in this issUE
Message from the editor, Shayna Wiwierski – 8
Message from the Minister of Energy and Resources, the Honourable Jim Reiter – 10
From where I sit… A mid-year prognostication– 12 Increasing potash production in response to global supply uncertainty – 14
Manitoba Government paving the way for Manitoba’s first potash development – 16 Join us at CCMEC 2022! – 18
Helping industry produce premium potash to support the global agricultural community – 20
Can fire-resistant hydraulic fluids be effectively used in potash mines? – 24
My first 100 days as CEO of the Saskatchewan Chamber – 26
Tiny homes project brings shelter and skills to Indigenous communities – 28
RESPEC’s take on the current potash market – 30
Confined spaces: Not where you expect them! – 32 Mosaic responds to Hurricane Ian with financial and volunteer support in hardest-hit operating areas in Florida – 34
Trends in employee mental health & wellbeing – 36 SIMSA providing 100x ROI for its members – 38
Know your rights –You have the right to be safe on the job – 40 Mosaic and the Yorkton Chamber partnership – 42 Mining webinar focused on occupational disease in mining industry – 43
More than 17,000 attendees welcomed in Toronto for 90th PDAC Convention – 44
DEL CommuniCations inC www.delcommunications.com
president & cEo DaviD Langstaff managing Editor shayna WiWiErski shayna@delcommunications.com
Director of online marketing & sales miC PatErson mic@delcommunications.com advertising manager Dayna ouLion
contributing writers: shaunti BErgEn, DEBashi Das, stEvE haLaBura, Erin matthEWs, PEtE PaCzko, Juanita PoLEgi, PraBha ramasWamy
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all rights reserved. contents may not be reproduced by any means, in whole or in part, without the prior written permission of the publisher
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A&B Rail Service Inc.
35 AMI Supply
P ICA ........................................................................................................ 22
Pocono Fabricators 10 Respec 41 Richwood 29 RS Breakers 16 Saskatchewan Research Centre 21 SaskTel 9 SaskWater
G.E. Environmental Solutions Inc.
11
21 Bit Service Company 7 Brandt Group of Companies 17 Cando Rail Services 14 CCMEC 19 Commercial Sandblasting & Painting 3 Continental Mine 19 Eclipse E-Line Services Inc
35
39 Standard Machine
2 Strato Inc.
13 HD Engineering & Design
Halabura Potash Consulting Ltd.
11 Hoffman Group
22 Mine Supply Company 44 Nutrien 15
PCL Construction Management Inc. 23
5 Sulzer Pumps (Canada) Inc.
27 Sumitomo Drive Technologies
33 Surplex G MBH 23 Sutton Benefits & Pension 37 West River Conveyors & Machinery Company 25 Western Heritage 26
as we are wrapping up the last issue of The Potash Producer for 2022 we have just started planning our annual PotashWorks magazine. The publication, which will be released in early 2023, began in 2012 and quickly took off as the premier magazine with a focus on everything potash. Due to the success of PotashWorks magazine, we started The Potash Producer last year and we quickly started to see the success from the publication translate over into this newsletter you’re reading right now.
Which brings us to Issue 3, 2022. This edition covers many exciting topics happening in the potash industry, not only in Saskatchewan, but across the world. On page 16, we cover an exciting new project happening in Manitoba, which will see the province build its first potash development near the com munity of Russell. This initiative will not only be beneficial to the local mineral resource sector, but it will also benefit local Indigenous communities, who are also partners in the project.
On page 14, we take a look at how Nutrien is planning on increasing potash production capability over two years. The company is planning on hiring more staff, install infrastruc ture, and increase production in a safe and sustainable way.
These stories are just a small preview of what we have in store for you in Issue 3, 2022 of The Potash Producer and we hope you enjoy and help spread the message about our publication. If you haven’t done so already, we invite you to share this with your colleagues and friends and sign up at www.potashworks.com/potash-producer/. Finally, we wish to thank all the companies who have contrib
uted a story for this issue of The Potash Producer. Special thanks go out to the following contributors:
• The Minister of Energy and Resources for Saskatchewan, Jim Reiter
• Steve Halabura Potash Consulting Ltd.
• Sutton Benefits & Pension
• Nutrien
• The Potash and Agri-Development Corporation of Manitoba (PADCOM)
• SRC
• The University of Saskatchewan
• The Saskatchewan Chamber of Commerce
• SATCC
• RESPEC
• The Saskatchewan Safety Council
• SIMSA
• WorkSafe Saskatchewan
• Yorkton Chamber of Commerce
• Workplace Safety North
We invite all interested companies to share their news and ed itorial ideas with us. If you would like to contribute a story for future issues of The Potash Producer e-newsletter, please contact myself at shayna@delcommunications.com.
Enjoy this issue and keep a lookout for the 2023 issue of PotashWorks magazine, out soon! l
Communications Inc and you,
on behalf of the Govern ment of Saskatchewan, I am pleased to provide an update on the potash industry in Saskatchewan.
The world continues to look to Sas katchewan as a global leader in the supply of reliable, sustainable, and eth ically produced potash. As the world’s largest producer, continued strong demand and recent elevated price lev els have positioned the province for significant growth. Saskatchewan is the global leader in potash production and Saskatchewan’s potash production emits 50 per cent less than that of our global competitors.
Partly due to the success of the prov ince’s potash sector, the Government of Saskatchewan made the decision to retire $1 billion in debt and contribute a one-time $500 Saskatchewan Afford ability Tax Credit to assist with making life more affordable for all Saskatche wan citizens.
While the recent success of our pot ash sector is to be celebrated, it is im portant to also remember the current geopolitical challenges the world is fac ing, which are leading to inflationary pressures and contributing to global food and energy security concerns. This reinforces the importance of juris dictional stability and reminds us that
it is important we protect our reputa tion as the best place in Canada, and the second-best jurisdiction globally, for mining investment attractiveness as signaled in the 2021 Fraser Institute Annual Survey of Mining Companies.
Saskatchewan’s potash producers are also meeting the global food secu rity challenge head on. K+S Potash Canada, Mosaic, and Nutrien have all announced significant planned opera tional increases, and BHP is accelerat ing the development of its Jansen mine, with first production brought forward to 2026.
Feeding your process refinery safely and without interruption is paramount.
Pocono Fabricators’ Pre-Krete G-8 has been safeguarding site piping of Potash slurry from abrasive and corrosive conditions at elevated temperatures since 1982.
Saskatchewan’s potash sector is strong, and its future is bright. With incredible corporate partners as part of this prov ince, these companies are making sig nificant investments in both their oper ations and towards the communities in which they operate – creating positive shared value for their employees, busi ness partners, the environment, as well as directly to local communities. They help the province grow our economy to keep Saskatchewan strong, and in turn providing a better quality of life for all Saskatchewan people.
P: 610-400-1885
Saskatchewan is a land of opportunity. It is rich in natural resources and is the best place to live, work, invest, and raise a family. Our sustainable potash sector continues to grow, and our prov ince and our people will continue to reap the benefits of our strong and sta ble economy for generations to come. l
I usually opine about the year gone by, and for the past few years, its been tak ing the previous years’ opinion, updat ing some numbers and statistics, and “assignment completed boss!”. How ever, this year is different – very, very different.
War, hunger, a beautiful but burning world… All these forces have conspired to put not only potash, but fertilizers in general on the front ranks of 21st cen tury geopolitically critical commodities.
Who would have thought that eight months into the year, a war in the Ukraine, real food and energy short ages, and catastrophic droughts would have become cliché? Certainly not me.
Simply put, the placement of up to 15 million tonnes of potash normally sup plied by Russian and Belarusian mines is jeopardized. It’s estimated by Nu trien’s CEO, Ken Seitz, that the current shortfall is some eight million tonnes. This is a significant portion of global supply.
What has this done to the normal dis tribution chain? One great source of in formation is from the largest free world owner of potash resource – the Province of Saskatchewan. This provides a great window into what is happening glob ally. (Check it out yourself, here is the link: https://dashboard.saskatchewan. ca/business-economy/business-indus try-trade/mineral-sales#by-commodi ty-tab).
Let’s compare the month of June 2021 to June 2022 first. In 2021, mines pro duced 1,074,048 tonnes, while in June 2022, those same mines produced 1,331,314 tonnes, an increase of 24 per cent. June 2021 sales were $0.58 billion, but in June 2022, they were $2.03 bil lion, an increase of 253.3 per cent.
Now let’s compare year-to-date pro duction. In 2021, the province’s mines produced 7,360,973 tonnes, however from January to June 2022 those same mines produced 7,693,083 tonnes, an increase of 4.5 per cent. Year-to-date sales were $2.94 billion in 2021, but $8.53 billion in 2022, an increase of 190 per cent.
We can use the above to estimate an av erage per-tonne realized price. In June 2021, this was $540 per tonne versus a June 2022 price of $1,524. When we look at year-to-date numbers, the average per-tonne realized price for 2021 was $399, however in 2022 it was $1,108. An increase of 360 per cent.
So, yes, an enormous resource windfall to the province and to Saskatchewan potash producers, but this is almost en tirely due to price, not increase in pro duction. This begs the question: are the established producers hiking produc tion to meet market shortfalls?
May of 2022 was an information-rich period for potash bugs as four of the big Saskatchewan potash players made known their thoughts (and strategies)
on the potash supply-and-demand question. Let’s examine what the word on the street was in May 2022.
In March 2022, Nutrien announced that in response to the uncertainty of potash supply from Eastern Europe it would increase potash production ca pability to approximately 15 million tonnes in 2022, an increase of nearly one-million tonnes compared to pre vious expectations, with most of the additional volume to be produced in the second half of the year. Ken Seitz, Nutrien’s president and CEO, said on a May 3 earnings call that “sanctions on Russia and Belarus have the potential to create more lasting changes to global trade patterns as customers prioritize reliability of supply”.
Similarly in May, Mosaic’s president and CEO James O’Rourke offered that reduced supply could extend beyond 2022, opening the door for producers outside Russia and Belarus to consider boosting output. Mosaic said in May that shortfalls in Russian and Belaru sian potash are impossible to replace, adding that “Belarus remains sanc tioned and our previous assumption of those tonnes coming back mid-year appears optimistic as most or all of their exports will be curtailed due to logistics”.
Soon to follow was K+S Potash Cana da’s (KSPC) announcement of a longterm growth plan, consistent with the
Group’s global strategy, based upon achieving a sustained increase of potash production at its Bethune mine. The final production capacity is intended to grow continuously over the next couple of decades and is currently targeted toward four-million tonnes per year, effectively doubling the cur rent production output of the opera tion.
Not to be left out, in May 2022 BHP an nounced that it is advancing its Jansen Project to achieve Phase 1 production in 2026, which is planned to reach 4.35MMt with CAPEX of $5.7 billion. Also, it intends to commence Phase 2 engineering, which will add 4MMt at $800 to $900 per tonne, 30 per cent less than Phase 1.
The bottom line seems to be this: none of the Saskatchewan “Big Four” appear to be dramatically expanding production capacity, other than perhaps advancing the first production date of projects al ready on the books. Even “big number five”, the Province of Saskatchewan, did not radically alter its spring budget to take advantage of windfall royalties, other than to announce a $500 “pros perity” cheque for its adult residents. I take this to mean two things: a) taking advantage of windfall pricing when this opportunity arises; and b) uncer tainty as to how the global situation will play out.
I can sum up my read of the mid-year situation in five points:
1. The reorganization of supply lines will be a long-standing event, mean ing that buyers who switch from a Russian or Belarusian producer to another producer will require sig nificant incentive to switch back.
2. Much hinges not only upon the out come of the war in the Ukraine, but also on the longevity of the current regime in the Kremlin. We have seen sanctions tighten, not loosen.
3. I wonder how effective existing sanc tions against Russian and Belarusian potash are. I have heard anecdotal stories that one can buy such potash on the market.
4. Climate change may drive potash
fundamentals more than pure sup ply/demand forces, these being in creased fertilizer application rates, expansion of the range of crops amenable to potash applications and broadening the arable land base to replace crop land lost to increasing heat and desertification.
5. Forecasts of increased levels of global hunger due to shortfalls in food pro duction cannot be ignored. Anything to do with fighting this trend, such as innovations in potash production to make more product at reasonable per-tonne cost, will attract invest ment attention.
‘Nuff said for now… l
P. Halabura M.Sc. P.Geo. FEC (Hon.) FGC
basin analysis
program design and management
and JORC standards)
study management
how nutrien is laser-focused on what it takes to deliver a 20 per cent potash production increase over two years
when Nutrien announced plans to increase pot ash production capabil ity to approximately 15 million tonnes in 2022 (from 13.8 million tonnes in 2021) in response to the uncertainty of supply from Eastern Europe earlier this year, many asked how the company could achieve the huge undertaking in such a short amount of time. This increase represents a nearly 20 per cent increase compared to 2020 and accounts for more than 70 per cent of global produc tion added over this period.
“Nutrien is responding to this period of unprecedented market uncertainty
by safely expanding potash production to help provide our customers with the crop inputs they need,” says Ken Seitz, president and CEO, Nutrien. “We con tinue to closely monitor market con ditions and will evolve our long-term plans to ensure we utilize our assets in a safe and sustainable manner that ben efits all our stakeholders.”
Rapidly increasing production like this is no easy feat.
It requires hiring an additional 150 workers with a diverse range of skill sets – operators, supervisors, mainte nance workers, and geologists, for ex amples – to join the over 4,000 Nutrien employees in the province.
It involves procuring equipment and machinery. Additional highly special ized mining machines and all the as sociated infrastructure, miles of cable and mobile support equipment will be purchased, brought underground, constructed, commissioned, and then moved to the mining face – this can take over two years at some of Nutrien’s pot ash sites, due to their vast underground footprints.
The safety and environmental protec tion of the communities will continue to be a top priority, in compliance with the applicable regulatory requirements, and the additional activity will result in minimal incremental impact to the envi ronment.
Larry Long, senior vice-president, pot ash operations, is confident in Nutrien’s abilities but says there’s much work ahead of us in 2022 and beyond.
“To increase production in a safe, sus tainable way, we need to open up ground, install infrastructure and hire a large number of people, among other tasks, so it takes time to bring on the additional volume,” says Long. “We’ve proudly been rooted in Saskatchewan for de cades and already have the experience, the network, the tools, and the technol ogy. We believe we can do it faster than any of the other companies, but it’s still not as easy as flipping a switch.”
nutrien has a network of six low-cost potash mines, which allows the company to be more agile than any other potash producer.
So why can Nutrien make such an am bitious commitment and know that it’s achievable?
“Because at Nutrien, we work safely. Safety is our number-one priority, and making sure that Nutrien employees get home safe, healthy, and secure ev ery day is a core value,” Long says. “Nutrien’s safety culture starts with organizational leaders and extends to all employees within the business and is shown through our Culture of Care. There are dedicated safety supervisors, award-winning mine rescue and emer gency response teams who are all fo cused on safety.”
Additionally, it’s because Nutrien al ready has a network of six low-cost pot ash mines, which allows the company to be more agile than any other potash producer, says Chris Reynolds, execu tive vice-president & president, potash.
“An extraordinary cross-functional team of frontline managers, miners, support functions, and others worked together and determined in a short pe riod of time how to get the additional m illion tonnes,” Reynolds notes. “It was really impressive.”
Another key ingredient in Nutrien’s ability to deliver on the commitment is its technology. Automation and tele-re mote systems enhance the mines’ safety, productivity, and the quality of their data, Long says. Using this tech nology and the expertise of Nutrien’s employees, more than two miles of tunnel is safely mined per day across the six sites.
“But ultimately, I think we can do this because at Nutrien, we are rooted in Saskatchewan,” says Long. “This is our home. We have strong relationships with local and Indigenous suppliers across the province. We have the peo ple, the expertise, and the infrastruc ture to take on this challenge, during these uncertain times, and we’re proud to be leading the charge in feeding a growing planet.”
Later in the year, Nutrien announced another planned increase to 18 million tonnes of potash production capabil ity by 2025, which will require more specialized personnel and a continued focus on safe and sustainable opera tions. l
the Manitoba Government has approved Manitoba’s first pot ash development, allowing the Potash and Agri-Development Corporation of Manitoba (PAD COM) to start extraction and production in western Manitoba near the commu nity of Russell, Premier Heather Stefan son announced on June 14, 2022 at the Prospectors and Developers Associa tion of Canada conference.
“This is a significant step forward in our commitment to establish Mani toba as a global leader in sustainable mineral development,” said Stefanson. “Our government is proud to announce PADCOM has received all required ap
provals to move Manitoba’s first potash mining operation into production. We are working with Indigenous leadership and communities to promote participa tion in the mineral resource sectors and to ensure communities share in the ben efits that result from growth in these sectors.”
Gambler First Nation and PADCOM have developed a partnership, with Gambler First Nation participating as a 20 per cent equity owner.
“We are pleased to partner with PAD COM on this landmark project, which will create jobs and help spark further economic development opportunities in
our community,” said Chief David Le Doux, Gambler First Nation.
Additionally, PADCOM will present community benefit agreements to sev eral Indigenous communities in the area, the Manitoba Métis Federation and the Municipality of Russell-Binscarth.
PADCOM has completed the first part of the project in which two wells were drilled near the community of Har rowby to explore the local potash re source and determine feasibility. Fol lowing the recent Environment Act licence approval and signing of a min eral lease agreement with the province, PADCOM is authorized to move the development to the next phase of pro duction.
“This operation will use a more envi ronmentally friendly mining process. The physical footprint is small and the process will be using green Manitoba electricity, not fossil fuels,” said Day mon Guillas, president, PADCOM. “We are excited to partner with Gambler First Nation to develop Manitoba’s first potash operation. This initiative will help support Manitoba’s economic re covery and plays a major role in making Manitoba a global leader in mining and mineral development.”
For more information on mining in Manitoba, visit https://manitoba.ca/mines. l
the Central Canada Mineral Exploration Convention (CCMEC) is back in person after a two-year hiatus. The convention is being held on Monday, November 14 and Tuesday, November 15 at the Victoria Inn in Winnipeg. The success of the 2019 convention led to the incorporation of CCMEC as an independent not-for-profit organization whose main goal is to promote mining and mineral exploration in central Canada by facilitating direct links between stakeholders.
More than 500 delegates attended the 2019 convention, in cluding exploration professionals, Indigenous peoples, pros pectors, academics, government representatives, suppliers, financiers, innovators, and community representatives. Building on that success, CCMEC has invited an expanded lineup of exciting speakers and exhibitors for 2022 and the exhibitor area for 2022 has almost doubled in size! Along with exhibit space, there will be 12 technical sessions, keynote speakers, and many networking opportunities and events. We have invited representatives from exploration, mining, and service companies working in Northwestern Ontario,
By Jeff YoungManitoba and Saskatchewan. There will be two keynote ad dresses at the convention, including Michael Gray, partner at Agentis Capital. Gray has over 30 years of experience in the minerals industry along with almost 15 years as one of the top mining research analysts.
The technical sessions will offer a wide array of industry ex pertise covering a broad range of topics across the mining cycle. Several sessions will focus on mineral producers and explorers of base and precious metals, and others will focus on the exciting developments in the exploration for lithium. Other highlights include government geoscience and initia tives, academia partnering, and exploration insights using data science and technology.
The critical partnership of Indigenous peoples and the min erals industry will be another focus of our technical sessions. A panel discussion on “Innovation in Community-Proponent Relationship Models” will bring together representatives to discuss pathways forward in engagement and reconciliation. ESG will be highlighted by discussions on best practices for
community-driven environmental assessments and tailings management.
Our exhibitor space will be significantly larger than it was in 2019 with at least 50 per cent more exhibitors. Exhibitors will represent numerous stakeholders in the industry showcasing innovations and advancements that offer delegates a variety of potential services, expertise, and networking opportuni ties.
CCMEC’s goal is to become an international convention of choice, with a focus on promoting mineral exploration and mining in central Canada. As an industry-driven convention, our success is thanks to our sponsors and delegates. We en courage all those in the industry to engage in the evolution of mining and mineral exploration in Saskatchewan, Manitoba, and Northwestern Ontario this November at the Victoria Inn. We hope to see you there!
For more information about the Central Canada Mineral Ex ploration Convention, visit https://ccme-convention.ca/. Or we can be found on LinkedIn where we post regular updates on our convention sponsors. You can also email coordinator@ ccme-convention.ca or call (431) 374-2258. l
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By erin Matthews
Demand for potash is at an all-time high. While pot ash has some valuable industrial uses, most of the world’s production goes towards supporting the ag ricultural industry. As demand for a variety of food crops increases, farmers and industry are looking for premium fertilizer to maximize their yields.
As a world leader in potash production, Saskatchewan’s indus try is rising to the challenge to meet global needs for 2022 and beyond.
The Saskatchewan Research Council’s (SRC) Mining and Min erals team has supported the industry since its early days in the 1960s. From developing analytical methods for the explo ration sector to supporting processing, digital innovation, and emissions reduction, SRC has the expertise to help Saskatche wan’s industry expand potash production worldwide to meet growing demand.
Saskatchewan potash production is in the form of potassium chloride (KCL) and is referred to as muriate of potash (MOP). MOP is the most common potash found in the world and is used to fertilize a wide variety of crops. It provides key nu trients to plants and enriches the soil, helping to satisfy the demand for increased yields of cereal crops, fruits, and veg etables.
While MOP is the most abundant potash in the world, it does have some drawbacks. Its high chloride content can be benefi cial for chloride-tolerant plants, but its use can pose a problem for soils that are already high in chloride.
Too much chloride can reduce soil fertility leading to stagnant crop growth and toxicity within the plant. Getting the right balance of nutrients is key for healthy soils and good yields.
High chloride or high soil salinity is a big concern for agricul tural producers across the world. For instance, in southwest ern Australia, soil salinity and chloride-heavy soils are im pacting agricultural production. SRC is working directly with the industry to create potash that will improve soil quality and enhance crop health.
Sulphate of potassium (SOP) is considered a premium fertil izer that can deliver key nutrients like potassium and sulphur to crops. Unlike MOP, SOP doesn’t contain chlorides and can be used in a variety of soil compositions—including soils that have high concentrations of chloride and sodium.
“SOP is a premium product because it contains potassium and also sulphate,” says Dr. Jack Zhang, associate vice-president of strategic technologies in SRC’s Mining and Minerals Division.
SOP is beneficial for many crops, including fruit and veg
etables, as well as specialty crops like tobacco. Unlike MOP, SOP is not found in nature and cannot be extracted directly through conventional mining and processing operations. In stead, potash producers must produce SOP through a variety of additional chemical processes.
SRC has worked with mines and manufacturers over the past year to develop new processes that can increase SOP produc tion at home and abroad.
SRC has been developing new strategies in potash recovery for decades and has worked on SOP production for nearly 10 years. With experience in processing potassium ores in Spain, the United Kingdom, Algeria, Congo, Ethiopia, Eritrea, Argen tina, Chile, and Brazil, SRC has the expertise to help the indus try produce a range of potash products and by-products.
Some of SRC’s recovery processes include innovations in KCl flotation and double-salt ores, hot leaching, high and low-tem perature SOP crystallization and ion exchange techniques.
“SRC has developed a very broad range of potash-related tech nologies to produce either MOP, SOP or even by-products like magnesium chloride and sulphate,” says Dr. Zhang. “We have a wide variety of expertise and knowledge to support potash producers worldwide.”
SRC is working closely with several Australian mining compa nies to produce SOP from the salt lakes found in the southwest corner of the continent. Unlike traditional potash deposits, these lakes contain a mixture of minerals that can be purified and converted into SOP through a series of chemical processes.
To produce SOP, the brine from the salt lakes is pumped into a series of solar ponds. Renewable energy sources like solar or wind are used in the evaporation process that precipitates cer tain salts from the brine. This mineral mixture goes through a series of purification stages that are followed by a final con version stage.
Producing SOP can be challenging. The mixture from the solar ponds requires special processing to treat the different miner als in the brine.
“Once it reaches the desired purity and we add water, we can convert the schoenite to SOP,” says Dr. Zhang. Schoenite is a saline evaporite consisting of a mixed potassium and magne sium sulfate. “The remaining solution is still useful and will recirculate in the pond and in the process to maximize SOP production.”
With demand for MOP and SOP steadily increasing, Saskatch ewan has a lot to offer. Along with conventional and solution mining operations, the province can produce SOP through chemical processes.
SRC has developed different techniques to convert MOP to SOP. Saskatchewan potash ores don’t need to undergo a lengthy evaporation and purification process. An additional step is added at the end of processing that allows the chemical conversion to occur.
However, a source of sulphate is needed to produce the SOP from MOP. During potash processing, sulphuric acid or so dium sulphate is added to the potash, converting MOP into a premium fertilizer.
Enhancing natural deposits of potash allows Saskatchewan to maintain a competitive edge in the global market. The ability to produce a premium fertilizer helps the province keep up with demand as the industry continues to improve processing techniques and increase the quality of its products.
By working directly with potash producers in over a dozen countries, SRC is helping to develop premium products, en hance potash recovery, improve mining operations, and antic ipate future industry needs.
Read the full story and more like it on SRC’s website at src.sk.ca/blog l
underground machinery.
By shaunti Bergenbest safety measure. Fire-resistant hy draulic fluids have a higher flashpoint and the ability to self-extinguish. This means if a hydraulic spray is atomized, the fluid will have a difficult time catch ing fire on the hot surface and even if it does, the continuous spray will extin guish the fire instead of fuelling it.
the following is an overview of research completed by engineer Shaunti Bergen for her master’s degree in mechanical engineer ing, completed at the Univer sity of Saskatchewan in 2021.
Hydraulic fluid power is commonly used in Saskatchewan’s underground potash mines in equipment such as roof-bolters, earthmovers, and borers. The reliability of this equipment is ex tremely important because shutdowns are not only costly, the location of the equipment means it isn’t easy to access for maintenance and repairs.
Potash dust formed during the min ing process affects the reliability of the equipment; the dust is commonly found as contaminant inside the hy draulic systems. Conventional min eral oil is currently used in the under ground equipment as it is acceptably reliable in this unique environment.
However, the risk of fire due to the flammability of mineral oil has raised the question of whether fire-resistant hydraulic fluid can be used success fully in underground potash mines in stead of the mineral oil.
Hydraulic systems can start fires by a leak in the circuit, spraying atomized fluid onto the hot surface of the equip ment. The atomizing of the mineral oil decreases its flashpoint, causing it to burst into flames immediately. In most cases, the fire continues to burn as the leak provides a continuous supply of fuel, causing substantial equipment damage.
The safest hydraulic systems are ones that prevent dangerous events from ever occurring. Regular maintenance of hydraulic circuits can reduce the risk of hydraulic leaks, but removing the risk of a fire developing is always the
Fire-resistant hydraulic fluids are also safer environmentally, preventing time-consuming and costly clean-ups. Prior to testing, a fire-resistant hydrau lic fluid’s only flaw was that there was no proof it could perform reliably in an underground potash mine, whereas the currently used mineral fluid has worked reliably since the 1960s. Being able to use a fire-resistant hydraulic fluid in underground potash mines would be advantageous, but testing was needed to ensure it could perform.
Testing was conducted by taking three fire-resistant hydraulic fluids and run ning them against the currently used mineral fluid. The test bench had four identical hydraulic circuits to do this, each with a 18cc axial piston pump, which was used to measure wear. Each test was run for 200 hours and elec tro-proportional valves caused cyclic loading between pressure compen sated cut-off, full flow and standby
Prior to testing, a fire-resistant hydraulic fluid’s only flaw was that there was no proof it could perform reliably in an underground potash mine, whereas the currently used mineral fluid has worked reliably since the 1960s.
mode of the pump every nine seconds. This was done to accelerate the testing and force movement within the pump. The system was also run at a high tem perature to replicate the potash mining environment.
Three different tests were performed, and each was repeated three times to ensure accuracy. One 200-hour test was done without any potash contam ination, one with an expected amount and one at the highest level of potash
contamination seen in the samples pro vided by potash mines. By testing each fluid at these three levels, discrepan cies caused by the addition of the pot ash contamination could be seen.
At the end of testing the wear loss, vol umetric efficiency, mechanical power, changes in fluid samples, reservoir residue, flow rates, filter analysis, and pump performance tests were all com pared. In every case, a fire-resistant hy draulic fluid outperformed or matched the mineral fluid. Not only could these fluids perform as well as the mineral
fluid, they could do so in a highly con taminated potash environment.
Fire-resistant hydraulic fluids are needed in underground potash mines to decrease lost time, equipment dam age, cost of fire suppression equipment, and maintenance. Most importantly, they can decrease risk of fires to mine workers. This testing has proven that switching all underground equipment, and possibly above-ground equipment, to a fire-resistant hydraulic fluid would be able to assist in all these areas. l
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By Prabha ramaswamy, ceo of the saskatchewan chamber of commerce
my first 100 days as the CEO of the Saskatchewan Cham ber of Commerce (SCC) have gone by incredibly quickly. These 100 days have been an opportunity to consult and exchange ideas with a variety of stakeholders, including our valued members and government. The SCC regularly seeks insights from the business community to better understand industry and to provide policy recommendations that will strengthen economies locally, re gionally, nationally, and globally.
In recent conversations with mem bers in the mining/resource sectors, Saskatchewan’s potash sector was dis cussed as a significant global oppor tunity for the province. Nonetheless, challenges persist that create barriers to
Saskatchewan’s competitiveness in the global potash market.
Saskatchewan is Canada’s sole potash producer and leads the world in ethical potash production. Potash mining is an economic backbone for the province contributing $8.3 billion to our GDP in 2020 while directly employing 6,000 Saskatchewan women and men. As a key economic driver in the province, Saskatchewan potash companies are also investing back into our communi ties through initiatives, programs, and causes that enhance quality of life.
Several common themes percolated to the top throughout my consultations with businesses in, and adjacent to the potash sector. And now, as we move into my next 100 days on the job, these
themes will form a major piece of the chamber’s upcoming advocacy work.
It will come as no surprise to readers that one of the common concerns raised across the sector was the challenging labour market. While there is no easy, one-size-fits-all solution, the SCC plans to be active in playing a role in this solu tion. Per Statistics Canada’s job numbers from July 2022, Saskatchewan’s unem ployment rate was 4.0 per cent, the sec ond lowest among the province and well below the national average of 4.9 per cent. These statistics are an indication of a tight labour market, with further tightening on the horizon. In addition to convening the SCC’s long-standing Labour Market Council, we are actively collaborating with our provincial and federal representatives on solutions to help address this dire labour shortage. The SCC’s recommendations have in cluded continuous education (reskilling and upskilling); immigration attraction and retention; and Indigenous engage ment.
The second challenge identified was ac cess to transportation infrastructure to get Saskatchewan potash to market. In 2015, the SCC commissioned a report with the Conference Board of Canada titled “Saskatchewan’s Export Poten tial: The Impact of Rail Access” which underscored the importance of industry and governments working together to find solutions to help the province meet its Growth Plan goals. While some of
the recommendations included in this report have been tackled, there is more work to be done. The SCC will continue to make these recommendations to both levels of government.
Another common theme surrounded taxes and fees. Participants from the potash mining sector voiced concern over the structure of the province’s re source royalty rates and how the cur rent structure harms competitiveness. In the case of potash mining, the current taxation regime is extremely complex, containing a production-based royalty, along with a two-layer production tax featuring a base payment rate and twotiered profit tax. In addition, a resource surcharge on three per cent of sales value is also levied. Such an approach imposes relatively high-cost burdens for mining companies in Saskatchewan, especially when compared to lower cost competitors in places like the US, China, Germany, and Eastern Europe. In our Beyond 2020 Blueprint, we rec
ommended that the provincial govern ment convene a panel of independent experts to review the effectiveness of the current potash royalty rate regime. The overarching principles of such a review should be ensuring competitive ness, fairness, simplicity, efficiency, and minimizing distortionary economic be haviours.
Lastly, the sector consultation meetings uncovered concerns about the compet itive disadvantage due to not having access to carbon tax proceeds compared to provinces with self-administered systems. When the federal government imposed carbon pricing, it committed that no funds collected would be re tained by the federal government. The current system returns approximately 90 per cent of direct proceeds from the carbon tax to residents in applicable jurisdictions, however, the other 10 per cent of proceeds have not been returned since the pause of the Climate Action Incentive Fund (CAIF) program in 2020.
Among several other recommendations for the federal government, the SCC is asking the Government of Canada to return all carbon tax proceeds beyond those already being returned to house holds to applicable jurisdiction through a promptly available, broadly accessible program. This could look like a multi -stream program that is accessible to an array of SMEs, including an energy-in tense trade exposed (EITE) focused pro gram.
As the voice of Saskatchewan business, I look forward to collaborating further with your industry to build the stron gest business ecosystem in Canada. In dustries like potash mining are what helps position Saskatchewan to pro vide the food, fuel, and fertilizer the world needs. Continued growth will transform Saskatchewan’s business landscape and create opportunities to enhance competitiveness, boost invest ments, and increase trade. l
Pumps are at the heart of fertilizer production, and correct equipment selection that takes into consideration hydraulic design, materials, application knowledge, duty point and maintenance regime are critical to achieving reliable long-term pumping operation and maximum plant production. As an expert in solutions for corrosive and abrasive liquids, or those with high gas content, Sulzer offers a complete range of pumps, agitators, mixers and compressors for the fertilizer industry. Our innovative products are suitable for the production of potash, phosphate and NPK compound fertilizers as well as acids and industrial chemicals.
Sulzer’s global presence provides local support and expertise through a network of manufacturing facilities and service centers. Our solutions combine energy efficiency, low lifecycle costs, reduced environmental footprints and excellent reliability.
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son, like the ones from Your Choice Homes, to build a tiny home in their community.
“These youth are putting on their tool belt and their community watches them out there at the job site every day,” says Noel. “This is one of their first job expe riences and they’re taking it seriously.”
The SATCC invited Indigenous stake holders such as economic development authorities, housing agencies, Indige nous communities and employers to ap ply for funding for the building of tiny houses or similar single unit dwellings in Indigenous communities in Saskatch ewan. Applications were accepted in 2021 with the hope of building at least 10 tiny homes by mid-2022.
By the end of the project, 32 tiny homes had been built in 22 Indigenous com munities.
thirty-two brand-new homes stand in Indigenous communi ties today thanks to more than 130 apprentices and students that took part in the Saskatch ewan Apprenticeship and Trade Cer tification Commission’s (SATCC) tiny homes project.
“This allowed us to take the job site and make it the classroom,” says Jayson Noel, the program manager and busi ness development community partner
at Your Choice Homes, a partner and contractor for some of the builds during the project.
The project, launched by the SATCC in 2021 with funding from the Govern ment of Saskatchewan, aimed to give Indigenous apprentices experience in the skilled trades through hands-on learning, while bringing new housing opportunities to Indigenous communi ties. Apprentices and students worked alongside an experienced journeyper
The project was embraced by commu nities, partners, and participants with all involved seeing the positive benefits. Communities welcomed the new hous ing and skills training opportunities. Students and apprentices learned valu able skills in carpentry, electrical, and plumbing and experienced work in the skilled trades.
“The community is so encouraging to wards these youth. For these young people to be a part of the construction of their community, you can see the pride of the community and the pride of the parents watching their kids take part,” says Noel.
Applications were accepted in 2021 with the hope of building at least 10 tiny homes by mid-2022. By the end of the project, 32 tiny homes had been built in 22 indigenous communities.
Thirty-five apprentices contributed to the work on the tiny homes along with 98 secondary students. Some partic ipants continued their journey in the skilled trades following the project and indentured as apprentices, with apprentices continuing to be signed up as residual project work finishes.
As of June 2022, Indigenous appren tices made up 18 per cent of Saskatch ewan’s apprenticeship population.
According to Statistics Canada data from the 2021 Census, 17 per cent of Saskatchewan’s population self-identi fies as Indigenous.
Chris Stubbs, director of innovation and inclusion at the SATCC, says the commission continues to pursue op
portunities working with Indigenous communities in Saskatchewan.
“We want to ensure we’re facilitating a diverse, inclusive apprenticeship system,” said Stubbs “Projects like the tiny homes continue this work –strengthening relationships, provid ing training opportunities and helping meet the needs of the communities.”
Each year, the SATCC oversees and ad ministers the Indigenous Apprentice ship Initiative (IAI) program, which funds initiatives that aim to increase Indigenous people’s awareness of, and participation in, apprenticeship train ing and the designated trades. Past projects have included apprenticeship
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and upgrading training, job coaching and mentoring, and courses aimed at high school students.
Looking forward, the SATCC will par ticipate in the introduction of an in novative Indigenous Welder training program on Ochapowace Nation. The program will offer pre-employment training with the goal of training and indenturing welder apprentices.
“The tiny homes showed the impact that a project like this can have on young people, providing them with experience in the trades and the tools to succeed in their future careers,” said Stuffs. “We’re excited to continue work like this.” l
By debashi das, resPec engineer
the potash retail price is nearing an unsurpassed high of $896 USD per tonne, which was set in No vember 2008. The average retail price was at $878 USD per tonne
in the third week of May 2022, which was twice as expensive as the same time last year. Unlike previous price run-ups, are these prices sustainable, especially when the market continues to be at an
unprecedented high level? The answer is yes, the prices will further increase from the current levels in the short term (approximately 12 months) before con solidating to a significantly higher level in the medium and long term.
Several factors contribute to the recent run-up of prices; however, the most significant factor is the tight supply/ demand balance in the potash market, which is expected to tighten further in the short term. An easy solution to the conflict in Ukraine does not seem to exist, and the sanctions on Russia and Belarus—the world’s second- and third-largest producers of potash—do not appear to be lifting soon.
Source: Mosaic 2022 Annual Stockholder MeetingThe potash production in Russia and Belarus in 2022 is expected to reduce to almost half of their production in 2021, which will create a supply deficiency of nearly 11 million tonnes. Nutrien and other major producers of potash in Can ada are aiming to increase production by 4.4 million tonnes at most, which still leaves a major supply/demand crunch. Beginning in 2026, the BHP Jansen
Mine is planning to produce 4.8 million tonnes per year of potash in Stage 1. No other project is scheduled for the short term.
If the sanctions on Russia and Belarus are lifted soon, the three potash mines that were shut down in Russia since the conflict will not be readily operational because of poor upkeep and lack of maintenance of the mines.
Another factor contributing to the vol atility in prices is the global grain and oilseed stocks-to-use ratio. The global grain stocks-to-use ratio and the global oilseed stocks-to-use ratio in 2021 and 2022 have been the lowest since 2007 and 2008, and 2015 and 2016, respec tively. The low ratios increase sensitivity to supply/demand shocks and favour increasing demand for fertilizers to in crease grain and oilseed production.
Potash producers might not be able to sell potash at a higher price because of the farmers’ unwillingness to pay higher price for fertilizers. Inflation and supply chain constraints caused by COVID 19, however, has enabled farm ers to sell crops at a higher price, which outweighs the increases in input costs.
The United States corn growers’ cash margin, for example, has been the high est since 2012, as shown in the following figure. Therefore, farmers are willing, now more than ever, to pay a higher price to source fertilizer.
Supply chain constraints can also play a key role in further tightening the sup ply/demand balance and increasing the prices. In Canada, the majority of the potash is transported to the Port of Vancouver by two rail providers—Ca nadian National (CN) and Canadian Pacific (CP). Work stopped for two days when 3,000 CP employees went on a strike to demand a bargaining agree ment. The situation was resolved, but it highlighted the vulnerability of the pot ash supply chain logistics and overreli
ance on rail to transport fertilizer from the mine to the port.
The current potash price cycle is dif ferent from previous cycles, and pot ash prices will remain significantly high in the short term because of tight supply demand balances. The prices will consolidate at a higher level in the long term because the long-term mar ket fundamentals support an upward shift in mid-cycle crop and fertilizer
prices. Exploration activities and finan cial investments have ramped up sig nificantly, as they did in 2008; coupled with the increased activity in the oil and gas sector, this increase has caused challenges with securing equipment to conduct exploration work. Investment in small, North American projects has also created a lot of interest and RESPEC is grateful to be working with several junior exploration companies again. l
industry terms and phrases tend to conjure images in our minds. Sometimes these mental pictures are vivid, and others are more ob scure, clouded in the fog of the un known.
“Confined space”. What image pops into your mind when that phrase is used? The answers to that question vary based on the life history of the people that are asked. Common re sponses include places from the re spondent’s memory that made them feel tight, squeezed, or producing claustrophobic feelings. There are al ways vivid memories attached to those momentary experiences. The smell of the airplane washroom stall. The heat radiating off the metal grain bin on the family farm.
Nearly every industry across western Canada has them, people are sent to work in them every day, but very few have a solid understanding of what a confined space is. Without this solid understanding of the meaning, it is dif ficult to have true capability to know the hazards and reduce the risk in volved.
Most people will be able to identify the confined spaces that fit their mental im age and expectations; an underground vault accessed through a manhole or a hatch entry into a fluid tank. They picture workers with full face masks, air tanks, monitoring equipment, and tripods. Typically, only those with ad ditional training and experience will identify confined spaces such as an open-air pit or berm area.
Every year in Canada, many workers are killed while interacting in con fined spaces. Many more are exposed to harmful substances that will cause years of chronic conditions and short ened lifespans. Working in confined spaces can be done safely and effi ciently, however competent workers and preplanning are required.
CSA Z1006:16 defines a confined space as “a workspace that is fully or par tially enclosed; is not designed or in tended for continuous human occu pancy; and has limited or restricted access or egress, or an internal config uration that can complicate first aid, evacuation, rescue, or other emergency response services”. This is a broad defi nition that covers many different types of confined spaces. While the wording may change between jurisdictions,
similar intent is given in regulation in most locations.
At home we often deal with the same hazards. Going behind the skirting of a mobile home or cabin to winterize pipes for example. It is partially enclosed; it is not designed for continuous human oc cupancy and has limited means of ac cess. There are hazards that should be considered, including exposure to ro dent feces that carry viruses, potential wildlife such as wasps or skunks, and various dusts and fumes that could re sult from asbestos or leaking pipes. It is even possible for a buildup of gases that would displace oxygen.
The backyard swimming pool that has
been emptied in the fall is another great example. It meets the same criteria for a confined space once it is emptied of wa ter. If entering the pool for cleaning or maintenance, are chemicals being used to be able to safely ventilate or will they be trapped, causing dangerous atmo spheres?
Neither of these two examples require tripods with teams in oxygen masks. However, these both have serious haz ards that could cause immediate or long-term health concerns. With a bit of extra planning and knowledge about the hazards, those performing the maintenance can make sure they venti late the space correctly, use filter masks if needed, and further identify hazards aiming to reduce risks.
In the workplace setting there are many confined spaces that go uniden
tified. Parts of large equipment, such as the grain hoppers on combines, or in earth moving equipment, which limits access and require lock outs, fresh air berm areas can be flooded with gases that displace oxygen; building mainte nance crawl spaces and pit excavations are also very similar to the homeowner examples previously mentioned.
Each confined space is unique and will require a thoughtful approach. While some are deemed “hazardous confined spaces” and will require the picturesque presence of profession ally trained experts with air supplying respirators, retractable rescue devices and intrinsically safe equipment, oth ers may be simple that require an p100 dust mask, a flashlight, and a buddy to watch out for you. Regardless of the style of space, accurately identifying a confined space is a critical element in
protecting your own safety, for that leads to the next question required by regulation; is it possible to eliminate the hazard by not putting a worker into the confined space?
In many cases through innovation, de sign, and careful planning we can find ways to complete work without enter ing a confined space, and that is always the first step to ensuring that tasks can be done efficiently and safely. There is a lot to learn about to dispel myths and learn the realities of these challenging spaces. For workplace, at home, or on the farm, taking a professional quality
Confined Space Awareness or Con fined Space Entry Course is a great start for anybody wanting to protect themselves and others. Find confined space and other online training pro grams at Sasksafety.org l
mosaic and the company’s foundation are providing over $400,000 in financial support following Hurri cane Ian. $100,000 is sup porting local recovery efforts in their hardest-hit operating communities in Florida’s Hardee, Manatee, and DeSoto counties. The $100,000 donation will be split evenly between the following orga nizations:
• Hardee County, Send Me Missions –connecting the community with vol unteers from local relief organizations and offering home repairs including drywall, flooring and appliance re moval, tarping roofs, mould mitiga tion, and cutting fallen trees.
• Manatee County, Manatee Commu nity Foundation – making grants to local non-profit organizations provid ing response and relief.
• DeSoto County, DeSoto County Chamber of Commerce Foundation –partnering with local organizations to support recovery efforts, including food, water, supplies, and more.
Prior to hurricane season, Mosaic pro vided $55,000 in storm preparation funds to organizations across Central Florida. Another $300,000 is seeded in an Employee-to-Employee Assistance Fund that will be dispersed to employ ees most impacted by the storm. The Mosaic Company Foundation will dou ble match all employee contributions to the fund, with nearly $30,000 in total raised to date.
On Thursday, October 6, the company hosted Mosaic Cares Day for Hurricane Ian relief efforts. Over 75 Mosaic volun teers were on the ground supporting Send Me Missions in Hardee County Meals on Wheels of Manatee and the Myakka Community Center in Manatee
County. Additional volunteer opportu nities will be planned in DeSoto County when flooding and road conditions im prove.
Our 2,900 Florida employees remain committed to each other and their com munities. Many returned to work as soon as it was safe and the roads were cleared — their employees have a mis sion that cannot wait.
Mosaic’s mission is to help the world grow the food it needs, and the world depends on this Florida team to help put food on the table.
Source: The Mosaic Company l
Mosaic provides over $400K in immediate support for hurricane ian recovery and holds Mosaic cares day to volunteer in Manatee & hardee communities
mental health “moments” happen, with many of us fluctuating between opti mal and poor mental health every day. The pandemic has forced employers to pay greater at tention to the mental health challenges many workers face.
Before the pandemic, mental health needs often went unmet, and busi nesses were not equipped to deal with increases in depression, anxiety, and substance abuse among employees. Tra ditional health and wellness benefits have been evolving rapidly, using tech nology and innovation to migrate from sick care to self-care, to change perspec tives on aging, to evolve personalized care and payment models, and most importantly, to improve access and inte gration of physical, mental, and virtual care.
You depend on your employees to de liver your products and services and to drive your business’s overall success. Creating a healthy, safe workplace that protects both the physical and men tal health of employees is essential to achieving business objectives and shareholder returns. Clearly, investing in a mentally healthy workforce is re quired.
Mental illness, including addiction, is becoming a leading cause of disability worldwide – it prevents nearly 500,000 employed Canadians from attending work each week.
A recent CTV report indicated that Sas katchewan surpassed 460 substance-re lated deaths in 2021 – a very troubling statistic. Substance use disorders rep resent 33 per cent of mental health con cerns, and more than 90 per cent of peo ple with substance use problems do not get help.
The cost of disability leave for mental illness is about double the cost of leave for physical illness. Suicide is the lead ing cause of death in the workplace for construction and related industries. In fact, in the construction industry, the rate of death by suicide is five times the rate of death in workplace accidents.
Workplace mental health programs are necessary, but if they are disconnected from the support your employees need, you may be missing the mark. Here are three trends that are helping employers support employee mental health and wellbeing.
1. offering proactive, targeted solutions in your employee family assistance program (efaps)
Many EFAPs have already expanded the scope of mental health offerings to include telemedicine and virtual phar macies. Now, some online platforms are providing targeted solutions, such as those for substance use management, sleep, anxiety, depression, and lone liness. Employees can even choose a therapist from profiles, based on their needs. This benefit can connect em ployees with behavioural coaches, ther
apists, and physicians who work as a team to deliver personalized care, right to the employee’s smartphone.
Regardless of the solution, EFAPs have shifted from a reactive generalized ap proach to a needs-based approach de signed to address employees’ mental, physical, social, and financial health needs. In 2021, 42 per cent of employers redesigned their EFAPs.
There is a growing trend to separate psychologists, social workers, and counsellors from the paramedical prac titioner bundle under a traditional ben efits plan. Employers are recognizing that a typical maximum of $500/year is not enough to support employees and family members who need psychologi cal care: according to the Psychological Society of Saskatchewan, in 2022 the recommended fee for registered psy chologists is $200 per hour. Having a separate maximum of $1,000 to $2,000+ for those practitioners provides addi tional support for ongoing care of men tal health disorders.
Pre-APs are an emerging category in the workplace wellbeing space, led by Canadian technology company head versity. These proactive programs are relevant for every employee, as opposed to reactively serving employees expe
riencing specific problems. A pre-AP is designed to help organizations and individuals get ahead of mental health concerns through personalized and team-based skill-building. Our effec tiveness at managing the way we think, feel, and behave through life’s highs and lows requires skills, which can be fostered by the culture of the organiza tion where we work.
Additionally, pre-APs can remove the limitations of disconnected healthcare by offering integrated primary care that is immediately available and offers practical guidance. The integration of healthcare provides a seamless member experience and expands access to a su perior care provider network, beyond the coverage limits of an EFAP.
Pre-Aps, like the one developed by headversity, offer access to training in resilience, behavioural health, and psy chological safety to help the workforce proactively manage and build core skills related to mental wellbeing.
“When everyone across a workforce can build protective skills in the flow of their work, and through an intuitive platform have the right tools at the right time to prepare themselves for any challenge, we better protect our people, reduce costs, and improve performance,” says Jason Gotwalt, headversity’s vice-presi dent of growth.
Balanced health and wellness programs can improve employee engagement as a collective measure of employees’ atti tudes, attentiveness, and intensity of ef fort related to their work and workplace. The top–down approach of attraction and retention strategies needs to shift (and it is) to an employee-centric ap proach, where whole health, happiness, and productivity are high priorities.
Once you have decided to invest in work place mental health, you will discover a huge array of options that will demon strate positive financial and non-finan
cial returns. If you are just beginning to explore investments in mental health programs, you may be overwhelmed or struggle with where to start. If you have already invested, you may also encoun ter common roadblocks along the way. If that sounds like you and you would like some help getting started, or if you need some help optimizing your plan, contact a benefits specialist.
• Equitable Life of Canada. “COVID-19 Impacts on Disability” (slide deck). Equitable Life of Canada, 2022.
• Centre for Addiction and Mental Health. The crisis is real. https://www.camh.ca/en/driv ing-change/the-crisis-is-real.
• Nicole Di Donato. “‘It’s right across the board’: Sask. reports record number of overdose deaths in 2021,” CTV News Saskatoon, Jan. 12, 2022. https://saskatoon.ctvnews.ca/it-s-right-acrossthe-board-sask-reports-record-number-ofoverdose-deaths-in-2021-1.5738000#:~:text=A ccording%20to%20the%20Saskatchewan%20 Coroner’s,the%20amount%20reported%20in%20 2017
• Substance Abuse and Mental Health Services Administration. Key Substance Use and Mental Health Indicators in the United States: Results from the 2019 National Survey on Drug Use and Health. (HHS Publication No. PEP21-07-01003, NSDUH Series H-56). Center for Behav ioral Health Statistics and Quality, SAMHSA, 2020. https://www.samhsa.gov/data/sites/ default/files/reports/rpt35325/NSDUHFFRP DFWHTMLFiles2020/2020NSDUHFFR1P DFW102121.pdf
• Canadian Substance Use Costs and Harms Scientific Working Group. Canadian Substance Use Costs and Harms, 2015–¬2017. Canadian Centre on Substance Use and Addiction, 2020. https://csuch.ca/publications/CSUCH-Canadi an-Substance-Use-Costs-Harms-Report-2020en.pdf.
• Centre for Addiction and Mental Health. The crisis is real. https://www.camh.ca/en/driv ing-change/the-crisis-is-real.
• Grant Cameron. “Construction workers ‘have a perfect storm of suicide risk factors’.” Daily Commercial News, Sept. 7, 2022. https://canada. constructconnect.com/dcn/news/ohs/2022/09/ construction-workers-have-a-perfect-storm-ofsuicide-risk-factors#:~:text=Males%20that%20 work%20in%20construction,to%20think%20 they%20are%20different l
suttonplanning.ca
For SK-based suppliers who serve the industrial, mining, and energy sectors
SIMSA providing 100x ROI for its members
in 2021, on average, SIMSA caused or greatly assisted in $930,000 in annual sales for each of its 309 members. How is that possible from a $500 to $2,500 membership fee? The answer explains why SIMSA has continued its rapid growth. Keep reading.
the full results at simsa.ca/wp-con tent/uploads/Survey-Final-Septem ber-1-2022.pdf. The survey revealed that SIMSA’s 309 members represented 32,100 employees attributable to Sas katchewan, generating $13.7 billion in annual sales attributable to Saskatche wan. But what about member value?
katchewan have correlated with the number of employees for seven consec utive years. So, the data seems to cor relate.
In 2021, on average, SIM SA caused or greatly assisted in $930,000 in annual sales for each of its 309 members. How is that possible from a $500 to $2,500 membership fee? The answer explains why SIMSA has continued its rapid growth. Keep reading.
In July 2022, SIMSA conducted its annual member survey and then posted the full results at simsa.ca/wp content/uploads/Survey Final September 1 2022.pdf The survey revealed that SIMSA’s 309 members represented 32,100 employees attributable to Saskatchewan, generating $13.7 billion in annual sales attributable to Saskatchewan. But what about member value?
In July 2022, SIMSA conducted its an nual member survey and then posted
First, it is interesting to note that SIM SA’s members’ sales attributable to Sas
First, it is interesting to note that SIMSA’s members’ sales attributable to Saskatchewan have correlated with the number of employees for seven consecutive years. So, the data seems to correlate.
But what about the member value? SIMSA provides member value through two key avenues; (1) procure ment’s use of our database, and (2) in -person events that feature bringing buyers and sellers face-to-face.
SIMSA’s member database has had significant use by purchasing persons from various mining and energy pro ducers, as well as industrial compa nies. In 2021 there were 14,961 searches and 2022 is heading towards a similar result.
databases included in the competitive bid process. The same database is also used by over 60 other companies.
But what about the member value? SIMSA provides member value through two key avenues; (1) procurement’s use of our database and (2) in person events that feature bringing buyers and sellers face SIMSA’s member database energy producers, as well heading towards a similar result. It is important to note that by developing the potential list of contractors for a specific scope of work. Our database is one of the
It is important to note that SIMSA’s member database is one of the key da tabases utilized and reviewed by the BHP Jansen Project’s Contracts and Procurement Team to identify suitable businesses when developing the po tential list of contractors for a specific scope of work. Our database is one of the databases included in the compet itive bid process. The same database is also used by over 60 other companies. SIMSA events include those conducted as partnerships – the Annual Sas katchewan Suppliers’ Energy Forum and the Annual Saskatchewan Mining Supply Chain Forum – as well as those conducted independently for SIMSA members only – such as our Nutrien Roundtable event and the BHP event. All of these events see buyers and sell ers share information, as well as meet face-to-face for several hours. SIMSA has also signed MOU’s with
Suppliers’ Energy Forum and the Annual Saskatchewan Mining Supply Chain Forum as well as those conducted
the Annual
GE Hitachi, X-energy, and the OCNI to see us spearhead supply chain devel opment in SMR deployments. SIMSA also provides value by publishing a “Saskatchewan Opportunities” list on our website at simsa.ca/news/au gust-2022-saskatchewan-opportuni ties-list/. This list portrays $29.4 billion in projects for review.
Per our annual survey, SIMSA’s data base use and various events have re sulted in, or contributed significantly to, significant business leads and then sales for our members.
In 2021, SIMSA’s initiatives resulted in $410 million in leads for our members – that is an average of $1.3 million in sales leads per member company.
These leads, as well as those from the past, have then resulted in sales. Leads from previous SIMSA initiatives have caused, or greatly assisted in, $290 million in sales by our 309 members in 2021. That is an average of $930,000 in sales per member company.
This average of $930,000 in sales for each member company, from a mem bership-fee ranging from $2,500 to as low as $500, arguably results in an ROI ranging from 372x’s to 2,600x’s. Given SIMSA cannot take complete credit for any of these sales, the ROI from SIM SA’s portion is arguably 100x.
This 100x ROI was during a pandemic, which explains how SIMSA grew by over 50 per cent through COVID. And, 2022 and 2023 are looking to have a sig nificantly higher ROI.
SIMSA will continue to search for new avenues to create value for its members and adapt existing ones to fit the fu ture.
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Does rain fall?
with the Saskatchewan economy, including the mining sector, picking up steam in the wake of the COVID-19 pandemic, many new workers are entering or re-entering the workforce. WorkSafe Saskatchewan, a partnership between the Saskatchewan Workers’ Compensa tion Board and the Ministry of Labour Relations and Workplace Safety, wants all workers to be aware of their rights on the job. That includes the right to work in a safe environment.
All workers in Saskatchewan are cov ered by three important rights that are intended to keep them safe on the job. Those rights are protected under The Saskatchewan Employment Act.
If you are employed in Saskatchewan, you have the right to know about any safety hazards in your workplace. A hazard is anything that might cause an injury or illness. This knowledge is im portant in protecting yourself and your co-workers.
As a worker, you have the right to re ceive the training, information, and su pervision needed to do your job safely. Your employer should tell you how to stay safe before you start your job and before work begins on a new project.
Safety information, including training and instructions, can be given online, in writing or in person. The informa tion/training may come from a super visor, co-worker, or someone outside of your workplace, but your employer must pay for all training that is part of your job.
Clear communication is also included in the right to know. Your employer needs to give you the information you require to do your job safely in a way that you can understand. Ask ques tions whenever any safety instructions aren’t clear.
If you don’t know or are unsure of how to do a task safely, this right ensures you have the ability to ask questions. Always ask for information or training when you are given a new task, tool, or material to do your work.
Each worker has the opportunity and freedom to get involved in their work place’s health and safety activities. You have the right to share your concerns and ideas about how to make your workplace safer. If you see an unsafe situation on the job, this right gives you a chance to help rectify the situation, preventing injuries to you and your co-workers.
There are a number of ways for work ers to exercise their right to participate, including:
• Report your concerns to your super visor or manager about any health and safety issues that could cause harm to you or your co-workers.
• Make suggestions to your supervi sor or occupational health committee about how to make your workplace safer.
• Join your occupational health com mittee (if your workplace requires one).
• Act as an occupational health and safety representative for your work place, if given the opportunity.
Every workplace has hazards, most of which are not likely to cause serious injuries or fatalities. This right applies to those hazards which are considered unusually dangerous. An unusual dan ger or hazard could include:
• A danger that would normally stop work, like operating a forklift that has a flat tire.
• Something that is not normal for the job, like repairing a roof in bad weather with dangerous winds.
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A situation you haven’t been properly trained for, or where you don’t have the right equipment or experience to do the work safely. For example, cleaning windows on a tall building without any training or fall protec tion equipment.
The right to refuse means you can say no to work that you believe to be un usually dangerous to yourself or oth ers. This right is protected under The Saskatchewan Employment Act and you cannot be fired for speaking up about your concerns.
The right to refuse is only used when the first two rights have failed to pro tect your health and safety in the work place. In other words, using your right to refuse is serious and should not be taken lightly, but as a last resort when other measures have not been success ful.
However, you should also not be afraid to speak up when you believe your work is unusually dangerous. If you or the people around you are at risk, you can say no. You absolutely cannot be disciplined or fired for exercising your right to refuse.
There are several steps to take when opting to refuse unsafe work, in this order:
1. Stop performing the task. Tell your supervisor what you think is unusu ally dangerous about the task.
2. Talk to your workplace occupational health committee if you and your su pervisor can’t reach a solution.
3. If the matter is still not resolved, contact the Ministry of Labour Rela tions and Workplace Safety’s Occu pational Health and Safety Division at 1.800.567.7233. An occupational
health officer will provide their deci sion in writing to you and your em ployer.
4. If you don’t agree with the occupa tional health officer’s decision, you have a right to appeal.
Each year in Saskatchewan, more than 21,000 workers are injured on the job. WorkSafe Saskatchewan’s mission is to reduce the number of injuries, with an ultimate goal of reaching Mission: Zero. That is, zero workplace injuries and fatalities.
For more information on the three rights, including videos and other resources for workers and employers, visit WorkSafe Saskatchewan at worksafesask.ca/knowyour-rights-at-work. You can also email us at worksafeinquiry@wcbsask.com. l
the mosaic Company sponsored nine high school students and their teacher to attend the yorkton Chamber’s Annual Business Dinner.
for several years now, the Mosaic Company in Esterhazy has spon sored students from the local high schools to attend the York ton Chamber’s Annual Business Dinner. This is a significant sponsor ship in terms of dollars, but more im portantly, it provides students with an interest in business to attend a dinner with the business community and to hear a presentation from a successful business person.
The chamber was pleased when Mosaic contacted us and offered to once again sponsor a table of students to attend the 23rd Annual Business Dinner featuring Murad Al-Katib, CEO and president of AGT Food and Ingredients.
The Yorkton Regional High School sent nine students to the dinner accompa
nied by teacher, Daniel Mandziuk. Dur ing the cocktail hour, the students (who were served non-alcoholic beverages) had the opportunity to meet some of the Mosaic management team, includ ing Julien Brazeau, Joran Weber, and Eric Anderson.
Once the meal was finished, Al-Katib was invited to the podium where he shared the story of his journey as “the kid from Davidson” to the CEO of a company with 46 manufacturing and processing plants on five continents. He shared five tips for success, includ ing “have no fear” and “have passion and love what you do”. He challenged the business community to consider how it could help youth, women, First Nations, and new Canadians as they embark on their entrepreneurial jour neys as “they are the business leaders
and critical employees of tomorrow”. He shared an entrepreneurial quote that was so appropriate for the young people in the audience but resonated with all in attendance “Control your own destiny or someone else will”, said by Jack Welch.
It’s not likely that Mosaic or the cham ber will ever know if any of the stu dents who have attended the Chamber Business Dinner over the years were inspired to become entrepreneurs or to change the course of their lives. Provid ing the opportunity for these students to hear the stories of successful business leaders is truly a gift that Mosaic has given to dozens of Yorkton high school students. The Yorkton Chamber and the Yorkton business community appreci ates Mosaic’s generosity and interest in our youth. l
on Thursday, Oct. 13, Workplace Safety North (WSN) hosted a joint webinar with the Ministry of Labour, Immigration, Training and Skills Develop ment (MLITSD), titled Healthy Workers in Health Workplaces Initiative – Occupational Disease.
“While working in a closed underground environment, min ers can be exposed to airborne hazards such as diesel emis sions and silica, putting them at higher risk of developing occupational illness,” says Keith Birnie, WSN industrial hy giene and ventilation specialist, and one of the speakers at the online seminar. “During 2019 consultations, the mining industry indicated a need to raise awareness of procedures current with workplace hazardous materials information system requirements, and the Mine Safety Review ranked respiratory exposure hazards as one of the top five hazards.”
Between 2008 and 2017, long-latency illnesses – illnesses in which there is a long delay between exposure to a diseasecausing agent and the appearance of disease symptoms –accounted for the largest proportion of allowed Workplace Safety and Insurance Board (WSIB) benefit costs.
Seventy per cent of allowed long-latency illness claims over the past 10 years come from: lung cancer, pleural plaques, mesothelioma, asbestosis, and chronic obstructive pulmo nary disease, which are all associated with respiratory ex posures. Working in a closed underground environment, miners can be exposed to airborne hazards such as diesel emissions and silica, putting them at higher risk of develop ing occupational illness.
From Oct. 31 to Dec. 30, 2022, ministry inspectors will be conducting a provincial inspection blitz on hazards associ ated with air quality and workplace hazardous materials in underground mines. Presenters Keith Birnie, WSN industrial hygiene and ventilation specialist, will speak about preven tion, and Scott Secord, MLITSD provincial mining specialist, will discuss what to expect for the inspection blitz.
keith Birnie, Wsn industrial hygiene and ventilation specialist.
In the webinar, participants will learn about issues related to occupational diseases in the mining sector, including re quirements for air quality in mines and mining plants, pits, and quarries with regards to exposures to dust, silica, die sel particulate matter (DPM), radon, Workplace Hazardous Materials Information System (WHMIS) for chemicals, and re-agents at mining workplaces.
Between October 31 and December 30, 2022, inspectors will check mining workplaces to ensure employers:
• Follow requirements for air quality in mines and mining plants, pits, quarries for exposures to dust, silica, diesel emissions in underground mines, chemicals, and re-agents at workplaces
• Dilute or remove contaminants to prevent worker exposure that is above legal limits
• Test for diesel emissions and diesel particulate matter (see the guidelines on testing undiluted exhaust in under.
• Test for diesel emissions and diesel particulate matter (see the guidelines on testing undiluted exhaust in under ground mines and sampling for diesel particulate matter in mines)
• Complete occupational exposure monitoring in areas of known or expected exposures
• Have assessments and control programs in place for desig nated substances (for example, silica) and dust
• Follow WHMIS including proper labelling and worker ed ucation is completed
• Communicate Globally Harmonized System of Classifica tion and Labelling of Chemicals components
To learn more, visit workplacesafetynorth.ca/events. l
the world’s mineral exploration and mining industry re turned to Toronto for its first in-person Prospectors & Developers Association of Canada (PDAC) Convention since March 2020, confirming the sector’s thirst for re turning to business, in the flesh.
The PDAC 2022 Convention—the world’s premier annual ex ploration and mining event—welcomed 17,445 investors, ana lysts, Indigenous leaders, mining executives, geologists, gov ernment officials, and students after more than two years of uncertainty for major events.
“Like most of the world, the mineral exploration and mining industry faced a variety of challenges during the pandemic, and yet its significance and resilience has remained admirable, and that pride was on full display at the PDAC 2022 Conven tion,” says Alex Christopher, PDAC president, reflecting on the COVID-19 pandemic that forced PDAC 2021 to be a completely online event.
He adds that energy was widespread across the sold-out Trade
Show and Investors Exchange, as well as highly-attended short courses and programming that reflected conversations happen ing within the sector, including the dominant themes of equity, diversity and inclusion, Indigenous engagement, critical miner als, sustainability, and the industry’s role in helping the world realize a low-emissions future.
Supporting this focus, the Honourable Jonathan Wilkinson, Canada’s Minister of Natural Resources, who participated in the convention’s opening ceremonies, released a discussion paper on Canada’s Critical Minerals Strategy.
“Critical minerals offer an enormous economic opportunity for Canada as the world transitions to a green and digital econ omy. Our government is committed to making Canada a world leader in critical minerals, from exploration to recycling,” says Wilkinson.
Highlights from the PDAC 2022 Convention include:
• Captivating discussions and standing-room-only crowds across a number of programs.
• Six of the industry’s top performers were honoured with a PDAC 2022 Award.
• Record attendance at the opening ceremonies.
• High attendance and engaged conversations at the Indigenous Program, including a session on navigating UNDRIP the right way.
• Expanded keynote program featuring presentations from in dustry experts on commodities, the mineral outlook, technol ogy, and new discoveries.
• WiM’s annual Mining for Diversity Reception on June 14 and the inaugural launch of the International Day of Women in Mining on June 15.
• PDAC, in partnership with the World Economic Forum, hosted the seventh annual International Mines Ministers Summit (IMMS), bringing together 20 ministers responsible for mining from around the world to discuss the industry’s role in reducing global emissions.
Following the in-person event, the online PDAC 2022 Conven tion took place from June 28 to 29, where several sessions from the in-person portion were available, as well as many new and relevant topics. All Access Pass holders automatically received complementary online registration.
Some 2022 participants shared their affection for June’s warmer weather and sunshine; however, we will return to our traditional March dates for PDAC 2023 to realign with indus try and market forces. See you back in Toronto from March 5 to 8, 2023. l
