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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







rEtUrn to Work progrAMS BEnEFIt EvEryonE – 46

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With HTHV heating technology, one piece of equipment can

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• 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

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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: [email protected]

PRINTED IN CANADA 09/2015

320 Gardiner Park CourtRegina, SK S4V 1R9P: 306-525-0171 • F: 306-347-8595E: [email protected]: 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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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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COREY HUNCHAKChair

COREY RICHTER

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ALLAN WEBB

SAM SHAWPast Chair

SEAN HAMELIN

JUSTIN HOYES

ROB ISTACE

JANIS DUBREUIL

RON SMITH


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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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.

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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


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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 [email protected] 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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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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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


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


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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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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


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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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.


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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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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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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


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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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.


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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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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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.


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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Industrynews

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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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.


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


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:


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safety or provide hands-on, onsite

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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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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:


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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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

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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,


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,

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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.”


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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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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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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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.


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.

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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


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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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.

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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

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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

[email protected]

www.dimension11.com

human resources

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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

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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

Home builders look to Builder’s Capital

for rapid lending solutions that keep

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.







as the right financing.







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


Produced and published for the SCA by:DEL Communications Inc.Suite 300, 6 Roslyn RoadWinnipeg, Manitoba R3L 0G5www.delcommunications.com

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Publications mail agreement #40934510Return undeliverableCanadian addresses to:DEL Communications Inc.Suite 300, 6 Roslyn RoadWinnipeg, Manitoba R2L 0G5Email: [email protected]

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


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: [email protected]

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: [email protected]

www.trans-carerescue.com


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.

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

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.

we build fall 2015

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