SHCA The Interchange - Default background
by Shantel Lipp Shantel Lipp

Fighting for Industry Every Year

Shantel Lipp

Whenever a new year begins, it is common to think about what is ahead in the months to come. 

Looking at where we are at is a good place to start when considering what is possible in the future. We know right now that Saskatchewan is strong. The provincial economy is performing better than many other parts of Canada. 

That strength is indicated by measures such as merchandise exports, which is the dollar value of goods being sold to other countries from Saskatchewan. In the first week of this month, the Saskatchewan government promoted that merchandise exports in November 2022 were 44.5 per cent higher than they were a year earlier and came in at a total value of more than $5 billion.

November was not a fluke. That increase was part of a pattern seen through most of 2022. Merchandise exports increased 43.5 per cent in the first 11 months of the year, compared to the same period in 2021. 

The provincial government tied that accomplishment to Saskatchewan’s strong and stable supply chain. Saskatchewan’s highways played a role in that accomplishment. 

If you can’t move it, you can’t sell it. That reality was reaffirmed in a report produced by the Canada West Foundation that you might recall from 2022. 

The report, From Shovel Ready to Shovel Worthy: The Path to a National Trade Infrastructure Plan for the Next Generation of Economic Growth, was initiated by the Western Canada Roadbuilders and Heavy Construction Association (WCR&HCA), to which the Saskatchewan Heavy Construction Association belongs.

Nations of the world pay attention to the trade infrastructure in other countries. The world needs what Canada produces and Saskatchewan, in particular, has a lot to offer the world, but producing it is not enough. We must move it through our country and beyond its borders.

Saskatchewan needs the rest of the world to have confidence that what we are producing for export will be moved through Canada efficiently and reliably so we, as a trading partner, are competitive in the world. 

The report recommends a national plan for trade infrastructure. It reminds governments that they decide on investments in trade infrastructure, but it is other nations who notice when governments don’t consistently invest in projects that will ensure trade infrastructure remains reliable and competitive. The plan should select projects for investment that make Canada more competitive. Those are shovel worthy projects that support the movement of goods and people in an efficient and effective manner. 

It is more than heavy construction associations bringing forward the recommendations from this report to provincial and federal governments in Canada. These recommendations have been endorsed by several associations and organizations concerned with the current investment, the lack of coordination and planning on a long-term strategy and the state of the federal trade corridors fund.

As we move into 2023, Saskatchewan will continue to depend on exports to ensure the provincial economy remains strong. In our province, the Saskatchewan Heavy Construction Association will continue to work with the provincial government to encourage consistent investment in our highways.

Consistent investment in Saskatchewan’s highways is a signal to the world that this province is prepared to continue being a strong exporter of the goods and resources that countries around the world require.

Saskatchewan’s government has a goal of building and upgrading 10,000 kilometres of highways in the province by 2030. The members of the Saskatchewan Heavy Construction Association are prepared to work with the government to meet that goal. As the voice of the industry, the Saskatchewan Heavy Construction Association will make sure government knows what the heavy construction industry needs to get the job done.

The Saskatchewan Heavy Construction Association will also continue to work with regional and national partners to promote consistent and strategic investment in trade infrastructure beyond this province. Saskatchewan’s economic strength is a benefit to the entire country and the Saskatchewan Heavy Construction Association is proud of its role in developing that strength.

wcb | Saskatchewan Workers Compensation Board
by SHCA SHCA

WCB Approves 2023 Premium Rates

The Saskatchewan Workers’ Compensation Board (WCB) has approved the 2023 average employer premium rate of $1.28 per hundred dollars of payroll. This is an increase of 4.1 per cent from the 2022 rate of $1.23. 

“Although we have increased our 2023 average premium rate by five cents, our rate is still among the lowest rates in Canada,” said the WCB’s chair, Gord Dobrowolsky. “The primary drivers of the 2023 premium rate are claim costs and payroll. We are continuing to see increasing long-term claim costs, which we are forecasting to rise at a faster rate than employer payrolls in 2023. This is reflected in our premium rates.”

For the past two years during the COVID-19 pandemic, the WCB adjusted the average premium rate to help lift pressure on employers. The 2022 average premium rate was $1.23, below the required rate of $1.25, and the 2021 average premium rate was held at $1.17, below the required rate of $1.23. By not charging the required premium rate in 2021 and 2022, employers saved $14.0 million in 2021, and they are expected to save another $4.8 million in 2022.

“We are legally required to be fully funded. The WCB’s funding policy indicates a range of between 105 per cent and 120 per cent funded to cover the costs of current and future claims,” said the WCB’s CEO Phillip Germain. “The 2023 rate increase ensures we will be able to maintain our funded position.”

Industry premium rates are affected by the extent to which employers in an industry can eliminate workplace injuries. Employers who have a fully functioning safety management system and a solid return-to-work program can help prevent and manage work-related injuries.

In 2021, 90 per cent of employers achieved zero injuries and zero fatalities. The WCB has been advising employers over the last several years that Saskatchewan premium rates could increase if serious injuries, fatalities and claim durations did not improve. From 2015 to 2021, serious injuries accounted for 11.0 per cent of injuries and 82.4 per cent of costs in Saskatchewan’s workers’ compensation system.

“Collaboration with our stakeholders is critical to understanding industry needs and delivering sustainable injury prevention outcomes. By working together, we can help bring our injury rates down and keep all workers safe on the job,” said Dobrowolsky. “As we head into 2023, let’s strengthen our efforts to complete our work on time, on budget with no injuries.”

by SHCA SHCA

Highway 3 Twinning Project Complete Near Prince Albert

Nov. 25 marked the official grand opening of a $21.4 million twinning project on Highway 3. Premier Scott Moe was on hand to mark the occasion near Prince Albert. The busy highway connects communities northwest of Prince Albert, including Shellbrook.

“With the significant growth across our industries, this is an important infrastructure investment,” Premier Moe said. “Not only that, it’s also an important investment into the safety of the thousands of people who travel it every day.”

The 7.5-kilometre twinning project will run from the junction of Highway 2 to the Shell River bridge. The four-lane highway includes a concrete median barrier in the centre of the road, which will reduce the potential for intersection collisions.

“Highway safety is a priority for our government and this investment demonstrates that commitment,” Highways Minister Jeremy Cockrill said. “These improvements will reduce the potential for serious collisions on Highway 3.”

Speeds will be reduced because of the concrete median barriers, including a 70 km/hr speed from the Nordale Access to the city limits and 90 km/hr to the Shell River Bridge.

The Highway 3 safety improvements are in addition to a $9.1 million passing lane project which was completed last fall between Shellbrook and the Shell River Bridge. The six passing lanes opened in October 2021.

by John Mark Aquino John Mark Aquino

Rapid Employee Upskilling & Reskilling

There’s a shortage of skilled workers in Canada. A shrinking talent pool, lack of quality skills training programs and youth reluctant to enter the skilled trades are some of the factors creating a shortfall with no end in sight.

Canada West Foundation (CWF) proposes an innovative solution to help employers build the workforce they need now and in the future. CWF’s latest What Now? brief, Rapid Employee Upskilling and Reskilling, provides principles upon which to build on-the-job skills training programs that meet the needs and interests of employers and job seekers.

Download the brief here.

by SHCA SHCA

Western Canada Roadbuilders & Heavy Construction Association Conference: REGISTER TODAY!

The WCR&HCA Stronger Together Conference is taking place in beautiful Waikiki at the Hilton Hawaiian Village Waikiki Beach Resort from Feb. 5–9, 2023.

Take a well-deserved time-out from Canadian winter and join hundreds of delegates in paradise in February. Network with peers, hear presentations and insights from industry leaders and take in the beautiful Hawaiian surroundings. This is an event not to miss.

Register today!

SHCA The Interchange - Default background
by Shantel Lipp Shantel Lipp

Fighting for Industry Every Year

Shantel Lipp

The end of 2022 is within sight. I am proud of all we accomplished this year, and I am looking forward to making more progress in the upcoming year.

This year, I recognized we need to continue to help others fully understand our industry. Those we work with need to continuously hear from us to better understand our members, the contributions you make and the challenges you face. 

For example, the City of Regina put forward a motion about local procurement and economic recovery. In that motion was a fair wage policy for all construction, maintenance and service contracts. I made a submission on behalf of the Saskatchewan Heavy Construction Association explaining the implications of such a policy and I asked questions that showed the kinds of challenges such a policy would create. 

Knowing how we attract and compensate employees, the qualifications of those employed in the industry as well as how our members work with a general contractor were just some of the points I made in my submission. In the end, the motion was defeated, but I recognize it was a good opportunity to help a level of government understand what businesses like yours need to be successful working with them. 

Another example of how I worked to ensure governments and others better understand our industry to improve their relationship with members is the work I did with the Ministry of Highways to develop adjustments to the fuel escalation clause. 

Earlier this year, the Ministry of Highways presented some proposed adjustments to the fuel escalation clause. That proposal was reviewed, and several members provided additional improvements they would like to see added. I brought forward their requests and provided actual figures and examples of how our industry has been impacted by the price of diesel fuel climbing. Ultimately, after some back and forth, updates were made and included in fall tenders.  

On a broader scale, we are working with other heavy construction associations in Western Canada to draw attention to the need for Canada to invest in its trade infrastructure. We were part of the release of a report From Shovel Ready to Shovel Worthy that was produced by the Canada West Foundation. That report encourages both the federal and provincial governments to plan their investment more strategically in infrastructure that supports the movement of goods and people through and far beyond our country. 

It is important that we continue to raise the profile of our industry by explaining the work that we do, how that work gets completed and how that work contributes to improving our province and country. When we can help others recognize the significance of the work being done by our industry, we can not only benefit our members, but we can also improve what is possible in our province and country because of what members like you build. This is what makes me proud of the role I hold and the work that I do on your behalf. 

You’ve worked hard through this year and now, with the construction season done for the year and the next one still months away, I hope you have an opportunity to rest and recover – and maybe even escape the cold – to get back at it once winter fades away. I wish you all a very merry Christmas and all the best in the new year, when I look forward to getting back to work to make even more progress on your behalf. 

by SHCA SHCA

We’re Hiring

(Or we’re trying to)

Where did all the workers go?

If only I had a loonie for every time I heard that question in the months since the end of the pandemic.

As employers scramble, or perhaps more accurately pull their hair out, over vacant jobs, strong demand and no one to actually do the work, it is little wonder they are frustrated these days. And StatsCan seems to amplify that sense when it posts surveys showing “record-setting job vacancies” now sitting north of one million positions. The logical response on the part of employers is to ask: where have all the workers gone? We were good, then came COVID and now we’re not good.

The answer is out there, and it might surprise you. And it isn’t CERB, or an apparent lost generation of 20-somethings cooped up in a dark basement playing video games, incapable or unwilling to secure gainful employment. Nope. Turns out, all those lost workers retired.

Demographics expert Eddie Lemoine was in Saskatchewan not long ago speaking to CEO groups in the major cities and he simply walked through the numbers showing Boomers are a significant part of the problem.

Actually, the answer is out there, and it might surprise you… Turns out, all those lost workers retired.

People in that age group were turning 65 at a rate of 8,500 a week or so through the pandemic; that meant somewhere between 500,000 and 800,000 (depending on your view of when the pandemic ended) reached the birthday usually associated with retirement.

Then there is the immigration story.

Lemoine notes that while Ottawa’s claim that we set a record with more than 400,000 new immigrants last year was “technically” correct, more than half of those were already here … only their status from temporary to permanent changed. So cut that figure in half.

Further, a large percentage of the immigrants who were here on temporary visas, such as student authorizations, actually returned to their homelands to ride out the pandemic with their families.

That’s another three or four hundred thousand taking us remarkably close to the one million posted jobs currently going unfilled in this country.

All of this brings us to policy responses. At the provincial level, we’ve seen the premier advance the notion of a “nation in a nation” as he demands the feds hand over more control over immigration.

The Fraser Institute think tank has advanced the idea that pension rules need to be changed to encourage older workers to stay in the workforce longer, even part-time, to take up some of the slack. They argue OAS claw-backs should be reduced or eliminated so older workers can take employment without being penalized. After all, why would anyone work for free?

COVID changed a lot of things, the labour market among them. But solving the issues at hand starts with getting a proper handle on what the issue actually is, and we might be moving that way. But the journey isn’t necessarily a short one. 

by SHCA SHCA

Mental Health in the Workplace

What employers need to prepare for

By Tracy Slywka, Injury Solutions Canada

In 2022, mental health and wellbeing are huge concerns for employers. Mental health is one of the biggest factors affecting employers and employees today! Mental health has come to the forefront in recent years with progress being made, but is it enough?

First and foremost, employers need to be educated on how to deal with mental health in the workplace. They need to be compassionate and educated to know what they as a company can do to assist employees when there are mental health concerns and to keep staff mentally well. Employers must come to terms that the old way (“sucking it up”) simply isn’t good enough anymore and realize the damage that comes with this mentality. In this day and age, we are all under a lot of stress and that looks different for all of us. The old way about we approached mental health – or rather, didn’t approach it – needs to go in the trash can.

What can employers do to help prepare their workplace for mental wellness? All employers should have a policy on mental health, discrimination, harassment and bullying. They should also acknowledge that not all people can be supervisors and nor should they. Just because someone is good at their job does not make them a “great supervisor.”

There is a saying that employees don’t quit their jobs, they quit their supervisors or bosses. Employers must recognize that we all have lives outside of the workplace and sometimes our home life creeps into our work world. For example, if a colleague or supervisor recognizes that someone isn’t themselves and suddenly has trouble with their job that previously they did no problem, there may be extenuating factors impacting that person. An employee needs to know that they are in a “safe place” at work, and it is okay not to be okay! Employees should feel safe to ask for help.

Employers can impact mental health positively in the workplace. For starters, consider enrolling in a mental health first aid course and offer it to employees as well. The University of Fredericton has partnered with WorkSafe Saskatchewan to bring courses on mental health at reduced rates. Courses are online and are available through the WorkSafe Saskatchewan website, www.worksafesask.ca/training/online-courses. There are many resources through WorkSafe Saskatchewan, and employers should utilize them.

Employers should also take advantage of free events like speakers on mental health, put on by WorkSafe Saskatchewan, industry associations and safety associations. Host lunch and learns in the workplace. Ensure you have an employee and family assistance program (EFAP) as some workplaces may not be equipped to deal with mental health concerns, and programs like these can offer critical support to employees. Employees need to know that there is someone who may be able to help them confidentially in their time of need.

It’s important that employers walk the talk, as too often policies and procedures are written but when it comes time to apply them, they’re forgotten. Treating a mental health concern should be no different than a broken leg. People need to feel that there is no stigma associated with mental health and should feel free to ask for help – no different than a physical injury. Employees should know that if they are not mentally well that they can take the time they need to get better. Employees who are not mentally well cannot be productive in the workplace.

One in five Canadians (7 million) will experience mental illness annually, according to an article prepared for the Mental Health Commission of Canada. Mental illness, if not treated, can lead to greater absenteeism rates as well as disability claims, which ultimately affect productivity as well as the financial implications from having employees away from the workplace. It really is in the best interest of employers to acknowledge mental health as a challenge employees may face and have a plan of action to help them get the help they need. People function best when they are mentally and physically well.