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By Michael K. Watkeys, Jacobus E. Potgieter, E. Guy Charlesworth, Carl R. Anhaeusser, Roger L. Gibson, Alexander F. M. Kisters

Intrusive features of cupriferous noritoids from the deeply eroded Proterozoic granite-gneiss terrane of the Okiep Copper District in South Africa illustrate the emplacement of basic magmas into a mid- to lower-erustal environment. The small, easterly trending intermediate to basic intrusions of the so-called Koperberg Suite display a wide variety of geometries, occurrence and emplacement modes, including dike-, sill- and plug-like bodies. Coeval granulite-facies metamorphism, partial melting and ductile deformation of country rock gneisses during intrusion of the basic magmas led to emplacement and dilation processes of the intrusions which differ significantly from those described for dikes and sills at shallow crustal levels. Regional tectonic stresses are largely negligible due to very low differential stress [( )] during deformation and intrusion, which permits emplacement at high angles to the principal compressive stress and which follows favorably inclined structural anisotropies. Dilation of the basic intrusions is largely determined by compositional differences of host rocks and occurs by thermal erosion, i.e., assimilation of wall rock gneisses. Low length-to-width ratios of basic to ultrabasic dikes and predominantly diapir-like outlines of mesocratic bodies are indicative of low viscosity contrasts between the mafic magmas and high-grade metamorphic host-rock gneisses. Buoyancy-controlled ascent of the basic to intermediate intrusions is expressed by a broad compositional zoning of basic bodies with respect to the granite-gneiss stratigraphy. Various intrusion modes within the stratigraphic column of the granite-gneiss sequence reflect a lithological and structural stratification of the seemingly homogeneous granite-gneiss terrane.

Jan 1, 1994

By Fred C. Schmednecht

For years, the strategy was to contain waste and in many applications, is still the recommended method. Recently, it has become acceptable to create filters below ground for the in-situ treatment of waste. Consequently, in lieu of the waste being contained, it is desirable that the waste flow through a pervious treatment zone. For instance, subterranean pervious walls comprised of iron sand are particularly useful in treating chlorinated solvents in contaminated groundwater. The iron acts as a corrective filter to treat the contaminated groundwater. How are these impervious and pervious walls being constructed? One effective means of constructing an impervious barrier is the vibrated beam method. This method, in brief, involves the use of a fabricated steel beam, a vibrator, a pile driving crane, and a mixing plant. This method results in a 4-6" wide wall with depths up to and exceeding 100'. Over one hundred slurry walls have been installed using this method in the United States. The need for the vibrated beam method continues to escalate due to its reduced health and safety considerations, high level of quality control, lack of excavation, narrow working area, and ability to achieve depths greater than 100'. A recent project was in Marinette, Wisconsin at the ANSUL facility. The project consisted of a 28,000 square foot slurry wall and was completed in January of 1999. Another effective means of creating an impervious barrier, where structural support from the barrier is needed, is the Waterloo® Barrier System. This system involves the use of a pile driving crane, Waterloo® steel sheet piles which are patented steel sheet piles due to their groutable interlocks, and a grout plant. This system results in a water-tight barrier due to the grouted interlocks and provides structural support. A project was completed at Beta Steel in Portage, IN for a retention pond to protect Lake Michigan. Due to the new concept of "filtering", there are few accepted construction techniques available. One effective field proven construction technique is the patent pending mandrel emplacement technique. This technique involves the use of a fabricated hollow steel mandrel with a shoe, a vibrator, a heavy duty crane, and a material feeder. This technique results in a pervious wall which may be comprised of pure iron sand or any other flowable media. Using this technique, the pervious wall may be constructed in varying widths to depths in excess of 100'. A successful installation occurred in October 1997 at Cape Canaveral Air Station in Florida.

Jan 1, 1999

By Eugenio Thiers

El presente trabajo señala la utilización de carbones andinos en la industria metalúrgica. Los países de la región andina como Perú, Bolivia y Ecuador contienen carbones coquizontes de buenas características, pero con bajo poder aglutinante. Por ello, se busca ampliar las posibilidades de su uso a través de la producción de metales. La producción se distingue en dos alternativas: primaria y secundaria. La primera incluye extracción minera, procesos de concentración mecánica, fundición y refinación, mientras que la segunda, se basa en la recuperación de materias primas a partir de la chatarra. Así también su uso principal de extiende a la siderurgia y afines.

Sep 1, 1985

By Edson Ramos, Rony Choqueneira, Russel Lozada

El artículo refiere un trabajo de investigación que tuvo por objetivo analizar, mediante la electrocoagulación con un diseño de reactor de flujo continuo, la remoción de metales pesados (Pb, Cu y Zn) y turbidez presente en aguas del río Coata (Juliaca), destinadas para consumo y/o recreación. Se detallan las condiciones (2 celdas de flujo continuo conectadas por un canal de tubería), así como los procedimientos efectuados en esta experimentación, que ha obtenido buenos resultados (una eliminación superior al 50% en la primera celda y al 80%, en la segunda).

Oct 30, 2019

By J. Dumont

"Usualmente en la mina se utilizaban maderos como: redondos, rollizos, pértiga, puntiles, productos de sierra. Posteriormente, con el desarrollo de la entibación metálica, se redujo el consumo de las mismas. En ese sentido, el presente texto describe el uso de la entibación de la madera que comprende los recursos, mercado, estudio morfológico, físico y mecánico, métodos de ensayos, agentes de destrucción, tratamiento de protección de las maderas de minas, entibación y posteo y su transporte en los pozos e interior de los grupos mineros Marlebach y Cuvelette. "

Jan 1, 1961

By Enrique Pasquel Carbajal

El presente texto describe los resultados realizados por el Centro de Investigación tecnológica del Cemento y del Concreto (CIDETEC) sobre el empleo de microalfiler de carbonato de calcio como adición mineral para mejorar las propiedades reológicas en estado fresco y endurecido del shockrete empleado en las labores de sostenimiento en la industria minera. Asimismo, se señalan la aplicación de esta tecnologías en proyectos mineros como Cobriza, Andaychagua, San Cristobal y Pallancata.

Sep 12, 2011

By Romeo Calderón

El presente trabajo describe los trabajados realizados en la Compañía minera Huarón con el objetivo de realizar la explotación de vetas muy angostas y sinuosas de potencias inferiores a 1.20 m. de un modo seguro, eficiente y económico, donde fue necesario resolver el problema de carguío y acarreo en tajeos inferiores a 1.20 m. empleando equipo LHD de 0.80 m. de ancho, fabricado especialmente para este fin.

Nov 1, 1982

By C. Villachica

El presente texto refiere la aplicación del carbón activo como reactivo en las soluciones de los procesos de concentración por flotación minera. La justificación de su uso es porque la mayor selectividad del proceso incrementa significativamente las utilidades de la compañía minera. Asimismo, otros usos del carbón activo en estudio, se extienden a la absorción de iones perjudiciales a la flotación, mejoramiento de la flotación bulk, recuperación de espumante y colector, recuperación de finos, mejoramiento de la sedimentación de los concentrados y la recuperación de la plata y oro de los efluentes de la fundición y relaves.

Oct 14, 1980

By Rubén Céspedes

El carbón es un combustible utilizado en la industria del cemento -en tanto fuente de energía calorífica para el uso alternativo o combinado del carbón. Por ello, el presente texto señala el empleo del carbón en la industria minera a través de un estudio de factiblidad que indique la rentabilidad del cambio y sus aspectos como características del carbón a utilizarse, innovaciones a equipos a montar y la influencia del carbón a utilizarse, así como se plantea la conversión del petróleo al carbón

May 1, 1985

By Suzanne Smith, Frank C. Fantauzzo

Introduction America's workforce is the heart of the nation's economy. The health of its members is a matter of national priority. Statistics show that the most common cause of job difficulties is excess use of alcohol or other drugs. Up to 75% of these troubled employees can be returned to productive careers at little expense and with great benefit to their industries. Of the 1.5 million private corporations in the US, only about 500 have alcohol treatment programs. Even fewer have drug abuse programs. It is time that the myths and prejudices surrounding alcohol and drug abuse are dispelled and help is offered. Corporations and labor unions are now finding that programs to treat these diseases benefit both the employees and the industry. The employee derives health and job security. The company sees increased productivity and decreased costs in sick pay and absenteeism. Unfortunately, three-fourths of the nation's 90.5 million workers are employed in establishments of fewer than 500 employees. In these settings, it is unlikely that either management or the unions will take the initiative in developing programs. Alcohol alone affects the health and productivity of nearly 8% of any workforce. This translates to more than 5 million employees in small business. These workers present an opportunity and a challenge. Alcohol abuse costs the nation nearly $116 billion annually. Seventy billion dollars is attributed to lost production. Medical expenditures related to alcohol are estimated to be nearly $13 billion. The National Institute on Drug Abuse (NIDA) estimates the cost of substance abuse to industry to be in excess of $4 billion a year. In addition to its economic impact, substance abuse has serious personal and social consequences. The mining industry experiences the same exposure as other industries to alcohol, drug abuse, and other employee problems. However, the existence of these problems poses special hazards because of the unique conditions found in mining. Mining has many safety and health hazards. Employees must have full control of their faculties and give full attention to the tasks at hand. Designing employee assistance programs An Employee Assistance Program is a cost-effective, confidential, early intervention system. It is designed to help employees

Jan 11, 1987

By K. MacMaster

"This paper deals with the history, development, present and future of the Employee Assistance Programs in place at the Inco Ltd. operations in Thompson, Manitoba. It should be noted that, although many similar programs exist in various industries and jurisdictions, these programs had to be fine-tuned to meet the needs of Inco employees, having in mind the helping professional resources available in Thompson and its geographic location. IntroductionIn the late 70s, many Canadian industries and the Canadian Labour Congress and their affiliates commenced discussions on the value of the Employee Assistance Program (E .A.P.) philosophy to both management and labour.In the contract signed between Inco Ltd., Manitoba Division and Local 6166, U.S.W .A. in 1981, a commitment was made to establish a joint E.A.P. for the hourly workforce in Thompson, Manitoba. With this background and sequence of events in mind, it is appropriate to explain the methodology and the steps that were taken for the implementation of the hourly program. Development of Hourly ProgramIt was agreed by the company and the union that the committee to develop the program should consist of equal numbers from both sides: three active union members plus an advisor representing the Union and three supervisory personnel plus an advisor representing the Company; in addition, a person familiar with E.A.P.s from the Alcoholism Foundation of Manitoba was to act as a facilitator. The Union appointed a social worker who was working as a counsellor for union members as their advisor , and the company appointed a staff employee who had worked voluntarily in the field of alcohol and drug abuse for many years. The makeup of the committee was extremely important in order to give credibility to the entire process. The makeup of the committee is shown in Table 1.The facilitator selected from the Alcoholism Foundation of Manitoba was well known in the community and highly respected in his profession."

Jan 1, 1989

By K. Tobór-Osadnik, M. Wyganowska, A. Manowska

"The behaviour of employees is an essential issue in the field of occupational health and safety. Safe behaviour is to a large extent determined by, apart from motivation and preventive actions, an employee’s attitude towards hazard. Thus, attention should be given to defining employees’ attitudes, and following that, to the possibility of correcting and shaping these attitudes in relation to hazard and obeying occupational health and safety regulations. The authors have focused on the analysis of employee attitudes to health and safety regulations in Polish coal mining companies, taking into consideration earlier research on the behaviour of selected employees. The paper presents the methods used to identify Z-type (passive) behaviour. Next, this behaviour is analysed to identify differences between a Z-type employee (enslaved) and other employees. To conclude, the paper presents a list of possible motivational tools that may be used to encourage occupational health and safety in Z-type employees. IntroductionThe technical state of equipment and conditions in the workplace greatly influence occupational safety. However, the deciding factor influencing the rate of accidents in the workplace is the frequency with which employees practise risky behaviour. Factors such as the social conditioning of conduct and motivation for organizing safe work conditions have been included in the notion of creating a positive culture of work safety. This notion has been approved as one of the main goals in management (Studenski, 1996).Safe behaviour is to a large extent, apart from motivation and preventive actions, determined by an employee’s attitude towards hazard. All actions undertaken in the field of occupational health and safety, including training, motivational systems, or imitation of behaviour resulting from a high culture of occupational safety in a given work environment, will not bring about the desire effects if workers have an inappropriate attitude towards occupational health and safety regulations."

Jan 1, 2017

By N. Mashaba, D. Botha

The aims of this study were to investigate the factors that influence women’s engagement in technical positions in the South African mining sector and to determine what could be done to promote their successful participation. A convergent parallel mixed-methods research design was used to ascertain the factors that facilitate, inhibit, and influence engagement. In the quantitative phase of the study, questionnaires were circulated to women employeees; and in the qualitative phase, semistructured interviews were conducted with employer representatives, most of whom were human resource personnel. Confirmatory factor analysis showed that the three-factor structure (vigour, dedication, and absorption) of the Utrecht Work Engagement Scale fit the sample data reasonably well. Although there is room for improvement, respondents demonstrated acceptable levels of engagement in their work. On the other hand, the qualitative findings showed that employee engagement is impacted by unfavourable working conditions, work–life balance, and the mining industry’s male-dominated work culture. The findings showed that employee engagement should be elevated to a core human resource function. To increase the participation of women in mining, human resource professionals are encouraged to collaborate with mine supervisors, managers, and employees to develop programmes that promote employees’ absorption in and dedication to their work.

Nov 6, 2023

By J. M. Larkin

GOOD will is becoming recognized more and more as a necessary business asset, and a successful concern must have the good will not only of its customers and the public, but of its employees. Management -enlightened management-recognizes this and will go the limit to get it. Progress depends on cooperation, and in industry cooperation must be based on the acceptance by employ-ers and employees of some practical application of the principle that capital and labor are interdependent. Capital cannot exist without labor, and labor without capital is helpless. The development of each is depen-dent on the cooperation of the other. Confidence and good will are the foundation of every successful enter-prise, and these can be created only by securing a point of contact between employer and employee. We feel that one of the most effective agencies for promoting good will between employers and employees is through some well organized method of conference and have consequently adopted, to accomplish this, a plan of employee representation. The plan inaugurated by the Bethlehem Steel Co. about four years ago, which provides for the election by secret ballot of representatives by and from among the employees, has for its purpose three fundamentals; namely, to give the employees a voice in the determina-tion of the conditions under which they work, to furnish machinery for the prevention and adjustment of differ-ences between employees and management, and, so far as possible, to provide and foster continuous employment. The constitution and by-laws adopted take care of the detail in setting up machinery for the functioning of the representatives of both management and men, but the spirit with which the plan has been carried out and the results which have been accomplished are of far greater importance than the plan itself. The Bethlehem plan, which has been in operation since October, 1918, can no longer be classed as an experiment. The original by-laws provided for amend-ments and, as was anticipated, changes and improve-ments have been made from time to time by mutual agreement. The operation of the plan for over four years shows it to be fundamentally sound and that it must therefore be conceded a success.

Jan 2, 1923

By T. M. Gurr

It is estimated that in excess of one-half million chemicals are used throughout the American workplace. Hundreds of new chemicals are also being introduced into the workplace annually. Exposure to some of these chemicals can be harmful to workers and to the environment. The Occupational Safety and Health Administration (OSHA) estimates that approximately 25% of the U. S. labor force or approximately 25 million workers are exposed to one or more chemical hazards each year. OSHA has determined that this poses a serious problem for workers exposed to such chemicals. Chemical exposure may cause safety and health problems. Health problems can include a cause or contribution to heart ailments, kidney and lung damage, sterility, cancer, burns, and rashes. Safety hazards can include the potential to cause fires and explosions and other serious accidents.

Jan 1, 1989

By Howard B. Gundersen

CURRENTLY the mining industry faces the twin tasks of producing metals in the largest possible amounts and doing it with a dwindling and less experienced labor supply. A manpower shortage during this emergency appears inescapable. It therefore becomes necessary to develop the highest possible efficiency. Employee training is a concomitant of economical, high production. Training keeps employee morale high, reduces waste, improves skills, and increases production without speed-up or overload of workmen or supervisors.

Jan 9, 1951

By Cleveland Dodge

THE present organization of Copper Queen employ-ees, known as the Employees' Conference Com-mittee, is really an outgrowth of the former Grievance Committee, which, in turn, had developed from the original Hospital Committee. The relatively small membership of these older organizations, the practical limitation of their activities to the presenting of grievances, and their lack of initiating powers, were the principal defects which the plan now in operation seeks to overcome. A somewhat parallel scheme was instituted in our Sacramento Hill division about four years ago; this gradually developed into the Ways and Means Committee, which, in addition to providing a forum for the discussion of operating problems, was instrumental in establishing an excellent and mutually satisfactory bonus system. Before recommending adoption of the plan now in force, we made extensive inquiries among those who have had any experience in such matters, and ended by proposing a modification of a scheme developed by John Leitch,1 which was characterized by its similarity to the constitution of the Federal Government. As finally remodeled, the. plan was submitted to vote of the entire working forces at the Copper Queen mines, and was adopted by them in May, 1920. Mining opera-tions since that date have been so interrupted that it is scarcely possible to state exactly what the results have been. The following quotations are from a printed pamphlet containing the constitution of the organization, as finally adopted. The first extract is from a letter addressed by the management to the employees: The plan submitted for your approval and adoption is modeled after the constitution of our own country, under which every individual is given an opportunity for advancement, according to his ability and determination, and every citizen is given a voice in the laws that shall govern him. So it is to encourage the individual employee in advancement, and to give him a voice in making the rules that shall govern his conduct, that we favor the adoption of the proposed constitution.

Jan 1, 1923

Readers of recent Bulletins have doubtless observed that the problem of improving both material and moral condition of employees is receiving close attention from influential members of the Institute. This will lend interest to certain developments and investigations that have been reported elsewhere.

Jan 5, 1918

By AIME

SUPPLEMENTING surveys of the engineering profession regarding salaries and advancement, based upon data from individual engineers, a survey through a questionnaire to employers of engineers has recently been made by a subcommittee of the Engineers Joint Council's Committee on the Economic Status of the Engineer. Its object was to learn directly from employers their attitudes and policies pertaining to the selection, training, placement, advancement, guidance, and professional activities of engineering graduate employes. The questionnaire was sent in May 1946 to 174 employers of engineers, including colleges. Replies were received from 104 employers in nineteen fields of industry, who employ about 2,000,000 persons, about 40,000 of whom are engineers. The following general observations are based on the questionnaires returned. Who Are Hired? Of the co-operators 96 per cent employ cadet engineers directly upon graduation from engineering schools, but only 4 per cent recruit their engineering staffs exclusively from the new graduates. About 43 per cent hire more than half of their new engineer employes after one or more years' experience with other employers. This is evidently a matter of necessity or expediency rather than preference, because more than sixty per cent of those reporting indicate that they prefer to hire the new graduate.

Jan 1, 1947

By Anton Gronningsater

AT the present time we hear a great deal about organization of labour, collective bargaining, workmen's councils, and company unions; about C.1.0. with its principle of vertical unions and A.F.L., largely based on craft unions; and about provincial and federal laws for protection of labour's right to collective bargaining. What we perhaps hear too little about is corresponding organization of the employers, although it recently is mentioned more frequently. I will only mention W. H. Davis, Chairman of the United States War Labour Board, who has had and is having plenty of experience in this field and has also studied labour conditions in Europe-in Sweden for instance. He has repeatedly expressed the opinion that where employer-employee problems are involved, a thing badly needed in America is organization of employers as well as employees to get some order in the present chaos. With this I agree. I believe a strong organization on one side necessitates a correspondingly strong organization on the other side; that has at least been the experience in the industrialized countries in Europe. I happen to be fairly familiar with conditions in Norway, where they have struggled with these problems for fifty years, and a talk on the history, development, and present state of employer-employee relations in that country might perhaps be of interest as giving a general picture of the development of such relations in the northwestern European countries as a whole. The talk was originally given to the Fourth Year students in Mining and Metallurgy at the University of Toronto. I have changed it somewhat to fit a different audience, but I hope you will make allowances if you now and then are reminded of the school auditorium. I will try to be as objective and factual as possible, but it is probably unavoidable that some of what is said is coloured by personal opinion.

Jan 1, 1943