hot water lines and
was also mixed in drywall compound
to make the product stick. Asbestos
is only dangerous when the fibers
become airborne, which is why
strict protocols have to be taken in
removing the material in a renovation
project. Exposure to asbestos carries
several risks, including lung cancer,
abnormalities in the lining of the chest
cavity and a compromised immune
system.
The first of its kind in Canada, the
Saskatchewan Asbestos Registry of
Public Buildings makes it mandatory
for the provincial government, crown
corporations, health regions and all
facilities used as public schools, to
provide and post information about
the presence of asbestos in those
buildings. Enacted in November
2013, Howard’s Law was so named
after Howard Willem, an advocate
for the registry, who died from a
rare form of cancer after inhaling
asbestos while working as a public
building inspector. As a result of the
registry, contractors scheduled to
perform work in such buildings can
access detailed information about the
presence of asbestos to better protect
their workers.
While the registry is optional for
owners of commercial buildings,
heightened awareness about the
dangers of asbestos has led to best
practices by the construction sector, to
mitigate potential risks. “Especially in
buildings built pre-1990, there can be
mercury, lead, asbestos, and in a lot of
cases, mold,” says Dave Kanciruk, CEO
of Associated Asbestos Abatement
in Regina. “You can’t visually tell
if a building contains asbestos, so
usually the owner of a site will have
an environmental impact study done.
I’ve noticed that in 90 per cent of our
jobs now, contractors are very aware
of products that contain asbestos and,
if an analysis hasn’t been performed,
they will get one done. A reputable
contractor will protect his workers.”
Specialized companies, such as
Associated Asbestos Abatement
have the experience and expertise
to remove hazardous materials and
dispose of them safely. Affected areas
are sealed off and put under negative
pressure so that materials don’t spread
outside of the enclosure. Trained staff
wearing hazmat gear use HEPA-
certified equipment to filter out 99.99
per cent of dust, pollen, asbestos,
mold, bacteria and airborne particles.
Material is bagged and disposed of in
designated landfill areas that require
special permits.
Current hazardous materials used
in new construction include sprayed
water seal products that can cause
respiratory problems if inhaled, as
well as solvents used in paints and
asphalt binders. Under Workplace
Hazardous Materials Information
System (WHMIS) 1988, employers
have been obligated to educate and
train workers on the hazards and safe
use of products, and they must ensure
that hazardous products are properly
labelled.
In February 2015, the Government
of Canada amended WHMIS 1988 to
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WE BUILd - FALL 2015 - SAFEty 35
Feature
incorporate the Globally Harmonized
System of Classification and Labelling
of Chemicals (GHS). The new WHMIS
2015 streamlines the labelling of
hazardous materials to ensure that
the posted information is universally
understood. Changes include new
classifications of hazardous materials
and corresponding pictograms to
display, at a glance, the hazardous
classes and categories. Material Safety
Data Sheets (MSDS), which require
a nine-section explanation of the
hazardous material are being replaced
by a 16-section Safety Data Sheet
(SDS). More detailed information,
such as proper handling and storage
of a product, and personal protection
requirements, will ensure the safety
of those handling the hazardous
material.
“There’s been a lot of angst about
transitioning to WHMIS 2015, but the
fundamental roles and responsibilities
of employers are not really that
different,” Hardy says. “There has
been some expansion in the effort
to standardize labelling, which is
important, particularly in Canada
where we have a transient labour
force. The change is indicative of the
reality that we are global. Canada
exports and imports hazardous
products globally, and WHMIS
provides a clearer and better conduit
of information to the end user.
“A good chunk of the heavy lifting
is on the supplier side, where
manufacturers of products now
have to expand the information on
labelling. For example, in spraying
waterproofing, the SDS will tell you
specifically the correct mask and filter
to use, and even if a worker standing
six feet away needs to wear a mask.
WHMIS 2015 was created to have
this type of information available to
workers.”
Employers in the construction
industry are expected to educate
workers about the new hazard
pictograms, the new hazard classes,
the new labels, the meaning of all
signal words and hazard statements
and the new SDS format, including
how to locate information needed to
work safely with a product. Employers
must also provide worksite-specific
training, such as having education
materials available electronically, and
in hard copy, if a worker requests this.
A transition period, with a deadline
of May 2017, is provided to give all
parties time to switch from WHMIS
1988 to WHMIS 2015.
WHMIS.org is a dedicated website
that serves as a national portal
for all things related to WHMIS
2015. Users can find out about the
status of the transition in their own
jurisdictions, as well as an extensive
offering of e-courses, seminars, fact
sheets and more. The Canadian
Centre for Occupational Health and
Safety, WorkSafe Saskatchewan, and
various provincial safety councils
and organizations also have plenty of
resources to support employers.
“People have to be sensitive to the
regulatory environment where they
are working and conduct an audit
of how their processes and training
aligns with those regulations,” Hardy
says. “I would advise people to go to
WHMIS.org. This is a national portal
with information about all provinces
and territories. Everyone can be
confident that the site offers the best
up-to-date information and courses,
most of which are available for free.
There is so much good information
to get started that it may not even be
necessary to bring in a consultant to
change an organization’s processes.”
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36 SASkAtchEWAn conStrUctIon ASSocIAtIon
Feature
We are not getting any younger – the numbers prove it.
According to statistics provided by Employment and Social
Development Canada, the median age in Canada was 39.9
years in 2011. This differs significantly from the 1971 figure
of 26.2 years. And the trend is expected to continue.
Thanks to a lower birth rate, an increase in life expectancy
and the aging baby boomers, seniors now represent
Canada’s fastest-growing age group. There were an
estimated 5 million Canadians aged 65 or over in 2011. That
number is expected to double in the next 25 years to reach
10.4 million by 2036. By 2051, about one in every four
Canadians is expected to be aged 65 or older.
These sobering statistics bring to the fore the fact that this
country has, and will continue to have, an aging workforce.
And with age, comes loss of muscle mass, reduced co-
ordination, poorer eyesight – and a host of other medical
issues that increase the risk of injury on the job site.
Canada’s construction industry needs to step up and take
notice.
At risk
“In the broader context, many
gaps in the labour force in the
Saskatchewan construction
industry are being filled by
those people who were the
traditional retiree in the past,”
says Collin Pullar, President of
the Saskatchewan Construction Safety Association (SCSA).
“These are people who may have thought about retiring but
have chosen to delay it.”
In its work with industry, the SCSA delivers safety courses
and training to construction workers across all sectors.
“We’ve seen an increased awareness of the need for
protection on job sites,” continues Pullar. “Fall protection
is by far the most popular of our courses, and we’re seeing
a lot more baby boomers in these classes as a result of the
changing demographic.”
thE tIMES thEy ArE A-chAngIn’: MEEtIng thE nEEdS oF An AgIng WorkForcEBy Melanie Franner, DEL Staff Writer
Executive Summary“Freedom 55” has come and gone – at least for
many Canadians. Thanks to our country’s changing
demographics, more and more “seniors” are opting to stay
on and work well into their golden years. The good news
is that this helps maintain a highly skilled workforce –
essential for the Canadian construction industry. The bad
news is that aging workers equates to aging bodies.
There is no denying the fact that our bodies change as we
age. These changes can take the form of everything from
lower muscle mass to poorer eyesight to greater risk for
medical diseases like obesity and diabetes – all of which may
lead to greater risk on the construction site and longer time
to heal off the site.
But by modifying the ways in which people work or in the
very processes themselves, employers can reduce the risks.
Better yet, they can reap the benefits of a safe and healthy
workforce.
WE BUILd - FALL 2015 - SAFEty 37
Feature
According to Gary Clevenger,
National Director of Risk Control
– Construction Segment with CAN
Financial Corporation, there are
key differences between a younger
and an older labour force. CNA is
the eighth largest U.S. commercial
property and casualty insurance
company, with offices in the U.S., Canada, Europe and Asia.
“As a whole, the younger group of labourers don’t have
the experience of the older group,” he says. “But they are
a little better trained on safety practices. The older group
of workers came up through the ranks in a different
generation with a mentality more along the lines of ‘let’s
just get the job done.’ The younger workers also tend to
embrace the technology side of things a little quicker.”
These two different approaches may have been working
adequately on the job site until now, but as the age of
the older workforce increases, issues will start to become
more apparent. Clevenger cites many ways in which older
workers are affected by age:
• Loss of strength stemming from decreased muscle mass;
• Impaired ability to adapt to changes in light; and
• Slower mental processing and reaction time.
According to Clevenger, a 60-year-old person requires
two to three times the amount of light as a 20-year-old.
Similarly, cardiovascular capacity is reduced by 50 per cent
at the age of 70.
“Research shows that older workers are willing to change
if the proper products and tools are made available to make
the work easier for them,” says Clevenger. “Employers need
to look at how they can reduce the wear and tear on their
older workforce. For example, rebar tends to be located in
one central location on the job site, which requires workers
to carry it farther as the job progresses. An alternative
would be to have the rebar located at different stations. Or,
in the case of a major roofing project, put a port-a-potty on
the roof to make it more accessible and reduce the number
of times an older worker has to go up and down.”
There are many other suggestions for best practices aimed
at allowing older workers to stay on the job or return from
injury. The National Center for Chronic Disease Prevention
and Health Promotion cites the following: slower and more
self-paced work; more rest breaks; less repetitive tasks;
avoidance of static posture; better illumination; less glare;
and more adjustable seating.
the cost of Age
Research has shown that the number of incidents in the
construction industry don’t necessarily increase with age –
but they do prove to be more costly.
“One of the benefits of age is experience,” says Pullar. “Older
workers tend to avoid many of the mistakes made by their
younger counterparts. However, when older people get hurt,
they tend to require a longer time to heal. Often, these are
injuries that have accumulated over time. Something like a
back injury that you had in your 20s and didn’t take proper
care of may turn into a bigger issue when you get older.”
According to a 2012 study from the Center for Construction
Research and Training (CPWR), entitled “Age in Relation
to Workers’ Compensation Costs in the Construction
Industry,” older construction workers may have filed a small
percentage of the total workers’ compensation claims, but
when they did file claims, the associated costs were greater.
The study says that this is especially true for the indemnity
cost of a claim – which was reported to increase 3.5 per cent
for each year in increase in age, whereas the medical cost
increased only 1.1 per cent.
Falls, slips and trips accounted for 29 per cent of all claims
filed by workers over the age of 65, according to the study, and
resulted in a 2.5 per cent increase in the indemnity cost of a
claim for each year in increase in age. Strains, especially from
lifting, were the most common cause of injury among workers
aged 35 to 64 and resulted in a 3.8 per cent increase in the
cost of a claim for each year in increase in age. And repetitive
motion cause of injury proved to be the greatest increase in
cost with each year in age – coming in at 6.8 per cent.
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Another 2012 study from CPWR, this
one entitled “Fatal Falls among Older
Construction Workers” found that
from 2003 to 2008, approximately one-
fifth of fatal falls in the construction
industry occurred among workers
aged 55 and older. And, compared with
workers under the age of 55, deaths
among the older workers were 50 per
cent more likely to be from falls.
“Our approach is to educate the entire
workforce, to deal with root causes,”
says Pullar. “There are preventative
measures that can be taken to reduce
the risk of injury, even among older
workers. Most employers, for example,
aren’t even aware that their employees
may have issues like arthritis, diabetes
or other medical issues that tend to
intensify with age. We still have a lot
of things to learn but there are things
we could be doing now to lessen the
risk among our aging workforce.”
Pullar refers to the simple issue of
ergonomics.
“Having people stand or sit in a certain
position for a long period can irritate
the problem and initiate arthritic pain,”
he says. “Sometimes, a small adaptive
measure is all that’s needed to alleviate
the problem, like providing a small
stool the worker can put their foot on
to prevent lower back strain. We need
to be more open, flexible, and adaptive
to the needs of the older workforce.”
change is in the Air
CNA’s Clevenger points to changes
that he sees taking place in the
workplace.
“I think there are a lot more health and
wellness programs being introduced
today by construction companies,” he
says. “There’s a greater percentage of
employers who are aware of the issue.
Still, it’s one thing to be aware and
another to actually do something about
it.”
Clevenger cites the United Kingdom,
which he suggests is about 10 years
ahead of North America on this issue.
“If our average age in North America is
45 to 50, the U.K.’s average is 55 to 65,”
he says. “They are experiencing this
trend to a greater degree than we are.
And fortunately, some of the changes
they are making are already starting to
filter down to us.”
According to Clevenger, these changes
are occurring across the whole
spectrum of the industry but are more
evident in the mechanical trades, such
as fabrication.
“Rather than have someone fabricate a
piece of duct work on the job site, we’re
seeing that fabrication take place in the
shop, in a more controlled and safer
environment,” he says. “Not only are
you saving the worker from the wear
and tear of having to bend and work
on his knees, but you’re also working
more efficiently in the process.”
re-thinking the Accepted
Although the research may still be
ongoing, the writing is already on
the wall. The Canadian construction
industry has an aging workforce and
it’s not going to change any time soon.
Adaptation is the only way forward.
“It is going to come down to changing
work flow and process flow, about
changing how the project is being
built,” says Clevenger, “from the way
the materials are laid out to the use
of any mechanical means possible to
reduce wear and tear. There will be
some investment needed, some capital
investment, but it will be more about
re-thinking the process.”
Clevenger adds that by changing how
processes are done today, employers
will get the added benefit of preparing
themselves for the time when the older
employees actually do retire.
“When the older people eventually
leave the trades, the added mechanical
and fabrication processes will help
offset the loss of skill sets,” he says.
“Processes like pre-fabrication will
eliminate the need to fabricate on
the job site. The introduction of new
mechanical processes will help offset
the loss of human capital.”
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40 SASkAtchEWAn conStrUctIon ASSocIAtIon
Feature
Although winter often produces
mixed feelings in most of us – gone
are the dog days of summer – it
also brings with it some feelings of
trepidation and concern for many
in the construction industry. This
is the season that typically results
in increased risks on construction
sites. From snowstorms to freezing
temperatures to equipment
malfunctions, the winter months
can play havoc on any site. But there
are ways to avoid these hazards. A
little bit of preventative action can
go a long way to reducing risk – and
keeping workers safe.
A view From Above
The Saskatchewan construction
industry recorded the second-highest
number of any other sector of
accepted time-loss injuries from 2011
to 2013, beaten only by the province’s
health and social services industry
– according to the Association of
Workers’ Compensation Boards of
Canada. The numbers show that there
were 1,393 such incidents in 2011,
1,244 in 2012 and 1,311 in 2013.
Unfortunately, when it comes to
number of fatalities during this same
period, the province’s construction
industry scored the lowest. The
one fatality recorded in 2011 was
overshadowed by the 17 recorded
in 2012 and the 10 recorded in
2013 – by far, the highest number of
fatalities of any other sector in the
province. (Note: the numbers include
commercial and heavy construction.)
Although winter may not be the
number-one season when most
construction incidents occur –
peak injury time seems to be the
summer months and Q3 according
to the Saskatchewan Workers’
Compensation Board 2010 to 2014
– the significant exception is with
“falls”. In this case, statistics show the
number of claims rising in the winter
months and tailing off considerably
in the summer. The major cause of
falls also changes between summer
and winter – from summer incidents
like falling off scaffolding or ladders to
coming into contact with the ground
during the winter months.
“Falls are the top cause of injuries
in the construction industry,” says
Collin Pullar, President of the
Saskatchewan Construction Safety
Association (SCSA). “The numbers
just become more acute in the winter.
The category probably accounts for
about one third of all WCB claims.
It is the most common injury source
and, by far, the most costly and most
preventative.”
WIntEr WEAthEr hAzArdS: hoW to prEpArE AgAInStAnd prEvEnt InJUryBy Melanie Franner, DEL Staff Writer
Executive SummaryWinter can introduce a whole new range of hazards to the
work site. Cold temperatures, blowing snow, icy conditions
– all can affect equipment and people. Although there isn’t
much that can be done to prevent Mother Nature from
having her say, employers and employees both can do well
to mitigate the risk through proper training and awareness.
Workers need to be familiar with weather conditions
and prepare accordingly – from using the proper layering
techniques for clothing to partnering with a buddy for
added visual protection and monitoring. Winter may bring
added complications to the job site, but there are reasonable
and proven ways to reduce your risk of injury.
WE BUILd - FALL 2015 - SAFEty 41
changing conditions
According to Roger
Berriault, Member
Services Representative
with the SCSA, winter
conditions can change
the risk factor on
construction sites in a
matter of mere seconds.
“Winter construction on the prairies
can see strong, windy snow storms
appear out of nowhere,” he says.
“Snow can reduce visibility and
increase worker risk. If someone is
carrying a four-by-eight-foot sheet of
plywood, for instance, and there is a
bit of wet snow or freezing rain, that
worker is going to find themselves
in a very slippery situation. Wind
chill is another significant factor
in Saskatchewan. We had a whole
week and a half last year where
conditions were -40. That brings in
the significant risk of frostbite.”
Berriault goes on to say that the
risks associated with winter weather
conditions can be mitigated with
proper training and preparation. The
first thing that should be done, he
says, is to stay updated on current
weather conditions.
The Canadian Centre for Occupational
Health and Safety (CCOHS) publishes
threshold limits for different wind-
chill temperatures. Workers should
abide by these guidelines.
“It really is all about being aware,”
says Berriault. “In the case of wind-
chill, for example, know the threshold
limits. And take the extra precaution
of having a co-worker monitor you.
The first things to get cold are the
feet, hands and face. A co-worker can
see if you’re starting to show signs
of frostbite or hypothermia on your
extremities.”
hypothErMIAHypothermia is a condition that results
from the cooling of the body at a
rate that exceeds the body’s ability to
generate warmth. This can occur slowly,
as in the case of a person who has put in
a full day of work under cold conditions,
and is in need of food and rest to allow
the body to restore to normal body core
temperature. It can also occur quickly,
as in the case of a person who has fallen
through ice into frigid water.
Typical signs and symptoms include:
• Increasing slowness of physical and
mental response;
• Stumbling, cramps and shivering;
• Slurring of speech;
• Impaired vision;
• Unreasonable behaviour or
irritability; and
• Increased pulse and respiration as
long as the body can still respond by
shivering.
(Reprinted from Northwest Territories Department of Transportation’s A Field Guide to Ice Construction Safety)
Feature
42 SASkAtchEWAn conStrUctIon ASSocIAtIon
Feature
Another necessity in winter is being
outfitted with the proper personal
protective equipment (PPE). “Just
wearing the right PPE will help
dramatically,” adds Berriault. “Proper
clothing, rest allowances, and having
the right training to understand the
conditions that you’re working in
will lower the risks. Workers need
to be trained on hazards in order to
understand the conditions that they
are working in. The biggest challenge
is doing a proper hazard assessment.
Workers tend to only look at what’s
around them in their immediate
surroundings, but there are usually
additional hazards beyond that they
need to be aware of.”
The SCSA offers a variety of
construction safety courses, although
none tailored specifically for the
winter – as of yet.
“Classroom safety instruction is
a great option, especially in the
winter months when it’s too cold
to be outside for long,” says Pullar.
“We see a marked increase in our
training numbers in the winter. It’s a
good opportunity to keep employees
informed.”
Another area in which the SCSA
can help is through the association’s
safety advisors – individuals who visit
construction sites or company offices
to discuss ways to improve worker
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Rate code breakdown by quarter and year:
WE BUILd - FALL 2015 - SAFEty 43
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safety or provide hands-on, onsite
training.
government Action
Saskatchewan’s Ministry of Labour
Relations and Workplace Safety is also
committed to increasing worker safety
on construction sites.
“We feel that the
issue of worker safety
on construction
sites is particularly
important all year
round,” says Ray
Anthony, Executive
Director of the
Ministry’s Occupational Health and
Safety Division. “Injury rates for the
construction industry are significantly
higher than the provincial average and
the injuries themselves tend to be more
severe.”
According to Anthony, OHS is
committed to reducing the number of
workplace incidents throughout the
province, including those that occur in
the construction industry.
“We don’t look at seasonality,” he
says. “Our goal is to target inspections
in specific areas of the construction
industry. In this particular case, the
rate of incidents within the residential
construction sector is nearly twice as
high as it is in the commercial sector
– for similar work. As a result, our
focus has been more on the residential
side, although both the residential
sector and commercial sector have
higher time-loss injury rates than our
provincial average.”
In addition to random inspections,
OHS recently completed a construction
campaign in the residential sector of
the province’s construction industry.
“We work with employers that
have the highest injury rates,” says
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44 SASkAtchEWAn conStrUctIon ASSocIAtIon
Feature
According to OHS, cold environments pose challenges for
workers in three different ways:
• air temperature;
• air movement (wind speed); and
• humidity (wetness).
These challenges need to be counterbalanced by proper
insulation (layered protective clothing), by physical
activity, and by controlled exposure to the cold (work/rest
schedule).
Although there are no maximum exposure limits
for working in cold environments, OHS refers to the
“work warm-up schedule” that was developed by
the Saskatchewan Ministry of Labour Relations and
Workplace Safety and has since been adopted by the
American Conference of Governmental Industrial
Hygienists as Threshold Limit Values for cold stress. The
schedule provides worker exposure recommendations for
varying environments.
Additionally, OHS recommends the use of heated warming
shelters for work in temperatures below the freezing
point. It further advises that the risk of cold injury can be
minimized by:
• Proper equipment design (metal handles and bars
should be covered by thermal insulating material,
machines and tools should be designed to be operated
without having to remove mittens or gloves);
• Safe work practices (regular monitoring of temperature,
having procedures in place for the provision of first aid,
proper instruction on the symptoms of adverse effect
exposure to cold, proper clothing habits, safe work
practices, physical fitness requirements and emergency
procedures in case of cold injury, the use of a buddy
system to watch for symptoms of hypothermia; and
• Appropriate clothing (layered clothing, appropriate
footwear, appropriate socks, and face and eye
protection).
tips For Working In the cold
Further information may be found at the Canadian Centre for Occupational Health and Safety, http://www.ccohs.ca/oshanswers/phys_agents/cold_working.html.
Age at the time of injury follows the same trends. Young workers get injured much more often and they tend to work more in the summer months. These injuries of younger workers are the primary reason for the big spike in the summer months/3rd quarter.
- Other stats such as Body Part injured don’t change that
much during season. Any changes are driven more by
the injuries happening (eg less hitting your hand with a
hammer VS slipping and landing on your shoulder).
- When looking at Occupation the same trends hold true,
where occupations that young workers enter into
(namely Trade Helpers/Laborers) having a large spike in
the summer months.
Other Notes:
WE BUILd - FALL 2015 - SAFEty 45
Feature
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Anthony. “We require the employers
to develop a program to address the
issues that result in injury and illness
to their workers. We also provide
input on that plan and monitor them.
If the employer fails to engage in
the program or to improve its safety
record, then we increase our efforts
accordingly.”
Anthony goes on to further describe
the OHS’ role.
“At the end of the day, we are
regulators,” he says. “The employers
are responsible for the health and
safety of their workers. It’s a legislative
requirement. As to how committed
these employers are to abiding by that
legislation? Let’s just say that we hold
them accountable.”
Factors affecting individuals’ ability to tolerate cold: • Physical Condition – Individuals vary greatly in their ability to tolerate
cold. For example, an individual who is short and stout is less susceptible
to the effects of cold than one who is tall and slim. Fatigue can also
render an individual vulnerable to cold.
• Physical Activity – Physical activity will generate body heat and
counteract the effects of cold temperatures. On the other hand, workers
who are sedentary or who do light work may not produce adequate heat
to maintain body temperature.
• Adequate Protective Clothing – This is the most important factor in
preventing cold injuries. Warm head cover and face protection is
essential. Hands and feet must be kept dry.
• Use of Tobacco and Drugs – Nicotine in any form decreases blood
flow while alcohol and some drugs stop the liver from releasing fuel
that muscles need to make heat. In addition, alcohol increases blood
circulation to the skin and the body becomes cold faster. The use of
alcohol, tobacco and drugs greatly increases the risk of cold injury.
• Food, Rest and General Health – Overall physical well-being is
an important factor in the prevention of cold injury. When you
are exhausted, hungry, ill or injured, your chances of frostbite or
hypothermia are increased. Learn to recognize your physical limits
and don’t exceed them. When doing physical work ensure that you are
well rested before heading out onto the job and pace yourself to avoid
exhaustion and perspiration.
(Reprinted from Northwest Territories Department of Transportation’s A Field Guide to Ice
Construction Safety)
the ScSA offers a variety of construction safety courses, although none tailored specifically for the winter – as of yet.
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46 SASkAtchEWAn conStrUctIon ASSocIAtIon
Feature
Return to work (RTW) programs have
been proven to speed up the recovery
process for injured workers. Quick
access to health care professionals, and
modified tasks ensure that workers’
health concerns are taken care of in a
timely fashion and provide meaningful
employment until workers can resume
their pre-injury duties. Employers
benefit because they still have workers
who are gainfully employed and who
remain part of the corporate family,
which improves the moral of the
organization as a whole. In addition,
with little or no lost time, Workers’
Compensation Board (WCB) premiums
do not go up and companies are still
invited to bid on large projects that
require a favourable lost time record.
The updated Saskatchewan’s The
Workers’ Compensation Act, 2013
requires employers to develop RTW
programs, in an effort to get injured
employees back to work. Third-party
injury management firms are available
to come in and speak to an organization
about the responsibilities of all parties
involved with a claim, and will help
to facilitate possible RTW tasks, in
the event of an incident where a
worker may be injured. Employers and
employees, together, learn about the
necessary procedures and paperwork in
processing a claim, including suggesting
RTW tasks to attending physicians.
RTW specialists also have access to a
large roster of healthcare professionals
who can be seen quickly, and they can
assist workers in setting up diagnostic
tests. Consulting work includes dealing
with WCB claims, from start to finish,
and reviewing current and past claims
for cost relief. By handing over WCB
issues to a third party, employers
can focus on their core business, and
continue to make health and safety a
priority of the corporate culture.
While the benefits of Return to Work
(RTW) programs have been touted
for some time, in Saskatchewan, The
Workers’ Compensation Act, 2013 now
puts the onus for helping injured
workers return to work directly on
employers. The province’s Workers’
Compensation Board (WCB) still
provides guidance about RTW but acts
as more of a facilitator by encouraging
employers and employees to work
together to assist injured workers in
returning to either their pre-injury
positions or other suitable work.
Employers want to see their injured
workers return to work as quickly
as possible for a number of reasons.
First and foremost is the concern
over the well-being of someone who
is part of the corporate family, who is
valued outside of the role of employee.
Also, while the injured employee is
off work, another worker has to be
trained, which is costly and affects an
organization’s productivity. Lost time
increases the rate of WCB premiums
for companies at the organizational
level and can increase the rate code
for an industry group. Increasingly,
a company’s lost-time record is a key
consideration in the awarding of
projects. Particularly for larger, public
projects, a clean safety record with no
incidents of lost time is a pre-requisite
for a company to be invited to bid on a
project.
Having an effective RTW program is
as integral to the corporate culture of
an organization as a health and safety
program. “Employers should embrace
the idea of return to work programs,
not as something that’s being imposed,
but as an opportunity that benefits
the whole company,” says Cliff Gerow,
Executive Director of Injury Solutions
Canada, an injury-management firm
based in Saskatoon. “A comprehensive
program that focuses on wellness
brings far more benefits than having
injured employees return to work. We
track the effects of RTW programs
and find that there is more buy-in
for improving safety, with employees
looking at how collectively they can
lower risk. Together, they also come
up with thoughtful, meaningful back
to work suggestions, tasks that don’t
demean a highly skilled worker, but
that get him or her back to work in a
useful and meaningful manner.”
Third-party injury-management
rEtUrn to Work progrAMS BEnEFIt WorkErS, EMpLoyErS And EntIrE conStrUctIon IndUStryBy Lisa Fattori, DEL Staff Writer
WE BUILd - FALL 2015 - SAFEty 47
Feature
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specialists help companies to navigate
WCB claims and will work on a
company’s behalf dealing directly with
the WCB and medical professionals
to get an injured worker back to work
as quickly as possible. Well before an
incident occurs, it is prudent to have a
RTW program in place. Employers and
employees are then prepared, knowing
the first steps that need to be taken,
including having the proper paperwork
on hand. A preventative approach can
mean the difference between lost-time
injuries lasting weeks and months or
having workers off a few days, or even
hours.
“There’s a lot of frustration and a lack
of understanding by employers when
dealing with WCB claims,” Gerow says.
“People have a misconception that
the WCB will manage the process in
getting workers back to work. Before
starting Injury Solutions Canada two
years ago, my partner and I worked for
the WCB for several years, so we have
the expertise in processing claims and
will work with all parties from start to
finish. We’ve developed a very good
RTW program that can be tailored to
suit a particular business.”
Injury Solutions Canada offers
seminars to educate all members
of an organization – including
management, stewards and foreman,
union representatives and workers –
about the importance of developing
a RTW program. Participants learn
how to complete the paperwork for
the physician attending to an injured
worker. The forms include suggested
return-to-work tasks, which the doctor
can sign off on, if the tasks are deemed
suitable. Seminar participants are asked
to recommend modified work schedules
or alternative work for various
scenarios, to accommodate injured
workers until they can resume their
pre-injury positions.
“We tell people what they should
expect from the injured employee, the
employer, medical professionals and
WCB, so that everyone knows what
their job is throughout the process,”
Gerow says. “We provide both paper
and electronic packages that explain the
step-by-step procedure in processing
a claim. In the event of an injury,
employers can look after it themselves
and call us if there’s a problem, or
we can look after the entire process.
At the end of our seminars, even at
places where there may be friction
between the union and management,
everyone is on board and committed to
developing a RTW program.”
Third-party injury-management firms
can also expedite appointments with
health care professionals, providing
injured workers with quick access to
general practioners, physiotherapists
and chiropractors. Diagnostic tests
can be performed in a day or two,
48 SASkAtchEWAn conStrUctIon ASSocIAtIon
Feature
enabling injured workers to jump the
queue in learning the extent of their
injuries so that RTW programs can be
implemented with minimal lost time.
While the employers pay for these
private services, quick treatment is still
in the best interest of employees who
can return to work sooner, as well as
employers who want to avoid increased
WCB premiums.
“Studies have shown that the longer
you leave an injury, the worse it gets
and the longer it takes for a person to
recover,” Gerow says. “Mentally, it’s also
not good for someone to be off work,
and RTW programs help to speed up
recovery. Quick access to help shows
injured workers that their employers
care about them and want them to get
better. It’s good for workers and their
families, their relationships at work, and
their overall mental well-being.”
For Prince Albert-based Broda Group,
having quick access to health care
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WE BUILd - FALL 2015 - SAFEty 49
Feature
professionals in several locations means
that workers can be taken care of, no
matter the geographic location of a
particular project. “We have work sites
in so many areas, including Moose
Jaw, Regina, Saskatoon, and in B.C.
and Ontario,” says Dan Carrier, Safety
Manager for Broda Group, “so we
would have to have a large number of
health care professionals to draw from.
Injury Solutions books the doctors’
appointments and deals with the
injured worker and the WCB directly.
The company helps us pick the right
physician and then we set up some
modified duties. There’s no time lost
then, which is a win-win for the WCB
too because they don’t have to pay
employee benefits.”
A review of current and past claims
for cost relief may also reveal that
a company has paid too much in
premiums and is entitled to a refund.
“We needed a third party review of our
claims and, from that, received a 24 per
cent discount on our premiums,” Carrier
says. “We communicate to employees
the importance of having a good record
and make a point of educating new
workers about this in orientations.
With no time lost, our rates don’t go up
and we can also bid on larger capital
projects. A bad record hurts workers as
well because if we can’t bid on a project,
there’s no work for our employees.”
Complementary services by third-party
specialists extend RTW programs to
include a host of initiatives that improve
productivity, lower absenteeism
and enhance company moral. HR
consultants can help a company
to streamline processes for better
functioning and cost savings, and there
are investigative services for cases of
injury or sick-time loss that may be
suspect. Heightened awareness about
mental health issues, as well as the
benefits of assisting employees who
injure themselves outside of work, is
creating a holistic approach in ensuring
workers’ well-being.
“If an employee is suffering from
stress unrelated to work, such as a
death in the family, we can provide a
psychologist for treatment very quickly
to bring a person’s mental health in
line with his or her physical health,”
Gerow says. “Or maybe someone was in
a snowmobile accident. We incorporate
this as part of RTW programs and treat
such situations as equally important.
People don’t have to hide such injuries
and pass them off as work-related
because they know they will be taken
care of, regardless. When you remove
the incentive to abuse the system, you
have a culture of trust and acceptance,
which is better for everyone.”
50 SASkAtchEWAn conStrUctIon ASSocIAtIon
Next PageTHE EXPERTSSCSA
Companies around the globe that have grown into long-
term, successful investments for shareholders consistently
demonstrate patterns in the development of their successes
related to overall organizational performance and safety
management. The two areas seem to be inextricably linked
at times, regardless of the nature of the company or its size.
Whether they belong to the mining, manufacturing, or
construction industry, or employ thousands of workers, or
just a few dozen, successful businesses seem to have a way
of effectively managing safety and increasing productivity
in the process. Often discussed in business circles, these
patterns are not a secret; however, they can be difficult to
achieve for businesses that experience extended periods of
struggle.
During the 2015 Saskatchewan Health & Safety
Leadership Charter event – a province-wide initiative
aimed at increasing the profile of health, safety, and
injury prevention through public commitments from
organizational leaders – I had the privilege of listening to
three guest speakers who are prominent leaders in the
Saskatchewan construction, manufacturing, and mining
industries. As they spoke about their experiences with
safety management, it was striking to hear their candid
and unbridled comments about their journeys as executives
managing safety, and in turn, highly successful enterprises.
It became apparent that the value of safety and managing
safe work practices was not just a socially responsible
endeavour but also a strategic business investment
benefitting shareholders and the organization as a whole.
As I sat there and listened, it became apparent that there
were three very distinct keys to the success of these
companies in the areas of safety management:
1. Demonstrated Leadership Commitment: Success in any
business endeavor demands demonstrated leadership
commitment. It’s never enough for a company to simply put
By Collin Pullar, President, Saskatchewan Construction Safety Association
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WE BUILd - FALL 2015 - SAFEty 51
THE EXPERTSSCSA
out an edict that they are going to be better at something.
Senior leaders must be very open and public with their
leadership team that change is needed, and that personal
unwavering commitments must be made to see it through.
2. Development of Knowledge and Expertise: Success
requires the development of knowledge and expertise at
all levels. How could you be successful in something you
know little about? The successful businesses are the ones
who received quality training, guidance and advice, at
minimum. The leadership in their companies know the
value of gaining knowledge and integrating that expertise
with whatever they were trying to accomplish. The most
successful companies made sure that the field-level team,
the management team, and the executive all knew what
they needed to do on a day-to-day basis in order to be
successful. Everybody in their company had a vested
interest, and therefore learned firsthand what they needed
to contribute to their success.
3. Employee Engagement: Long-term successful businesses
capitalize on employee engagement. This is not a big secret
but something many business leaders do struggle with. A
2014 Forbes magazine article indicates “many companies
still operate as though employees are expendable,” which
is a major contributor to employee disengagement. The
leaders of companies I listened to that day worked at being
just the opposite. They realized quickly that they could
not afford to lose skilled employee productivity to injury
or a lack of engagement. They deliberately asked their
employees to be a part of the solutions for making their
business and safety program more successful. I recall an
executive from one of the largest construction companies
in Saskatoon mentioning his ability to attract better talent
because they were known for making safety a central
priority.
These industry leaders have worked hard in these three
areas in order to be able to turn safety management into
their strategic advantage; proving that safety management
in itself is a great proxy for successful management and a
dedication to high-performance.
Collin Pullar is the President of the Saskatchewan Construction
Safety Association, an industry-driven and funded enterprise
with over 9,000 member companies in Saskatchewan. Its
mission is to provide high-quality safety training and advice to
construction employers and employees that will lead to reduced
human and financial losses associated with injuries.
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52 SASkAtchEWAn conStrUctIon ASSocIAtIon
Next PageTHE EXPERTSlegal
On Christmas Eve, 2009, three
workers and a site supervisor
employed by Metron Construction
Corporation fell to their deaths from
a swing stage that collapsed as it
descended from the fourteenth floor
of a high-rise building. Another
worker was seriously injured and the
sixth worker survived the collapse.
Needless to say, these facts are tragic
and shocking, but true. The swing
stage which had been rented arrived
on site without any instruction
manual or labelling. There was no
report by an engineer certifying its
proper erection in accordance with
the OHSA Regulations in Ontario.
While the normal practice was to have
two men on a swing stage and each
of them were to be harnessed to life
lines, in this situation, six men were
on the swing stage and, while there
were two life lines, only one man was
properly tethered. The four deceased
had recently smoked marijuana.
The swing stage was unable to
withstand the weight of all the men
on it and it collapsed.
Metron was charged and pleaded
guilty to criminal negligence causing
death under the Criminal Code. These
charges were laid as a result of certain
acts and omissions of the supervisor
who was also killed in the incident.
Everyone agreed that the supervisor
had failed to take reasonable steps to
prevent bodily harm and death by
permitting these six workers on the
swing stage with only two life lines,
and allowing them to work while
under the influence of drugs.
The president and sole director of
Metron was also charged criminally
although these charges were
withdrawn. However, he was charged
By Murray Sawatzky, McDougall Gauley LLP
WhEn thE WorSt hAppEnSEXtrEME conSEqUEncES For SAFEty InFrActIonS
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WE BUILd - FALL 2015 - SAFEty 53
THE EXPERTSlegal
under the OH & S provisions for
failing to take reasonable care to
ensure the workers could read written
instructions, for failing to adequately
train his workers and failing to ensure
the swing stage was not defective and
not overloaded.
With respect to the criminal charges
against Metron, the Crown had
requested a fine of $1 million. The trial
judge imposed a fine of $200,000 plus
a 15 per cent victim surcharge. The
supervisor was determined to be a
“senior officer” and a “representative”
under the Criminal Code.
The trial Judge’s decision was
appealed to the Ontario Court of
Appeal where that Court increased
the fine to $750,000.
The Ontario Court of Appeal drew a
distinction between Criminal Code
charges where the sentence is meant
to punish conduct that amounts to a
wanton and reckless disregard for the
lives and safety of others and those
charges under OHSA.
The message to this industry,
and construction corporations in
particular, is that they are responsible
for the acts and omissions of workers
who control the workplace. A
supervisor who exercises very bad
judgment – as in this case, resulting in
death – could see criminal charges laid
against the corporation. The fine for
criminal negligence causing death is
unlimited.1
As a result, the lesson that we all
know but have to be reminded of from
time to time, is that it is important
to ensure that those who control
the operations of the jobsite are
appropriate employees, not only in
their training and experience, but also
in their ability to make judgments
with due regard to the lives of those
they control. What are you doing to
supervise your supervisors?
Footnote:1 Credit is given to Ken Crofoot
and his article “Criminal Negligence
Causing Death on the Jobsite”,
Canadian College of Construction
Lawyers Legal Update
December 13, 2013.
the message to this industry, and construction corporations in particular, is that they are responsible for the acts and omissions of workers who control the workplace.
54 SASkAtchEWAn conStrUctIon ASSocIAtIon
Next PageTHE EXPERTScommunications
In some Saskatchewan industries, the markets have
softened. The low Canadian dollar, coupled with the recent
decreases in oil prices, and declines in the housing industry,
have put a strain on the economy. Therefore, saving money
and reducing spending is top of mind for businesses all
around.
In many organizations, the initial thought is to stop
marketing your business. This seems like a logical move,
right? Wrong – it is actually the opposite. It’s easy to turn
a challenge into a big opportunity for your business, as
marketing in an economy that is down is where you will
gain the most momentum.
resist the Urge to cut your Marketing dollars
Whether you are not gaining any new business or business
has slowed down, it’s more important than ever to spread
the word about your company. Other businesses will likely
have the same idea as you – to cut marketing budgets.
Therefore, there will be fewer businesses marketing their
products and services. This is a huge opportunity for you to
get your name out there without all of the added noise.
While many businesses tend to spend a lot on marketing
when times are good and sales are strong, this can reduce
your return on investment because many times capacity
has already been maximized. Less demand for advertising
means lower costs for you and more exposure.
The time to market yourself and your business is now.
Create content, improve your brand, update your website,
do whatever it takes. Marketing doesn’t always need to be
expensive, and there are many effective ways to generate
awareness without breaking the bank. Here are some tips to
market and grow your business:
Grassroots: Join as many relevant associations as you can,
volunteer your business’s time, and be active on social
media and your website (update if need be).
Stay focused and connected to your customers: Grow
existing relationships and provide exceptional customer
service. This will help generate referrals and perhaps
generate additional business from that customer or
someone they know.
Simplify execution: Find ways to make it easier for
customers to do business with you. Are there any processes
you can adapt or implement to streamline the customer
experience?
Earned media: Generate some good news stories about
your business to be picked-up by local media. This is a great
way to increase goodwill for your business and get free
exposure.
Advertise: Less demand for advertising means lower costs
for you and more exposure. Find avenues to advertise
through that will get you the most bangs for your buck.
Be more targeted: In an effort to reduce costs, be as targeted
as possible in reaching your audience. For example, instead
of targeting females aged 20-50, narrow your scope to
females with young families aged 25-35.
If the market is soft, don’t panic. Marketing should be
seen as an investment rather than an expense. Continue
to build momentum in your business by being proactive,
and in turn, you will gain traffic, awareness, customers,
and market share. When the storm blows over, you will
be ahead of your competitors because you made the smart
decision to continue to promote your business.
By Lindsay Bryson, Look Agency Inc.
thE MArkEt IS doWn, BUt thAt doESn’t MEAn yoUr MArkEtIng hAS to BE
WE BUILd - FALL 2015 - SAFEty 55
THE EXPERTS
Capital investment is important because it is one of the four
economic engines that drive growth and because it adds
capacity for future growth as well as providing jobs in the
present. It is particularly important for the construction
industry because an investment in capital assets typically
involves the construction of a building, a mine, or other
physical structure.
This article looks at intended investment in new capital
structures, machinery, and equipment from 2007 to 2015.
The intended capital investment for 2015 is based on a
survey of businesses and governments conducted by
Statistics Canada in late 20141.
Figure 1 shows two trends in capital investment in the
province over the recent past. The first is the dramatic
increase from 2007 to 2013 when aggregate capital
investment in the province more than doubled from $8.3
billion to $18.2 billion.
The second is the drop that began in 2014 and continued
into 2015. Intended capital investment in 2015 has fallen by
15 per cent from that peak to $15.5 billion. We will see later
that the decline is the result of declining capital investment
in the resource sector.
Interprovincial comparison
Figure 2 compares the capital investment trend in
Saskatchewan with the ones in our neighbouring provinces.
Although capital investment in Alberta is five times higher
than in Saskatchewan, the trends in the two provinces are
similar with increases from 2009 to 2013 or 2014 followed
by a sharp drop in 2015.
By Doug Elliott, Publisher, Sask Trends Monitor
cApItAL InvEStMEnt IntEntIonS
Capital investment grew steadily throughout the 2000s,
peaking at $18 billion in 2013. Investment fell in 2014
and will do so again in 2015 to bring this year’s estimate
to $15.5 billion. The decline is mainly the result of a
decline in the resource sector. Public sector investment
continues to grow.
In a nutshell...
$4
$6
$8
$10
$12
$14
$16
$18
$20
2007 2008 2009 2010 2011 2012 2013 2014 2015 intent
Figure 1: Capital Investment in New Machinery/Equipment and Structures,
Saskatchewan
$ billions
-40%
-20%
0%
20%
40%
60%
80%
100%
120%
140%
2007 2008 2009 2010 2011 2012 2013 2014 2015 intent
Figure 2: New Capital Investment by Province
cumulative % change since 2007
Alta
Man
Sask
construction data
56 SASkAtchEWAn conStrUctIon ASSocIAtIon
Next PageTHE EXPERTSconstruction data
A much different pattern is evident for Manitoba – capital
investment was effectively constant from 2010 to 2013
before increasing in 2014 and again in 2015.
type of Investment
Capital investment is subdivided into two broad categories.
• Construction investment in structures includes, for example,
oil wells, mines, road and bridges, pipelines, buildings, and
industrial facilities. In Saskatchewan, construction typically
accounts for about 70 per cent of the total.
$0
$2
$4
$6
$8
$10
$12
$14
2007 2008 2009 2010 2011 2012 2013 2014 2015 intent
Figure 3: New Capital Investment by Category, Saskatchewan
$ billions
Construction
Machinery & Equipment
$0
$2
$4
$6
$8
$10
$12
$14
$16
2007 2008 2009 2010 2011 2012 2013 2014 2015 intent
Figure 4: New Capital Investment by Sector, Saskatchewan
$ billions
Private Sector
Public Sector
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WE BUILd - FALL 2015 - SAFEty 57
THE EXPERTSconstruction data
-25.0%
-9.8%
-3.2%
-0.9%
-0.4%
2.7%
5.7%
21.6%
46.2%
-1.9%
-12.9%
Mining/Oil and gas ($7,014)
Utilities ($1,417)
Agriculture ($1,411)
Public Administration ($1,054)
Transportation ($1,110)
Health Care and Social Assistance ($368)
Wholesale/Retail Trade ($559)
Manufacturing ($653)
Education ($408)
All others ($1,487)
All industries ($15,481)
-40% -30% -20% -10% 0% 10% 20% 30% 40% 50% change from 2014 to 2015
Figure 5: Change in New Capital Investment by Industry Group, 2014 to 2015, Saskatchewan
capital investment in $2015 ($millions)
• The investment in machinery and equipment includes,
for example, earth-moving and other construction
machinery, computers, farm machinery, trucks, and
machinery used in the manufacturing sector.
The 2015 drop in intended capital investment is exclusively
in the construction category: Figure 3 shows that spending
on machinery and equipment this year is expected to
remain near the 2014 level.
Sector and Industry group
Capital investment is published for two broad categories
according to the ownership of the assets. The public sector
is broadly defined to include health, education, crown
corporations, and government proper. In Saskatchewan,
public sector investment is typically 20 per cent of the total.
Private sector investment is the remaining 80 per cent.
Figure 4 shows that the 2014 and 2015 declines were
concentrated in the private sector. Total private sector
capital investment in 2015 will fall by 16 per cent
compared with a drop of two per cent in the public sector.
Investment in the resource sector (mining, oil and gas)
accounts for about one-half of the capital investment in
the province so trends in that category largely determine
the overall patterns in the province. In particular, the 25
per cent decline in the resource sector was the main reason
for the drop in 2015. Excluding the resource sector, capital
investment increased by 0.5 per cent from 2014 to 2015.
Nevertheless, Figure 5 shows that there were also declines
in several other industry groups including utilities
(SaskPower and SaskEnergy), agriculture, and public
administration.
The largest increase was in the education sector where
investment increased from $279 million in 2014 to an
estimated $408 million in 2015. The 22 per cent increase in
the manufacturing sector is welcome because it reverses
four consecutive years of declining capital investment.
Source: Sask Trends Monitor from the Statistics Canada data
Footnote:1 Neither the repair of existing structures nor the residential
housing market are included in the figures in this
report. Repair work typically adds 20 per cent to capital
investment in new assets. The 2015 figures for intended
investment will be revised when next year’s report is
published.
RESIDENTIAL - COMMERCIAL - INDUSTRIALRegina (306) 529-8967 | Saskatoon (306) 222-7457
www.hometownelectric.ca
58 SASkAtchEWAn conStrUctIon ASSocIAtIon
Next PageTHE EXPERTShuman resources
It’s early Monday morning and the
tailgate safety training meeting is just
starting. “George” stands to the left
side of the truck box and looks out
over the faces of his employees. Some
seem eager to work, others look like
they are hung-over, and still others
appear to be in a land of their own
daydreaming about who knows what!
George, the Safety Officer, recounts a
problem last week with an individual
who was not harnessed when he was
on the third floor of the construction
site.
He reviews the law, reminds the team
of his expectations for their own sake
and shortly sends everyone on their
way. All too often though, this same
safety hazard is experienced again,
and again. Why? One reason may
be that the safety training has not
“stuck.”
Getting any training to stick is never
easy. In any learning group, there
are generally four different types of
learners, and as trainers we have one
type of learning that works for us.
Guess what? We generally teach that
same way. That’s great – it means we
are connecting to about 25 per cent of
our audience. This group, who learns
like we do and thus picks up what we
are saying based on the teaching we
provide, is the least likely to discount
what has been taught.
As trainers we are never inside the
minds of those we are trying to help
learn and thus, we have no idea what
they are retaining. However, there
are a few ways that probably fail in
connecting the value of safety with
the individual’s mind. Remember,
most of us have this one major flaw –
we believe it will never happen to me!
1. Not asking how people like to learn
– When was the last time someone
asked you how you wanted to learn
the information being presented?
Without knowing how people
like to learn, it is very difficult to
provide information in a way that is
meaningful to them.
Let’s look at the different types of
learning styles and see what we can
do to connect with 100 per cent of our
target audience instead of only 25 per
cent of them. You can equate this to
the four Social Styles which helps us
understand those we work with. Steve
Trautman suggests there are four
types of learning:
- Why Learners (Social) want to know
why they are learning this process
now and why it is important
to them based on all the other
knowledge they are learning
- What Learners (Dominant) just
want the facts in an organized
fashion with step-by-step directions
- How Does it Work Learners
(Analytic) want to see what they are
learning as it fits into the context
of their whole job and what they
already know
- What If Learners (Expressive) want
to find better ways of doing things
so they will test your theories to
see if there is something that could
make it better.
2. Not providing a reason for the
learning – Without a reason, it is
difficult to connect to the information
being provided.
3. Not talking through the steps –
When you don’t talk through the
various steps using diagrams or
pictures, it’s hard for some people to
grasp the concept.
4. Not demonstrating the “real-
life” scenario – When you forget to
demonstrate the real-life scenario of
how to do a task safely you are not
showing the team (or the individual)
how it is done right. Do this step too
fast and you may find people don’t
grasp the process, and in many cases
they don’t want to look or sound
foolish by asking you to repeat the
demonstration.
5. Not demonstrating the real-life
scenario again and explaining why
– This is important! You have walked
By Sherry Knight, President and CEO, Dimension 11 Ltd.
SEvEn rEASonS Why SAFEty trAInIng doESn’t StIck
Safety2
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60 SASkAtchEWAn conStrUctIon ASSocIAtIon
Next PageTHE EXPERTS
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the team through the process, you
have demonstrated it, and now you
are explaining the intellect behind the
reason for doing it this way. These
three steps are critical in helping an
individual retain the information and
the demonstration will help to cement
the image in one’s mind.
6. Not letting each individual exhibit
the process and receive immediate
feedback means they may leave out
a step or add a step – Each time an
employee conducts the process and
has the opportunity for immediate
feedback there is a better chance the
individual will follow the rules.
7. Not checking the current practice
often enough – Management 101 tells
us to inspect what we expect. When
your team knows you provide ample
opportunity for practice and that you
will be checking, the chances of people
working safely is greatly increased.
Training classes and on-the-job
training for safety have one thing in
common. The reason we do it is so
we will have people going home at
the end of the day with all limbs and
digits intact. Are you providing the
ways that help people connect with
the learning, or are you merely giving
the oversight and assuming they are
learning? It is never too late to look at
what you are doing and find ways to
improve your processes!
Copyright Sherry Knight 2015.
All rights reserved.
Sherry Knight, is President and CEO of
Dimension 11 Ltd., a leader in people and
performance development. Dimension 11
helps companies realize stronger profits
so they can create more jobs and better
communities.
Sherry Knight | 306-586-2315
sherry@dimension11.com
www.dimension11.com
human resources
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WE BUILd - FALL 2015 - SAFEty 61
Serving Western Canada since 1968
Specializing in Industrial Coatings and LiningsWe’re ready to meet any of your protective coating and lining needs.We can work on your site or in our facilities, with large shops (60,000 sq ft), 40 acres of yard space, and cranes and forklifts on site.
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306.931.2820 l office@csbp.cawww.csbp.ca
CSBP14 HalfPgAdvantageSteelAd1.3_Layout 1 14-05-14 10:20 AM Page 1
HEAD OFFICE: 4271 – 5th Ave East, Prince Albert, SK. S6V 7V6 | Phone: (306) 764 -5337 | Fax: (306) 763-5788
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62 SASkAtchEWAn conStrUctIon ASSocIAtIon
Next PageTHE EXPERTSsafety
Health Canada has changed the Federal Workplace Hazardous
Materials Information System (WHMIS) legislation to bring
it in line with the Globally Harmonized System (GHS).
An international team of hazard communication experts
developed GHS with the goal of having the same set of rules
for classifying hazards, and the same format and content for
labels and safety data sheets adopted and used around the
world.
Currently, many different countries have different systems for
classification and labeling of chemical products. This situation
has been expensive for governments to regulate and enforce,
costly for companies who have to comply with many different
systems, and confusing for workers who need to understand
the hazards of a chemical in order to work safely.
The GHS system covers all hazardous chemicals and may
be adopted to cover chemicals in the workplace, transport,
consumer products, pesticides, and pharmaceuticals.
The target audiences for GHS include workers, transport
workers, emergency responders, and consumers.
In Canada, the current roles and responsibilities for
suppliers, employers, and workers likely will not change in
WHMIS after GHS.
Employers must continue to:
• Educate and train workers on the hazards and safe use of
products.
• Ensure that hazardous materials are properly labelled.
• Prepare workplace labels and Safety Data Sheets (SDSs) as
necessary.
• Provide access for workers to up-to-date SDSs.
• Ensure appropriate control measures are in place to protect
the health and safety of workers.
WhMIS AFtEr ghSBy Jeffery Lyth, CRSP CHSC, Senior Safety Advisor, BC Construction Safety Alliance, and, CCA Representative on Health Canada WHMIS Current Issues Committee
Rentals – Sales – ServiceOperator Certification Training
Regina (306) 359-7273Saskatoon (306) 934-3646
www.westconequip.caPh: 306-934-5588 • www.candorbuild.ca
– Quality, Organization and Safety –COMMERCIAL RESIDENTIAL INSTITUTIONAL• Concrete • Custom Homes • Site Containment• Framing • Additions • Infection Control• Cladding • Renovations • 24 hr Service• Drywall • Windows • Large Renovations • Millwork • Doors • Small Patchwork
TenCoManagement Ltd.
752-4412Melfort, Sk
• Plumbing • Heating• Electrical • Gas Fitting
• Sheet Metal FabricationResidential, Commercial & Industrial
108 Sask Drive West • Box 1136 • Melfort SK
WE BUILd - FALL 2015 - SAFEty 63
THE EXPERTSsafety
Workers will still:
• Participate in WHMIS and chemical safety training programs.
• Take necessary steps to protect themselves and their
coworkers.
• Participate in identifying and controlling hazards.
However, employers will need to update their education and
training of workers to include the new format of labels and data
sheets. Products with new Data Sheets and Hazard Symbols
may have started appearing on construction sites as early as
spring 2015.
The Canadian Centre for Occupational Health and Safety
(CCOHS) is offering numerous resources to assist with the
transition to GHS, including:
• A new e-course entitled “WHMIS (After GHS) for Workers“,
hosted by the CCOHS. Please see the CCOHS news
release (http://www.ccohs.ca/newsroom/news_releases/
GHS_29September2014.html) for information about the
course and how people and organizations can register.
• General questions and answers: http://www.ccohs.ca/
oshanswers/chemicals/ghs.html
• Fact Sheets: http://www.ccohs.ca/products/publications/
whmis_ghs/
CCOHS has reported the following information regarding
the timeframe for implementation:
• The Hazardous Products Regulations were published in
Canada Gazette, Part II on February 11, 2015. Both the
amended Hazardous Products Act and new regulations
are currently in force. “In force” means that suppliers may
begin to use and follow the new requirements for labels
and SDSs for hazardous products sold, distributed, or
imported into Canada.
• The provincial, federal, and territorial occupational health
and safety WHMIS regulations will also require updating.
A multi-year transition plan has been announced. From
now until May 31, 2017, suppliers (manufacturers and
importers) can use WHMIS 1988 or WHMIS 2015 to
classify and communicate the hazards of their products
(suppliers must use one system or the other). Beginning
June 1, 2017, to May 31, 2018, distributors and suppliers
importing for their own use can continue to use WHMIS
1988 or WHMIS 2015.
b u i l d e r s c a p i t a l . c a
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Home builders look to Builder’s Capital
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their business on a solid foundation.
There are many tools you need to get
the job done, but none are as critical
as the right financing.FOUNDATIONS - GRADEBEAMS RESIDENTIAL & COMMERCIAL
ROB DAVIDSONOwner/Supervisor
Box 835Langham, SK S0K 2L0
Tel: 306-380-6128Fax: 306-283-1221
HUB CITY CONTRACTING SERVICES
BAY D 825-46TH ST E, SASKATOON SK S7K 0X2
P: (306) 382-3120F: (306) 382-1568
E: hubcity.shop.shaw.ca
Allen KrekeGeneral ManagerCell: (306) 220-1501 | Home: (306) 242-7322
SPECIALISTSIN ASBESTOS
REMOVAL
64 SASkAtchEWAn conStrUctIon ASSocIAtIon
Produced and published for the SCA by:DEL Communications Inc.Suite 300, 6 Roslyn RoadWinnipeg, Manitoba R3L 0G5www.delcommunications.com
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© 2015 DEL Communications Inc.All rights reserved. Contents may not be reproduced by any means, in whole or in part, without the prior written permission of the publisher.
While every effort has been made to ensure the accuracy of the information contained in and the reliability of the source, the publisher in no way guarantees nor warrants the information and is not responsible for errors, omissions or statements made by advertisers. Opinions and recommendations made by contributors or advertisers are not necessarily those of the publisher, its directors, officers or employees.
Publications mail agreement #40934510Return undeliverableCanadian addresses to:DEL Communications Inc.Suite 300, 6 Roslyn RoadWinnipeg, Manitoba R2L 0G5Email: david@delcommunications.com
PRINTED IN CANADA | 09/2015
IndEX to AdvErtISErSAberdeen Specialty Concrete Services ...........................................................6Agra Foundations Limited ............................................................................21All-Pro Excavating 2005 Ltd. .......................................................................23Aquifer Distribution Ltd. ...............................................................................50Armour Safety Inc. ........................................................................................27Assemblee Communautaire Fransaskoise ....................................................45Associated Asbestos Abatement Ltd. ...........................................................11Atlas Industries Ltd. .....................................................................................51ATS Traffic Group .............................................................................................7Big Rock Trucking Ltd. ...................................................................................29BN Steel & Metals Inc. ..................................................................................11Bow Wood Cabinet Systems .........................................................................31Brandt Tractor ............................................................................................... IFCBritespan Building Systems Inc. .................................................................IBCBrock White Canada ......................................................................................12Broda Construction Group ............................................................................61Builder’s Capital Inc. .....................................................................................63Burnco Rock Products Ltd. ............................................................................13Business Furnishings.....................................................................................45Cal-Tech Electric ............................................................................................42Canadian Public Auctions .............................................................................56Canadian Western Bank ................................................................................25CandorBuild Construction Corp.....................................................................62
Cara-Dawn Transport ....................................................................................16Central Mechanical Systems .........................................................................50CFN Construction ..........................................................................................42Christie Mechanical Ltd. ...............................................................................13Coco Paving ...................................................................................................32Commercial Sand Blasting & Painting .........................................................61Concept Electric .............................................................................................22Consolidated Gypsum Supply Ltd. ................................................................15CR Safety Ltd. ................................................................................................23De-On Supply Inc. .........................................................................................48Fabco Plastics Saskatoon Limited .................................................................21Farrell Agencies Ltd. .....................................................................................23Finning Canada .......................................................................................... OBCFortune Oilfield Construction Ltd. ................................................................11Fries Tallman Lumber Ltd. ............................................................................30Frontier Supply ..............................................................................................29Gabriel Dumont Institute ..............................................................................11Grandeur Housing Ltd. ....................................................................................6HAL..your Insurance Destination ..................................................................15Hometown Electric Ltd. ................................................................................57Hub City Contracting Services ......................................................................63Humboldt Electric Limited............................................................................56Inland Agregates Ltd. ...................................................................................19
WE BUILd - FALL 2015 - SAFEty 65
Inland Screw Piling Ltd. ...............................................................................20Innovative Piling Solutions ...........................................................................25International Road Dynamics Inc. ................................................................19Iron Workers, Local Union No. 771 ...............................................................52ISL Engineering and Land Services ..............................................................21KGS Group .....................................................................................................35Lindsay Construction Ltd. ............................................................................56LUK Plumbing Heating & Electric Ltd. ..........................................................19Market Tire ....................................................................................................43MDS Excavation Ltd. ....................................................................................34Merit Contractors Saskatchewan ..................................................................13Mid-West Sportswear Ltd. ..........................................................................18Moody’s Equipment ......................................................................................15Morsky Group of Companies ........................................................................23National Leasing ...........................................................................................52North West College .......................................................................................60Nu-Trend Industries Inc. ..................................................................................3Operation Dirt 2006 Inc. ...............................................................................13Optimum Wall & Ceiling Solutions ...............................................................43OSC Western .................................................................................................43Pine Star Enterprises Ltd. .............................................................................35Pozniak Safety Associates .............................................................................28Prairie Maintenance Ltd. ..............................................................................22
Pre-Con Limited ............................................................................................31Primex Training Centre ..................................................................................65Pro-Western Mechanical ..............................................................................16Proactive Consulting Services .........................................................................9Ritchie Bros. Auctioneers ..............................................................................29Rona Saskatoon ............................................................................................29Ryderz Contracting Inc. ................................................................................63Saskatchewan Blue Cross ...............................................................................5Saskatchewan Indian Institute of Technologies ...........................................53Shercom Industries .......................................................................................48Signal Industries Ltd. ...................................................................................14Solid Start Foudnations ................................................................................19Sommerfeld Electric (Saskatoon) Ltd...........................................................21South Country Equipment ............................................................................27Spence Heavy Equipment Sales & Rentals ...................................................31Structure Scan Inc. .......................................................................................56TenCo Management Ltd. ...............................................................................62Trans-Care Rescue Ltd. ..................................................................................65Tri Clad Designs Inc. .....................................................................................60Tyco Integrated Fire & Security .....................................................................59Unified Systems Group Inc. ..........................................................................15Westcon Equipment and Rentals .................................................................62
IndEX to AdvErtISErS
Offering over 75 instructor led and nearly 300 online safety courses, as well as providing
COR & SECOR audits, leadership training, program development, consultation services and much more.
Phone: Scott: 306-530-5124 | John: 306-596-6629 Email: info@primextraining.ca
www.primextraining.ca
Trans-Care Rescue Ltd. has been providing professional training, equipment and standby rescue services to industry in Western Canada since 1981.
We specialize in confined space entry and rescue, fall protection, ice rescue, working near water, trench rescue, first aid, SCBA, HAZMAT, fire extinguisher and high angle technical rope rescue courses.
C O N T A C T:TRANS-CARE RESCUE LTD.
Toll Free: 1-800-71RESCUPh: 306-283-4496
Fax: 306-283-4456Email: trans.care@sasktel.net
www.trans-carerescue.com
66 SASkAtchEWAn conStrUctIon ASSocIAtIon
vISIonthe ScA provides collaborative and trusted leadership that sustains a prosperous construction industry and a better quality of life for the people of Saskatchewan.
MISSIonthe ScA exists to create extraordinary value for members through:• Providing members with a competitive advantage in the marketplace;
• Encouraging investment in Saskatchewan;
• Growing business opportunities for members; and
• As the voice of the industry, advocating to the government and the public.
vALUESour distinguishing values are the pursuit of:• Genuine collaboration and partnerships;
• Consistent transparency and accountability;
• Deep knowledge and strong networks; and
• High standards of quality.
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Vehicle storage Workshops Operations sites
Pre-engineered building solutions designed for your operational needs.
Why choose Britespan™ Building Systems• Buildings up to 200 feet
wide to ANY length• Bid specifications • Flexible foundation
options with reactions• Post-welding hot dipped
galvanized steel for superior rust protection
• Tested ability to withstand corrosive commodities
• Extra high clearance for truck safety & unloading
• Naturally bright interiors for safe working environments
• Local dealers
1.800.407.5846www.britespanbuildings.com
The Fabric Building Experts
WE’RE SO SURE OF WHAT YOU CAN DO WITH OUR NEW MACHINES, WE’RE PUTTING MONEY ON IT.
FUEL CONSUMPTION GUARANTEE
EMSOLUTIONS FLEET REPORTS
PARTS AVAILABILITY GUARANTEE
Your money back if your equipment’s fuel consumption rate exceeds the guaranteed fuel consumption rate. For three years or 5,000 service hours after your purchase, we’ll track your actual fuel burn using Cat® Product LinkTM and send quarterly emails comparing the two rates. At the end of each year, if your actual fuel burn exceeds the guaranteed rate, you’ll get a credit of 1 CAD/litre in the form of a Cat Financial Commercial Account Card.
Track machine and operator information to make data-driven decisions. Fleet reports pull relevant data from your machine’s Product Link—providing trends on run time, idle time, fuel burn, operator-induced faults and more. You can compare your data to industry benchmarks and make changes in how you operate, maintain and service machines to boost efficiency.
Get the parts you need within 48 hours or your shipping is free. While you don’t always need your parts right away, when you do, more than 99 percent of Cat parts orders are on their way to you in 24 hours or less. And, if they don’t get there in 48 hours—shipping is FREE. As part of the program, other Cat equipment in your fleet can be registered for the parts availability guarantee.
SPECIAL OFFER ON 100+ ELIGIBLE NEW CAT® MACHINES NOW UNTIL DECEMBER 31, 2015
CATERPILLAR PAYS YOU BACK
© 2015 Caterpillar. All Rights Reserved. CAT, CATERPILLAR, BUILT FOR IT, their respective logos, “Caterpillar Yellow,” the “Power Edge” trade dress as well as corporate and product identity used herein, are trademarks of Caterpillar and may not be used without permission.
Visit cat.com/payback for all the details or talk to your local Finning sales representative today.