In heavy construction, every project comes with tight timelines, complex work sites and, at times, significant, but manageable, risks. Saskatchewan’s recent record-low injury rates show how far the province has come, but serious injuries and fatalities remain a challenge across the province.
As a result, WorkSafe Saskatchewan wants all workers to be aware of their rights on the job. That includes the right to work in a safe environment.
In 2024, the province recorded its lowest total injury rate in history at 3.91 injuries per 100 workers, down from 3.95 per 100 workers in 2023. Since the WorkSafe Saskatchewan partnership between the Saskatchewan Workers’ Compensation Board and the Ministry of Labour Relations and Workplace Safety was established in 2002, the province’s total injury rate has dropped by more than 65 per cent. The time-loss injury rate in 2024 also reached its lowest level in Saskatchewan’s history at 1.72 per 100 workers, down from 1.78 per 100 workers in 2023.
This data reflects the collective efforts of workers, employers, safety associations and safety leaders across the province. However, serious injuries remain high, averaging about 2,400 cases per year. They represent 11 to 15 per cent of all injuries, but account for approximately 80 per cent of compensation costs. Specific to the construction industry, from 2010 to 2024:
More than 51 per cent of fatalities were from occupational diseases in the construction industry.
95 per cent of occupational disease fatalities in the construction industry were from exposure to asbestos.
89 per cent of the public was not aware of the risk of asbestos exposure during home renovation work.
Learn more about commercial construction safety statistics on WorkSafe Saskatchewan’s website at worksafesask.ca/commercial-construction-stats. All workers in Saskatchewan are covered by three important rights that are intended to keep them safe on the job. Those rights are protected under the Saskatchewan Employment Act.
The right to know
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 important in protecting yourself and your co-workers. As a worker, you have the right to receive the training, information and supervision needed to do your job safely. Your employer should provide you with instructions on 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 information and training may come from a supervisor, 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 a key component of 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 questions whenever any safety instructions aren’t clear.
The right to participate
Each worker has the opportunity and freedom to get involved in their workplace’s health and safety activities. You have the right to share your concerns and ideas about how to make your workplace safer. If you encounter an unsafe situation on the job, this right gives you the opportunity to help rectify the situation, preventing injuries to you and your co-workers. There are several ways for workers to exercise their right to participate, including:
Reporting your concerns to your supervisor or manager about any health and safety issues that could cause harm to you or your co-workers.
Making suggestions to your supervisor or occupational health committee about how to make your workplace safer.
Joining your occupational health committee if your workplace requires one.
Acting as an occupational health and safety representative for your workplace if given the opportunity.
The right to refuse
Every workplace has hazards, most of which are not likely to cause serious injuries or fatalities. This right applies to the hazards that are considered unusually dangerous to yourself or others. An unusual danger or hazard could include:
A danger that would normally stop work, such as operating a forklift with a flat tire.
Something that is not normal for the job, like repairing a roof in bad weather with dangerous winds.
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 protection equipment.
The right to refuse is only used when the first two rights have failed to protect your health and safety in the workplace. In other words, exercising your right to refuse is a serious matter and should not be taken lightly; it should be used as a last resort when other measures have been unsuccessful.
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, as the right to refuse is protected under the Saskatchewan Employment Act. There are several steps to take when opting to refuse unsafe work, in this order:
Stop performing the task. Tell your supervisor what you think is unusually dangerous about the task.
Consult with your workplace’s occupational health committee if you and your supervisor can’t reach a solution.
If the matter is still not resolved, contact the Ministry of Labour Relations and Workplace Safety’s Occupational Health and Safety Division at 1-800-567-7233. An occupational health officer will provide their decision in writing to you and your employer.
If you don’t agree with the occupational health officer’s decision, you have a right to appeal.
Each year in Saskatchewan, approximately 21,000 workers are injured on the job. Working together, we can make Saskatchewan a safer place to work.
For more information on the three rights, including videos and other resources for workers and employers, visit the WorkSafe Saskatchewan website at worksafesask.ca.
Today, Saskatchewan workplaces are safer than ever before. The total injury rate of 3.91 per 100 workers was a historic low in 2024, declining for the second straight year. In fact, since WorkSafe Saskatchewan was established in 2002, the total injury rate has dropped by more than 65 per cent. Similarly, in 2024, the province recorded its lowest time loss injury rate ever at 1.72 per 100 workers. For the fifth year in a row, 90 per cent of Saskatchewan workplaces reported zero injuries and zero fatalities.
“This new historic low in our total injury rate represents the focus and hard work of workers, employers, safety associations, safety leaders across the province and [their] labour to enable worker safety in Saskatchewan,” said Gord Dobrowolsky, WCB chair. “Safety starts with us on every job, every shift. It is our combined efforts that continue to reduce injury rates. While these numbers are heading in the right direction, even one injury is too many.”
In 2024, 27 workers lost their lives due to work-related incidents or illnesses. Each of these tragedies leaves behind grieving families, friends, coworkers and communities. Every year in the province, approximately 2,400 workers suffer serious injuries. Between 11 and 15 per cent of all claims in the province continue to be serious injury claims, which make up more than 80 per cent of the costs to the Saskatchewan compensation system.
For the fifth year in a row, 90 per cent of Saskatchewan workplaces reported zero injuries and zero fatalities.
“While workplace injuries and fatalities in Saskatchewan are decreasing, we must never forget that workplace fatalities still tragically impact spouses, children, families, workplaces and communities every year,” said Dobrowolsky. “This must drive us to continually work toward making workplaces safe for every Saskatchewan worker.”
To further the province’s efforts in eliminating workplace fatalities and serious injuries, in 2023, WorkSafe Saskatchewan launched the 2023-2028 Fatalities and Serious Injuries Strategy. The strategy is enhancing efforts to reduce injuries and fatalities through new regulatory, enforcement, prevention and learning initiatives. It is largely focused on three priority industries that include high-risk work: health care, transportation and construction.
“This strategy is playing an important role in helping us to implement initiatives that act to prevent injuries and fatalities, and enhance worker safety on the job,” said WCB CEO Phillip Germain. Learn more about the strategy at worksafesask.ca/fatalities-and-serious-injuries. “We are committed to ensuring safer workplaces in our province,” said Germain. “While safe workplaces are good for business, the most important part of every job is for each worker to come home safely.”
Continued collaboration between workers, employers, industry associations and government remains essential in creating safer workplaces for all. By strengthening prevention efforts, supporting safety leadership and prioritizing education and enforcement, Saskatchewan can continue to build on these historic gains.
Every year on April 28, Canada marks the National Day of Mourning. Provincially, flags at all government buildings are lowered to half-mast from sunrise to sunset.
April 28 was first declared as the National Day of Mourning by the Canadian Labour Congress in 1984. The day is now annually observed across Canada as a way to pay tribute to individuals killed, injured or stricken with illness in the workplace. In 2024, 27 workplace fatality claims were accepted by the Saskatchewan Workers’ Compensation Board.
“Our condolences are with the friends, families and colleagues of those who lost their life to a workplace injury or illness,” Deputy Premier and Labour Relations and Workplace Safety Minister Jim Reiter said. “Safety must be a priority in everything we do.”
“Today is an important day to reflect on how we can create safer workplaces, so each worker can return home safely at the end of the day,” Saskatchewan Workers’ Compensation Board Chairperson Gord Dobrowolsky said. “There is always more work to be done to prevent workplace injuries and illnesses.”
In 2023, WorkSafe Saskatchewan, a partnership between the Saskatchewan Workers’ Compensation Board and the Ministry of Labour Relations and Workplace Safety, released the 2023-2028 Fatalities and Serious Injuries Strategy to help prevent and reduce serious workplace injuries and fatalities.
Copies of the 2023-28 Fatalities and Serious Injuries Strategy are available at www.worksafesask.ca.
In Saskatchewan, all workers are protected by three fundamental rights under The Saskatchewan Employment Act that are crucial for maintaining safety on the job.
The right to know
If you are employed in Saskatchewan, you have the right to know about any safety hazards in your workplace. Hazards in construction and trades can range from operating heavy machinery to working at heights. Being informed about these risks is essential to protect yourself and your fellow workers.
You also have the right to receive the necessary training, information and supervision to do your job safely. Before you start a job or begin work on a new project, your employer should ensure you understand how to work safely. Safety information, including training and instructions, can be provided online, in writing or in person. It might come from a supervisor, a co-worker or an external expert, but your employer must cover the cost of all job-related training.
Do not be afraid to speak up if you believe a task is too dangerous. Your safety and the safety of those around you are paramount. You cannot be disciplined or fired for refusing unsafe work.
Clear communication is key. Your employer must give you safety information in a way that you can understand. If any safety instructions are unclear, it is your right to ask questions until you fully understand how to perform your tasks safely. If you are unsure how to do a task safely, do not hesitate to ask for clarification or additional training. This right ensures that you can speak up whenever necessary, especially when you are assigned a new task, tool or material.
The right to participate
As a worker in heavy construction, you have the right to participate in your workplace’s health and safety activities. Your insights and observations can help make your workplace safer for everyone. There are various ways to exercise your right to participate:
Report any safety concerns that could cause harm to you or your co-workers to your supervisor or manager.
Offer suggestions to your supervisor or occupational health committee on how to improve workplace safety.
Join your workplace’s occupational health committee (if one is required).
Volunteer as an occupational health and safety representative if the opportunity arises.
The right to refuse
Construction sites and other trade workplaces inherently have hazards, but when a situation presents an unusually dangerous risk, you have the right to refuse to perform the work. An unusual danger could be something like:
Operating a crane or heavy equipment that hasn’t been properly maintained.
Working at heights without the necessary fall protection.
Undertaking a task for which you have not received proper training or where you do not have the correct equipment to do it safely.
This right allows you to refuse work that you believe is unusually dangerous to yourself or others. It is a protection enshrined in The Saskatchewan Employment Act, meaning you cannot be fired or penalized for exercising it. The right to refuse should be used when the other two rights – knowing and participating – have not addressed a safety issue. It is a serious step, but it is there to protect you and your colleagues when other measures have failed.
Clear communication is key. Your employer must give you safety information in a way that you can understand. If any safety instructions are unclear, it is your right to ask questions until you fully understand how to perform your tasks safely.
Do not be afraid to speak up if you believe a task is too dangerous. Your safety and the safety of those around you are paramount. You cannot be disciplined or fired for refusing unsafe work. If you decide to refuse unsafe work, follow these steps:
Stop the task and inform your supervisor about what you believe to be the unusually dangerous condition.
If you and your supervisor cannot resolve the issue, consult with your workplace’s occupational health committee.
If the issue remains unresolved, contact the Ministry of Labour Relations and Workplace Safety’s Occupational Health and Safety Division at 1-800-567-7233. An occupational health officer will review the situation and provide a written decision.
If you disagree with the occupational health officer’s decision, you have the right to appeal.
Each year, more than 21,000 workers in Saskatchewan are injured on the job. WorkSafe Saskatchewan is focused on ensuring the health, safety and well-being of all workers in the province, with the goal of working together to make Saskatchewan the safest place to work in Canada.
Canada’s construction industry welcomes long overdue federal leadership on the National Infrastructure Assessment
After four years on the shelf, the federal government announced the council appointed to deliver the National Infrastructure Assessment. This initiative has long been a cornerstone of the Canadian Construction Association (CCA)’s advocacy, with representatives recently raising awareness of the issue on Parliament Hill in November, 2024.
The newly-appointed Canadian Infrastructure Council will prioritize housing-enabling infrastructure like water, wastewater, public transit, active transportation and waste management. While this is a promising first step, more action is needed. Infrastructure demands across the country also include transportation and trade-enabling projects, which are vital to strengthening Saskatchewan’s economy and connecting communities.
“We are thrilled to see the federal government finally take leadership in addressing the need for a long-term plan for Canada’s infrastructure,” said Rodrigue Gilbert, CCA president. “While the scope of the council is incomplete, we do appreciate the government finally listening to the industry responsible for building Canada’s infrastructure.”
While the industry is overall pleased with the announcement, the newly-formed Canadian Infrastructure Council lacks clear industry and financial representation. CCA has long urged the Minister of Housing, Infrastructure and Communities to appoint an independent representative from the construction industry to the council. Failing to consult with those that build the infrastructure Canadians rely on, and those that finance it, will create significant challenges. Without this input, there will be a lack of understanding on key issues, limitations, and opportunities that exist in building a strong and resilient Canada.
CCA will continue to monitor the development and progress of the Canadian Infrastructure Council, and welcomes further consultation with industry and the federal government.
WCB announces 2025 preliminary average premium rate
The Saskatchewan Workers’ Compensation Board (WCB) announced the 2025 preliminary average employer premium rate will remain unchanged from the 2024 rate at $1.28 per hundred dollars of payroll. The announcement was made at the WCB’s annual preliminary rate information meeting with Saskatchewan employers, workers and stakeholders on Oct. 31, 2024.
“Year over year, the WCB aims to uphold a balance between stable rates and a fully funded compensation system,” said the WCB’s chair, Gord Dobrowolsky. “The two key drivers of the 2025 preliminary average premium rate are claim costs and payroll. While we are forecasting claim costs to increase, we expect these to be offset by rising employer payroll. This is why we are proposing the 2025 preliminary average premium rate remain at $1.28.”
Workers’ compensation is a no-fault insurance system based on collective liability, where all employers share responsibility for workplace injury insurance. Employers are grouped together to form an industry rate code. Premium rates are set for each rate code based on the collective claims experience of employers within each industry rate code. All employers within an industry rate code start with the same industry premium rate.
With the 2025 preliminary rate proposal:
The overall 2025 proposed average preliminary premium rate will remain at $1.28 per hundred dollars of payroll.
Industry premium rates for approximately 76 per cent of Saskatchewan’s employers covered by the WCB will see a decrease or no change for 2025.
Industry premium rates for approximately 24 per cent of Saskatchewan’s employers covered by the WCB will increase this year.
The WCB works to uphold a balance between stable rates that ensure fairness, transparency, collective liability and predictability, and a fully funded compensation system.
“While we are proposing the 2025 preliminary average premium rate remain consistent with last year’s rate, we are seeing claims getting more costly, which coupled with inflation, is expected to put long-term upward pressure on premium rates,” said the WCB’s CEO, Phillip Germain. “By working together to reduce the number of serious injuries and fatalities in our province, we can help to minimize the impact of factors that are pushing premium rates upward.”
In 2024, the WCB completed an optimization of its investment strategy to improve the long-term expected return on its investments. Increased investment income benefits employers by reducing the premiums needed to operate the compensation system.
Additionally, employers can influence their individual premium rate through effective injury prevention and return-to-work programs. The degree to which employers in an industry work to eliminate workplace injuries also affects industry premium rates. Employers who have a fully functioning safety program and a solid return-to-work program can help prevent and manage work-related injuries.
In 2023, for the fourth year in a row, 90 per cent of employers in the province achieved zero injuries and zero fatalities in their workplaces. On an annual basis, serious injuries account for approximately 11 to 14 per cent of total claims and more than 80 per cent of claim costs in the system.
“The WCB will continue to work to prevent work disability through active worker and employer contact, and collaborative return-to-work plans with workers, employers and health-care providers,” said Germain. “Through all of these efforts, we can work together to reduce the number of serious injuries and fatalities that significantly impact individuals, families and communities.”
Outstanding achievement in the skilled trades honoured at the 2024 Apprenticeship Celebration Dinner
Nearly 350 people attended this year’s event, sponsored by more than 30 organizations. Held at the Conexus Arts Centre in Regina, the Apprenticeship Celebration Dinner brought together industry partners and stakeholders, training providers and employers who help build a successful apprenticeship system in Saskatchewan to recognize award winners and celebrate their achievements.
“Skilled tradespeople in Saskatchewan play an important role in building a growing province, and our government is committed to creating more skills training and education opportunities, as guided by the Saskatchewan Labour Market Strategy,” Deputy Premier and Immigration and Career Training Minister Jim Reiter said. “Congratulations to those being recognized tonight for their contributions to Saskatchewan’s apprenticeship and trade certification system.”
Thirty-one journeypersons who achieved the highest mark on their trade’s certification exams between July 1, 2023, and June 30, 2024, received the Outstanding New Journeyperson awards. Eleven additional awards issued by the SATCC included the First Nations and Métis Scholarship, the Scholarship for Journeypersons with Disabilities, the Outstanding Instructor and Employer awards, and the Apprenticeship Lifetime Achievement Award.
In addition to the awards from the SATCC, industry partners including training providers, industry associations, employers and unions also issued scholarships and awards recognizing the achievements of apprentices and journeypersons.
“We are proud to honour and recognize the people who demonstrate excellence in the skilled trades,” SATCC Commission Board Chair Bryan Leier said. “On behalf of the SATCC and the Commission Board of Directors, congratulations to all the award winners for your outstanding achievements that contribute to a strong and successful apprenticeship system in Saskatchewan.”
Canada’s construction leaders call on the federal government to address labour shortages, outdated policies and investment gaps
A strong and healthy construction sector is the key to a solid Canadian economy, but outdated procurement strategies, labour shortages and a lack of adequate investment are preventing the industry from realizing its full potential. On Nov. 19, 2024, construction leaders from across the country headed to Parliament Hill to advocate for urgent intervention from the federal government.
Invest in long-term infrastructure, with a focus on housing, transportation and trade-enabling projects.
Grow the construction workforce to address critical labour shortages.
Modernize procurement processes and cut unnecessary red tape.
Construction contributes $162 billion annually to Canada’s GDP and employs over 1.6 million Canadians. Supporting construction means supporting job creation, trade, critical infrastructure, productivity and growth.
“It’s not promises that build the economy – it’s construction. It drives growth, creates jobs and builds and maintains the essential infrastructure we all depend on,” said Rodrigue Gilbert, CCA president. “To secure Canada’s future, we need to invest in infrastructure, expand our workforce and modernize procurement. Together, we can build a stronger, more resilient Canada.”
Canada’s builders are asking for substantial changes in how the federal government approaches infrastructure investment, workforce development and procurement. By cutting red tape, collaborating on a long-term vision for infrastructure and addressing labour challenges, we can deliver the projects Canadians need for a stronger future.
Skilled Trade and Technology Week proclaimed in Saskatchewan
To celebrate the week, Skills Canada Saskatchewan hosted a networking breakfast, followed by a skills fair on Thursday, Nov. 7 at Campus Regina Public. Middle years and high school students were invited to learn about available post-secondary and career opportunities in these fields.
Careers in trades and technology provide many opportunities for Saskatchewan youth. Educators were invited to explore a number of activities with their students to learn more, including connecting with Skills Canada Saskatchewan to host Trade and Tech Days at their school, inviting apprentices, journeypersons and other industry representatives into their classrooms to deliver presentations or administer the Saskatchewan Youth Apprenticeship (SYA) program.
Developed and overseen by the SATCC, SYA enhances students’ understanding of apprenticeship and careers in the skilled trades through 12 activities, including researching and writing a report on a designated trade, interviewing a journeyperson and attending a career fair. Students who register as apprentices in Saskatchewan within five years of program completion receive 300 trade time hours and the waiver of their apprenticeship registration fee and Level 1 technical training tuition.
Two companies fined in workplace incident causing serious injury to a worker
Strathcona Resources Ltd. was fined for contravening clause 3-12 (a) (ii) of the Act. As a result, the court imposed a fine of $60,714.29 with a surcharge of $24,285.71 for a total amount of $85,000. One other charge was withdrawn.
Steel View Energy & Industrial Services Ltd. was fined for contravening clause 3-1 (a) of the regulations (being an employer failed to comply with the duties of an employer at a place of employment, including the provision and maintenance of a plant, systems of work and working environments that ensure, as far as is reasonably practicable, the health, safety and welfare at work of the employer’s workers, resulting in the serious injury of a worker).
The court imposed a fine of $39,285.71 with a surcharge of $15,714.29, for a total amount of $55,000. The charges for both companies stemmed from a single incident that occurred on Dec. 5, 2022, near Major, Sask., when a worker was seriously injured when they were struck by an ejection clamp.
The Saskatchewan Workers’ Compensation Board (WCB) announced the 2025 preliminary average employer premium rate will remain unchanged from the 2024 rate at $1.28 per hundred dollars of payroll. The announcement was made at the WCB’s annual preliminary rate information meeting with Saskatchewan employers, workers and stakeholders on Oct. 31.
“Year over year, the WCB aims to uphold a balance between stable rates and a fully funded compensation system,” said the WCB’s chair, Gord Dobrowolsky. “The two key drivers of the 2025 preliminary average premium rate are claim costs and payroll. While we are forecasting claim costs to increase, we expect these to be offset by rising employer payroll. This is why we are proposing the 2025 preliminary average premium rate remain at $1.28.”
Workers’ compensation is a no-fault insurance system based on collective liability, where all employers share responsibility for workplace injury insurance. Employers are grouped together to form an industry rate code. Premium rates are set for each rate code based on the collective claims experience of employers within each industry rate code. All employers within an industry rate code start with the same industry premium rate.
With the 2025 preliminary rate proposal:
The overall 2025 proposed average preliminary premium rate will remain at $1.28 per hundred dollars of payroll.
Industry premium rates for approximately 76 per cent of Saskatchewan’s employers covered by the WCB will see a decrease or no change for 2025.
Industry premium rates for approximately 24 per cent of Saskatchewan’s employers covered by the WCB will increase next year.
The WCB works to uphold a balance between stable rates that ensure fairness, transparency, collective liability and predictability, and a fully funded compensation system.
“While we are proposing the 2025 preliminary average premium rate remain consistent with last year’s rate, we are seeing claims getting more costly, which coupled with inflation, is expected to put long-term upward pressure on premium rates,” said the WCB’s CEO, Phillip Germain. “By working together to reduce the number of serious injuries and fatalities in our province, we can help to minimize the impact of factors that are pushing premium rates upward.”
In 2024, the WCB completed an optimization of its investment strategy to improve the long-term expected return on its investments. Increased investment income benefits employers by reducing the premiums needed to operate the compensation system.
Additionally, employers can influence their individual premium rate through effective injury prevention and return-to-work programs. The degree to which employers in an industry work to eliminate workplace injuries also affects industry premium rates. Employers who have a fully functioning safety program and a solid return-to-work program can help prevent and manage work-related injuries.
In 2023, for the fourth year in a row, 90 per cent of employers in the province achieved zero injuries and zero fatalities in their workplaces. On an annual basis, serious injuries account for approximately 11 to 14 per cent of total claims and more than 80 per cent of claim costs in the system.
Over the coming months, WorkSafe Saskatchewan, the partnership between the WCB and the Ministry of Labour Relations and Workplace Safety, will launch several programs designed to support employers and workers in making Saskatchewan the safest place in Canada to work. As part of its 2023-2028 Fatalities and Serious Injuries Strategy, these programs include several campaigns targeting rate codes with the highest injury rates.
“The WCB will continue to work to prevent work disability through active worker and employer contact, and collaborative return-to-work plans with workers, employers and health-care providers,” said Germain. “Through all of these efforts, we can work together to reduce the number of serious injuries and fatalities that significantly impact individuals, families and communities.”
What falls under the category of heavy construction?
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Highways, roads and parking lots are just a portion of the list of infrastructure being built by the heavy construction industry, which means there is a significant opportunity for the SHCA to grow its membership.
The SHCA is over 200-members strong, but there are more businesses out there that the association would like to reach and welcome. Broadening the scope of members to represent businesses in all aspects of the industry will help build more connections in heavy construction, which is necessary to ensure the continued vitality of the association.
The board of the SHCA as well as its president, Shantel Lipp, are discussing the opportunity that exists to grow the membership. They are interested in hearing from businesses about the value of their SHCA membership, and are determining how to broaden and promote the appeal of being a SHCA member.
When a new commercial or industrial site needs to be prepared and excavated, that falls within heavy construction. So does the construction of sidewalks, curbs and gutters. Being clear about the types of work being done by those in the industry will be important to be able to attract and represent a broader membership.
To identify what types of businesses form the heavy construction industry, the association looks to Statistics Canada information as well as the road construction and earthwork rate code used by the Saskatchewan Workers’ Compensation Board.
Dirt, gravel, concrete and asphalt often come to mind with heavy construction, but what about water, trees, air and more? There is work around water infrastructure, such as dams, irrigation structures, hydro-electric and water diversion tunnels, water and sewer lines, water drainage and irrigation ditches, minor bridges and ice harvesting, all of which is considered heavy construction.
Logging and silviculture operations as well as businesses in landscaping, tree trimming, park development, tree thinning, compost, land reclaiming and lawn sprinkler installation are all within the WCB R code that classifies heavy construction. Land clearing, brush cutting and stumping are in there too, as are peat moss production and hauling.
Airports and airfields are another type of project done by heavy construction companies. There are those using cats and bobcats to do dirt work as well as backhoes to excavate cellars, basements and foundations. Those who work in gravel – crushing, hauling and stockpiling it – as well as claypits would qualify as well.
Then there are wires, pipes, cables tanks and more that is underground to think about. Trenching for wire conduits, plowing and directional drilling to install cable line falls into this code. Horizontal or augering services and boring services do too, as does septic tank installation. Pipeline construction, including gas lines and maintenance, repair, testing and stringing is heavy construction. Powerline and telephone line construction, maintenance and removal (other than the provincial government and SaskPower) qualify too.
Painting roads and parking lots falls in the WCB’s R code, as does maintaining, sanding and scarifying parking lots and roads. Equipment rental and incidental maintenance with operators, including cranes, as well as pneumatic concrete pumping and mudjacking are in the code too.
Moving buildings and shredding tires might not be obvious, but they are a part of heavy construction. Corral and feed lot cleaning as a business, as well as manure spreading, mowing of the right of way and custom rock picking are there too. So is railway construction and removal.
The SHCA is member-driven, so even before these future members have joined, their interests are being considered so the association can provide the best representation, advocacy and services to the industry as a whole. These future members can be located anywhere in Saskatchewan and can be large or small companies.
Those who are looking for an association to join to find someone to represent their interests, advocate for them and offer services that benefit their business are invited to contact the SHCA to learn more about how the association can benefit them and to share what they would like to gain from being part of an industry association.
In the bustling world of construction, where physical labour and stringent deadlines dominate the landscape, psychological health often takes a backseat. However, recognizing and addressing psychological health issues in the construction industry is not only crucial for the well-being of the workforce, but also for the overall productivity and safety of the industry.
Construction work is inherently demanding, involving long hours, physically strenuous tasks and often dangerous working conditions. Workers face constant pressure to meet tight deadlines, which can lead to high levels of stress. The nature of the job often requires employees to work in harsh environments, endure extreme weather conditions and operate heavy machinery, all of which contributes to physical and mental fatigue.
Moreover, the transient nature of construction projects can disrupt workers’ personal lives, leading to instability and a lack of consistent social support. Frequent relocations and time spent away from family can exacerbate feelings of isolation and loneliness, further impacting psychological health.
Global statistics paint a concerning picture of psychological health in the construction sector. The latest U.S. Bureau of Labor Statistics annual report on occupational injuries revealed a 7.7 per cent increase in construction fatalities and a 13.1 per cent increase in suicides in 2022 over 2021.
In Saskatchewan, from 2014 to 2023, the Workers’ Compensation Board (WCB) accepted 1,848 workplace psychological injury claims. In 2023, 235 workplace psychological injury claims were accepted, with 181 of those claims being time loss claims. Sadly, there was one fatality in the province, as a result of a psychological injury claim. These alarming trends underscore the urgent need for psychological health and safety awareness and support within the industry.
The implications of poor psychological health extend beyond the individual, affecting the overall efficiency, productivity and safety of construction projects. Psychological health issues can impair concentration, decision-making abilities and overall cognitive function. This can lead to increased errors, safety incidents and injuries on the job site, posing risks not only to the affected worker, but also to their colleagues.
Productivity also suffers when workers are grappling with psychological health challenges. Absenteeism and presenteeism (when employees are physically present, but mentally disengaged) can lead to project delays and increased costs. In an industry where deadlines and budgets are critical, the economic impact of untreated mental health issues can be substantial. One Prince Albert-based general contracting company has been focusing on building their psychological health and safety program.
“We see mental health in the workplace as the next logical step in our health and safety program,” said Keith Bird, internal operations manager at RNF Ventures. “We see this as an important part of the evolution of workplace safety. We just want to be part of it, if not out in front.” Bird says there are challenges to overcome in order to build an effective mental health program in this industry.
One of the biggest barriers to addressing mental health in construction is the stigma associated with it. The industry has long been characterized by a “tough guy” culture, where showing vulnerability is often seen as a sign of weakness. This cultural norm discourages workers from seeking help or even acknowledging their struggles.
“We see this as an important part of the evolution of workplace safety. We just want to be part of it, if not out in front.”
– Keith Bird, RNF Ventures
“I think there’s still a stigma out there. I compare a job crew to a sports team. The days of coaches ruling through fear and intimidation [have come] to an end,” said Bird. “We’re seeing the same thing in our industry. Workers aren’t afraid any longer to ask questions and challenge decisions. That helps eliminate the stigma.”
To combat this stigma, it is essential to foster an environment where mental health is openly discussed and prioritized. Employers and industry leaders must take proactive steps to create a supportive culture that encourages workers to speak up about their mental health without fear of judgment or repercussions.
“[Our] end goal would be that we’d have a situation in our workplace where we would have our guys feel comfortable with the people that they’re working with, or feel that it’s a safe enough space that if they’re having some difficulty, they could say, ‘Hey, you know guys this needs to change,’ or, ‘I need to do something different here.’”
Three years ago, WorkSafe Saskatchewan launched the psychological health and safety program on its website, worksafesask.ca. This program supports employer awareness and development of psychological health and safety knowledge.
In 2023, WorkSafe Saskatchewan launched its first community of practice for the construction industry in collaboration with Dr. Joti Samra of My Workplace Health and Merit Contractor Association. The group met every month in 2023 and used resources available through WorkSafe Saskatchewan to support RNF Ventures and another Saskatchewan construction company in developing an action plan to address key psychological health and safety issues in their organizations.
The WCB’s prevention team supported a research study in partnership with Ian Lewis, an occupational therapist and employee well-being practitioner based in Regina. The research published in Frontiers in Rehabilitation Sciences (frontiersin.org/journals/rehabilitation-sciences) in March 2024 identified powerlessness in a subtheme, “I’m not the same as I was, but I really don’t have a choice but to work.” One participant expressed this powerlessness as “my opinion and experience didn’t really factor in when I was on my road to wellness.” Study participants indicated that co-worker, supervisor and employer-level characteristics play an important role in helping workers return to work. Worker input into a return-to-work plan is critical to psychological well-being.
Bird says that the psychological health and safety program gives RNF Ventures a competitive advantage in the industry. “Our hope is that it makes our company better and … makes it a better place to work and … maybe that’s one of the reasons that we get a new hire,” he said.
The construction industry, with its unique set of challenges, cannot afford to overlook the importance of mental health. By breaking the stigma, implementing effective mental health initiatives and fostering a supportive work environment, the industry can not only improve the well-being of its workforce, but also enhance productivity and safety. It is time for the construction sector to build a foundation of mental health awareness and support, ensuring a healthier and more resilient future for all its workers.
“The communication alone that’s going on around mental health within the industry … it’s top of mind with lots of industry organizations,” Bird said. “You see people talking about it [and] that’s a big first step and I think I think we’re moving in the right direction.”
WorkSafe Saskatchewan is developing a mental health awareness campaign for the province, with a focus on supporting leadership to work toward reducing the stigma of mental health in the workplace. To learn more about the psychological health and safety supports that WorkSafe Saskatchewan offers, go to worksafesask.ca/resources/psych-health-safety-resource-centre.
“I am thrilled to share that, in 2023, the total injury rate was the lowest in the province’s recorded history,” said WCB chair Gord Dobrowolsky. “This only happened due to the combined efforts of workers, employers, labour and safety associations and safety leaders across the province.”
Under the requirements of The Workers’ Compensation Act, 2013, the WCB remained fully funded with a sufficiency ratio of 135.7 per cent in 2023. This means it has the ability to cover the future costs of all claims in the system.
“Our objective is always to ensure sufficient funds are available to meet required benefit levels and protect against unexpected claim activity or potential fluctuations in economic conditions,” said WCB CEO Phillip Germain. “The process for managing our funded position is based on our approved sufficiency policy. The sufficiency policy establishes a framework of guidelines, measurements and targets to achieve a fully funded status and sets the target range for the sufficiency ratio of between 100 and 140 per cent.”
As part of its annual reporting, the WCB provided financial highlights from its 2023 results, including:
The WCB covered 409,158 full-time equivalent workers in 2023, compared to 400,392 in 2022.
Claim costs were $223.4 million in 2023, up from $188.1 million in 2022.
The WCB’s sufficiency ratio was 135.7 per cent as of year-end 2023, compared to 136.5 per cent* in 2022. (*To reflect the changes in the International Financial Reporting Standards (IFRS), in 2023, the sufficiency ratio has replaced the WCB’s funding percentage. Prior to 2023, the calculation of funding percentage excluded the unrealized gains and losses on investments in the injury fund.)
Due to increased payroll, an increased maximum assessable wage rate and increased premium rates, the WCB reported premium revenues of $337.6 million in 2023, up from $304.8 million* in 2022. (*Premium revenues are restated for 2022 to align with the changes in IFRS 17.)
The WCB reported investment income of $172.6 million in 2023, compared to an investment loss of $132.1 million in 2022. In 2023, the investment portfolio had a return of 8.2 per cent at market, compared to a loss of 5.5 per cent in 2022. Investment income includes realized income and unrealized gains or losses on investments during the year and can fluctuate significantly year to year to reflect the change in the market value of investments.
“Through this $150 million, multi-year initiative, the WCB is engaging customers, partners and WCB staff in its journey to implement the changes that it believes are necessary to meet customers’ expectations now and into the future,” said Germain. “The program touches everything we do at the WCB and how we support our customers by modernizing every aspect of our service delivery models, technological tools, business processes, workplace culture and engagement with partners.”
