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By Forrest T. Moyer

THE SAFETY record of the mineral and mineral-fuel-mining-and-processing industries retrogressed slightly in 1964, as indicated by the 3-percent increase in the frequency rate of all injuries. A slight improvement in the fatality rate was more than offset by the less-favorable rate of occurrence of nonfatal injuries. The overall-operating activity of these industries was lower in 1964 as measured by slight declines in employment and total man-hours of worktime. Injury Experience.-The rate of occurrence of all disabling work injuries in the mineral industries was 18.00 per million man-hours. This overall rate in 1964 comprised frequencies of 0.29 for fatal injuries and 17.71 for nonfatal work disabilities, which compared with respective rates of 0.30 and 17.20 in 1963. Fatalities totaled 538 or 30 less than in 1963. However, the total nonfatal disabilities of 33,151 in 1964 was 492 higher than in the preceding year.

Jan 1, 1965

By John C. Machisak

THIS CHAPTER of the Minerals Yearbook (Volume III) contains overall injury experience for coal mines, both anthracite and bituminous, coke plants, petroleum and natural gas, peat, and asphalt and related bitumens (native); metal mines, their metallurgical plants, including ore-dressing plants and primary nonferrous reduction plants and refineries; nonmetal mines; nonmetal mills; sand and gravel operations; slag (iron blast-furnace) plaints; and stone quarries and their related pants. Volume I of the yearbook contains a chapter showing injury experience and employment data treated separately by metal mines, nonmetal mines, quarries and their related plants, metallurgical plants (ore-dressing plants and primary nonferrous reduction plants and refineries are shown separately), nonmetal mills, sand and gravel plants, and iron blast-furnace slag plants. Volume II contains injury and employment experience in the fuel industries (coal, coke, petroleum and natural gas, asphalt and related bitumens (native), and peat. Injury and employment data are submitted voluntarily for the mineral operations through an industry canvass made by the Bureau of Mines, except for the coal industry, whose reports are mandatory. Information published in this chapter is the result of this canvass. Figures presented in this chapter for 1961 are preliminary except for anthracite, peat, coke, petroleum and natural gas, asphalt and related bitumens, and slag. These preliminary data, with the exception of bituminous coal, are a summation of reports received by May 31, 1962, from the operators showing their injury and employment experience. Estimations of injury and employment experience are not included in these preliminary data.

Jan 1, 1962

By Forrest T. Moyer

THIS CHAPTER of the Minerals Yearbook (Volume III) contains overall injury experience for coal mines, both anthracite and bituminous coal, coke plants, petroleum and natural gas, peat, and asphalt and related bitumens (native); metal mines, metallurgical plants, including ore-dressing plants and primary nonferrous reduction plants and refineries; nonmetal mines; nonmetal mills; sand and gravel operations; slag (iron blast-furnace) plants; and stone quarries and their related plants. Volume I of the yearbook contains a chapter showing injury experience and employment data treated separately by categories: Metal mines, nonmetal mines, quarries and their related plants, metallurgical plants (ore-dressing plants and primary nonferrous reduction plants and refineries are shown separately), nonmetal mills, sand and gravel plants, and iron blast-furnace slag plants. Volume II contains injury and employment experience in the fuel industries (anthracite, bituminous coal including lignite, coke, petroleum and natural gas, native asphalt and related bitumens, and peat). Injury and employment data were collected from coal producers on the regular mandatory basis as required by the Federal Coal Mine Safety Act (30 U.S.C., sec. 455). Similar data for 1962 from metal, nonmetal (except well and brine operations), stone, and sand and gravel producers were collected by a. mandatory reporting system under the provisions of the Act of September 26, 1961, Public Law 87-300 (75 Stat. 649). Before 1962, these nonfuel producers reported voluntarily to the Bureau of Mines. Producers of all other minerals (fuel and nonfuel) reported the requested injury and employment data voluntarily to the Bureau for 1962, the same as in preceding years.

Jan 1, 1963

By Forrest T. Moyer

The safety record of the mineral and mineral-fuel mining and processing industries in 1966 was improved slightly for the second consecutive year as indicated by reduced injury-frequency and injury-severity rates. The overall operating activity was higher in 1966, as measured by the increased number of men working and the total man-hours of worktime. Injury Experience.-The rate of occurrence of all disabling work injuries in the mineral industries was 17.38 per million man-hours in 1966. This overall rate comprised frequencies of 0.28 for fatal and 17.10 for nonfatal work injuries, compared with respective rates of 0.28 and 17.26 in 1965. Fatalities totaled 543; 5 more than in 1965. The total of 33.091 nonfatal injuries was 291 higher than in 1965. However, the larger number of disabilities was offset by the increased worktime in 1966. so that the fatality frequency was unchanged and the nonfatal frequency rate decreased from 1965.

Jan 1, 1967

By Herbert Wilson

THIS topic was discussed at the meeting in St. Louis in September, 1917, and at the meeting in New York in February last, but in the interval the war has accentuated in measurable degree the necessity for considering human relationship, not only as between nations, or in the treatment of our returning soldiers, but with respect to the relations between labor and capital in industry. It is my firm conviction that no other subject will have so large a place in industrial and political life during the next decade as this. Heretofore, the employer has been so engrossed with the financial, mechanical, and technical aspects of his business that he, has been willing to muddle through 'his relations with labor as best lie might and, on the other hand, the laborer has been so engrossed in his endeavors to secure a livelihood under whatever living and working conditions might be offered him that he has given little thought to his relations to his employer, until some misunderstanding has ended in disagreement and strike. No thinking man doubts that were the machinery available for friendly, personal, face-to-face consideration of the problems confronting employer and employee, there would he fewer disagreements, fewer strikes, and a better and more settled industrial situation. The necessity for some such medium for exchange of views has resulted in the organization of labor and, in some measure, of capital. Each party, engrossed only in defending its own viewpoint, has generally tried to gain its point by might rather than by right. Gradually, however, the representatives of both elements are beginning to appreciate that when the machinery for bringing them together in friendly communion is available their differences frequently settle themselves. There remain yet vast numbers of employers and of employees who are not organized and to whom the opportunity of friendly discussion of differences is not available; for these the machinery should he provided.

Jan 1, 1919

W. D. BRENNAN,* Cheyenne, Wyo. (written discussion?).-My experience has been that, where possible, it is preferable for each foreman to employ his own men, rather than to have them handled through an employment bureau. The fact that each foreman comes into direct contact with the man before he is put to work gives him an opportunity to choose, at certain times, the kind and class of men that he wishes. Where possible, after a man is employed he is sent to a central office where a complete history of each individual is kept on a card. If a man has previously been in the employ of the Company, his history can be obtained from this card, and if for any reason he is not wanted he can be refused work at the time he reports to, the central office. In connection with Workman's Compensation costs, we in Wyoming feel that although the rates of compensation paid may in some cases be rather low our law works satisfactorily. As the State and the number of employees are small, compensation cases are handled through Judges of the various District Courts. In the State Treasurer's Department, a few clerks were added to look after the handling and issuing of warrants and compiling of statistics. Most of the large employers have an arrangement by which a joint claim and assent, specifying the amount of compensation due, is made tip by the employer and signed by the workman. This is forwarded, to the Judges so that personal investigation of individual cases is not necessary. In this manner, compensation is promptly received and' overhead expenses of operation of the law is kept at the minimum. The law requires each employer to pay into the State Treasury, for the benefit of the industrial fund, a sum equal to 1.5 per cent. of the money earned by each employee, engaged during each calendar month of such employment. Each employer contributes monthly, unless the sum heretofore contributed, after deducting all payments made on account of injuries to his employees, shall equal a full 1.5 per cent. of his annual pay roll, computed by multiplying his current monthly pay roll by twelve, and shall likewise be not less than ($5000). It has been found during the years that this law has been in effect, that a number of the larger employers have been exempt from payment for from five to eight months per year, so that in some cases, even in coal nines, industrial insurance has cost less than 0.75 per cent.

Jan 3, 1919

C. W. GOODALE, * Butte, Mont.-In regard to the employment manager, the North Butte Mining Co. has undertaken that line of work and the rest of the companies are watching the experiment. If it is proved to be the proper thing, the system will be introduced into other mines. We have to combat the opposition to the use of the "rustling card. It is nothing more nor less than asking the nationality, where the plan formerly worked, and whether he is married or single. ROBERT RHEA GOODRICH, Anaconda, Mont. (written discussion?).¬Since the efficiency of the different phases of personnel work employed by industrial concerns, which are bringing about greater efficiency and lessening the labor turnover, the latter being intimately connected with "contentment of mind," depends on the individual workman, it is highly desirable, as far as industry is concerned, to keep the workman's mind and body in trim in order to lessen accidents and produce a higher grade of work. Prevention being better than cure, health supervision of the workmen during employment should be maintained by the employers in order that mental alertness and physical well-being may be obtained. I have long believed, from observation in many plants, that when any problem is dependent on the individual workman, what he believes and what he does is vitally dependent on his health. I will follow with much interest what is to be clone in the future in relation to the subject of health supervision during employment (as well as medical examinations at the time of employment), and I hope this idea will be generally instituted in personnel work. A workman with good health and a contented mind should be an ideal component of a progressive industrial concern. The contentment of the workman is fostered by a number of admirable phases of welfare work which are being still further developed. The mental and physical well-being of labor should be the issue in Labor vs. Capital in the new period of the industrial promotion of the United States into which we are now entering.

Jan 4, 1919

CHARLES F: WILLIS,* Bisbee, Ariz. (written discussion?).-An employment department operated only with the object of relieving the foremen from hiring and for the purpose of centralizing record keeping is not likely to be entirely successful, and is doing but a small part of the good that practice has shown is possible; although it was .probably a desire to save time and to conduct the business more conveniently that led many mining companies to centralize their employment department. The ultimate object, however, is the reduction of labor turnover, by obtaining men better qualified to fill the positions to which they are assigned, by following up their work and providing for transfer to other departments or for promotion, if advisable, by reducing the number of quits for inconsequential reasons, and by supervising such laying-off as is necessary in such a way that the permanent force is not upset. It provides a stability 'of employment, free from favoritism and paternalism, probably the best form of employment insurance that we can have. The value of the employment department is in direct proportion to the breadth of its supervisor, his ability to estimate and place men, his sympathy in dealing with their petty troubles, and his analysis of quits and the reasons therefor. There is probably no better index of the soundness of the industrial relationship between the employee and the employer than the reasons why men quit; an intelligent, unbiased analysis of these reasons tells where corrective measures are necessary. In nine cases out of ten the reasons are small grievances, easily corrected, and are things usually overlooked by mine officials.

Jan 6, 1919

By William B. Plank

RECENT interest in the character of employment of young mining engineering graduates has been stimulated by my studies, during the past ten years, of student enrollment and employment of graduates of the mineral technology schools of the United States and Canada. Enrollment data in the following article are taken from these studies and information about the kind of work engaged in by mining engineers is assembled from my professional experience, sixteen years of which have been as professor of mining engineering.

Jan 1, 1938

By T. R. Jr. McMillan

Introduction Examining the short- and long-term job prospects for engineers in the coal industry might include looking at coal tonnage projections, future export markets, federal regulations, and the decrease in overall graduates. But coal is the US most competitive basic industry. As such, why not go back to basics? That is, there are three basic challenges that need to be faced by students, faculty, and members of the coal industry. These challenges are counseling, career placement, and professionalism. Counseling Counseling can include elementary, high school, and college students, as well as individuals already employed. But what happens to students after they have selected a course of study at a particular university? As shown in Fig. 1, only 87,000, or 7.25% of our graduates have technical degrees. Generally, there is a strong market projected for these engineering graduates. However, many students who have majored in other nontechnical curriculums, have to scramble for jobs. This says something about our ability to make students aware of where the real job opportunities are. As a student spends four or five years pursuing a degree, he or she is looking for professional guidance. The student has the right to expect "real world" counseling - counseling that is not "the way it should be" but "the way it is." The influence of faculty members is significant. They should take this long opportunity to tell students not what they want to hear or what the problem's of academia or the industry are, but what the real job market is all about. If faculty do not use this opportunity, they in-advertently-through omission - mislead their students. Once a student graduates and is a working alumnus, faculty should take advantage of their relationship with the student and continue to stimulate conversation leading to a two-way exchange of ideas and information. Faculty should also encourage and solicit financial support for their mining departments from their alumni. These monies, in many cases, will be matched dollar for dollar or more, depending on the company the alumnus works for. In the private sector, the responsibility is to communicate with faculty and students. Alumni can be effective by participating in this two-way dialogue with their professors at meetings, technical seminars, and conventions. In many cases, alumni will employ summer or co-op students in their organizations. While getting to know these students, industry members should level with them on where the true opportunities are and what it takes to be successful. It is important to communicate with both faculty and students candidly on both the posi-

Jan 2, 1985

By Richard L. Stotlar

Introduction During the last decade, the metallic minerals segment of the industry could be categorized as a "feast-or-famine" business. It is no secret that metallic minerals are cyclical. Employment opportunities greatly depend on the supply and demand for its mineral products. It is also not unusual for there to be a lag between the industry's manpower requirements and academia's ability to produce new graduates. Due to this lag, there will be years with manpower shortages, as in the mid-1970s. At other times, supply will exceed demand. The question is where will the jobs be in the years to come? This presentation will review reasons why employment opportunities have declined within the metallic minerals industry. It will also predict future demand for mineral engineering graduates. And it will outline strategies for obtaining an employment offer. Historical Review - Employment From 1977 through 1983, about 75% of all metal mining employees were directly engaged in production activities, down from 83% in 1965. This decline reflects increased use of labor saving equipment, and more government regulation and foreign competition. Metal mining's employment decreased from 74,000 jobs in 1982 to fewer than 68,000 in 1983 - an 8% decline. The overall industry is having these problems because of the general downturn in the economy. For example, at the beginning of this decade, US automobile and steel industries were in trouble. Interest rates were too high and volatile. This adversely affected construction, housing starts, and manufacturing. All these industries, being large users of base metals, drastically affected the metals industry. US copper companies are still having problems. Reports indicate that many copper employers have cut production, laid-off workers, and permanently closed mines, refineries, and smelters. A decline in the demand for US produced metal products, such as copper, obviously affects some mineral engineering employment opportunities. Other factors to consider when looking at employment opportunities and why it has become difficult for US metal producers to compete in the world market include: • The grades of ore bodies of many US minerals are considerably lower than the grades of ores being mined elsewhere in the world. • The grades of ore bodies currently being mined in the US are steadily declining. • Foreign producers are largely government controlled and are not necessarily subject to the realities of supply and demand. • US environmental regulations have considerably added to production costs. Foreign producers in most countries do not have to worry about these additional costs. • US mines are getting deeper. This adds to the cost of production because of the increasing distance the ore has to be transported. • Plants and equipment are outdated. Many companies find themselves operating with equipment and plants that need modernizing or replacing. This obviously hinders competitive productivity. • Labor and management have had problems. Work stoppages in certain mining businesses and high wage and benefit costs in relation to foreign producers place US producers at a disadvantage. • Much land is unavailable. The US government owns most of the land considered to have the best potential for minerals development. Most of this land is unavailable for mining or exploration. Therefore, it appears that finding employment with a company whose primary business is mining and processing most metals, such as copper, in the US will be quite restricted and competitive. Future Demand It is difficult to anticipate what key employment opportunities within the next few years will be available to mineral engineering graduates. The Engineering Manpower Commission estimated that US engineering schools awarded 72,471 undergraduate degrees in 1983 vs. 66,990 in 1982. This was the eighth consecutive year in which the number of baccalaureates awarded has increased. On a brighter note, the US government's Occupational Outlook Quarterly stated that the growth rate through 1995 for all engineers is an encouraging 49% over present levels. The estimated number of engineers employed in 1982 is 1.2 million. The numerical in-

Jan 2, 1985

A professional and special section of the United States Employment Service, Department of Labor, has been created for the purpose of aiding officers and men who have been discharged from military service, but who, for various reasons, cannot resume their former positions, to place themselves in industry without loss of time. Its work is carried out in conjunction with the Engineering Societies Employment Bureau. The machinery of this new professional section is being set up as rapidly as possible, and an office is already in operation at 16 East 42c1 St., New York. The work in the New York State district is under the direction of Mr. Henry Bruere, formerly City Chamberlain of New York City. Dr. Thomas T. Read, Chairman of the A. I. M. E. Committee on Industrial Organization, has charge of the clearance between the State offices of the Eastern States. This service is designed for the purpose of placing not only men in the engineering professions, but for all other kinds of professional and highly trained, skilled men. Full details regarding the qualifications desired in a man should be given, so that employers may be put in touch only with such available men as will fully qualify for the positions.

Jan 2, 1919

Jan 1, 2004

By Leena Suopajärvi, Karin Käär, Marcin Szumny, Jari Joutsenvaara, Md Ariful Islam, Helmut Mischo, Georg Meissner, Ossi Kotavaara, Catalina Vrabie

This study outlines implemented tactics and results for community empowerment through participation in questionnaire surveys, educational programs, and discussion on sustainable sourcing from new critical raw materials (CRMs) projects. Utilising questionnaire surveys, including the Public Participation Geographic Information System (PPGIS), the research gathered public opinions from Estonia, Germany, Poland, and Zambia, receiving 1,068 responses. These responses addressed various social, economic, and environmental issues related to CRM projects. Feedback from educational courses with participants from over 25 nations and public events provided additional insights. The collected data and feedback offer crucial input for advancing sustainable and responsible CRM sourcing strategies in these regions.

Feb 1, 2025

By L Mackinlay

The Apeketon Business Hub in Lihir, Papua New Guinea, emerged in 2019 through a partnership between Australian Business Volunteers (ABV) and Lihir Gold Limited (LGL), a subsidiary of Newmont Corporation. This development was driven by a shared vision for the Lihir gold mining operation to further enhance opportunities for the local community and strengthen the economy’s resilience post-mine. At its core, the business hub serves as the epicentre of ABV’s operations in the region. It includes a drop-in resource centre which provides the community with mentoring and consulting services, and access to a range of impactful workshops facilitated by ABV’s local staff and skilled volunteers. These workshops focus on local Lihirians but are open to the entire community, including Newmont employees. We design and continually refine Apeketon Business Hub support programs and offerings driven by community priorities, building trust through long-term relationships, and working side-by-side on real-time challenges. We offer three core programs to different levels of the community, from individuals and families to start-ups, large corporations, and landowner groups. There is significant demand for the support services provided by ABV, with over 350 Lihirians participating in our workshops over the 2023 calendar year. One of the hub’s core offerings is the Family Money Management Program, which addresses crucial challenges faced by Lihir households, particularly in terms of financial resilience. The program takes a comprehensive approach, assisting families in long-term planning and developing skills to effectively manage the income they derive from their employment with LGL and other enterprises. Significantly, the program also addresses financial stress, a factor often associated with domestic violence (Fox et al, 2002). By empowering women and promoting joint financial decision-making, the Family Money Management Program fosters a culture of savings and improved financial management, ultimately enhancing economic resilience within the community.

Sep 1, 2024

By S. Amid, D. Fisk

"Wireless technologies are permeating the mining and metals industry and enabling a myriad of benefits. With standards such as IEEE 802.11 for wireless devices and ISA100.11a for wireless field instruments protecting their investments, customers look to benefit from the cost and flexibility offered by wireless devices. Using wireless field instruments, plants are eliminating the costs associated with wired system by 50 to 70% and using these savings to install more field instruments, which, when used smartly, enables them to optimize their processes efficiency and equipment reliability. Wireless also empowers a mobile workforce by allowing them to have access to key process and maintenance data directly from the field. This paper describes how wireless can help operations and maintenance personnel to be more effective. Three case studies, illustrating how the mining and metals industry is taking advantage of the technology today, are presented:1.,Optimisation of the water recovery process using wireless2.,Field operations improvement with wireless handhelds3.,Improving fleet maintenance through wireless mobile equipment management"

Jan 1, 2011

By D Brett

The Paper presents the authors thoughts on how the mining industry should be improving the education of site personnel so they can provide a greater level of effective control of tailings dam safety including empowerment to develop their own documentation, monitoring and surveillance systems and to better liaise with specialist external technical staff or consultants.

Jul 1, 2021

By Marcella Grosso Lima

O objetivo deste trabalho é pesquisar sobre as principais falhas apresentadas por revestimentos anticorrosivos modernos comumente empregados para proteção interna de tanques de armazenamento de produtos petroquímicos e avaliar a capacidade da técnica de correntes parasitas para a inspeção não destrutiva deste material. Nesse contexto, as vantagens e limitações da técnica são analisadas. A aquisição de dados foi realizada considerando as propriedades isolantes dos revestimentos nas condições como aplicado e também após o envelhecimento. Amostras foram preparadas com defeitos controlados inseridos no substrato de aço carbono a fim de simular defeitos de corrosão localizada sob o revestimento. A detecção dos defeitos foi avaliada nas amostras com diferentes espessuras e também com a presença de óxido de ferro no interior dos defeitos a fim de simular áreas de corrosão localizada. Através da comparação entre os resultados obtidos no C-Scan original e após o processamento de imagem, foi possível observar uma melhoria significativa na eliminação dos falsos defeitos relacionados a variação da espessura inerente do revestimento pela limiarização multilevel. Também foi possível através do efeito do lift-off distinguir os defeitos reais e falsos defeitos. Nesse aspecto, a técnica de correntes parasitas se mostrou capaz de detectar defeitos neste tipo de material.

Oct 30, 2017

By Sérgio Wilibaldo Garcia Scherer

O Balanço Energético Nacional do MME informa que em 31/12/2012, o carvão mineral representa 73% dos recursos e reservas nacionais de energia fóssil. A partir de 1960 foram realizados estudos e experiências que resultaram na implantação da Aços Finos Piratini (AFP), uma mini usina integrada para aços especiais pela rota tecnológica “Redução Direta a redutor sólido / Aciaria Elétrica”, na cidade de Charqueadas/RS. A unidade Sl/RN (forno rotativo) operou de 1973 a 1990, com carvão local com até 35% de cinza. O processo atraiu a atenção mundial: em 1974 foi feito um teste industrial bem sucedido com linhito briquetado alemão; em 1975 o ILAFA realizou em Porto Alegre seu Seminário Internacional sobre Redução Direta; equipes da África do Sul e da Índia foram treinadas na AFP. A Índia é atualmente a líder mundial na produção de ferro esponja a carvão. O trabalho apresenta um modelo de usina integrada, autosuficiente em redutor e energia elétrica, à base de carvão não coqueificável, produzindo tarugos. Além disso, apresenta outras possibilidades de emprego do carvão mineral nacional em siderurgia, tais como a injeção de finos nos altos fornos e seu emprego no processo COREX. As perspectivas futuras estão delineadas em documento do Centro de Gestão e Estudos Estratégicos (CGEE) do MDIC, que coloca metas para 2022 e 2035.

Aug 1, 2018

By Héctor Basurto

El presente trabajo realiza un exhaustivo análisis de la gestión de emprendimientos de la zona de influencia de Minera Yanacocha en Cajamarca y lo contrasta con el modelo propuesto por el Global Entrepreneurship Monitor (GEM), con el objetivo de identificar los factores claves que permitieron mejorar su competitividad en los últimos 5 años y, como consecuencia, incrementar sus oportunidades de contratación con Yanacocha y abrirse paso hacia nuevos mercados. Se identificó que las actividades económicas relacionadas a la minería que contribuyen a generar diversificación productiva lateral a la actividad minera son los servicios de alimentación, hotelería, transporte de personal y mantenimiento de facilidades.

Sep 20, 2019