Nathan Medcalf Media’s Post

The Untold Labor of Oil and Gas Workers: Hidden Challenges and Risks in the Energy Industry The work done by oil and gas workers is tough, dangerous, and often goes unnoticed by the public. These workers perform important tasks in remote and hazardous environments, making them essential to global energy production. Here’s a breakdown of what this "untold" labor looks like: 1.Rig and Offshore Work Workers on oil rigs, both onshore and offshore, work long hours in isolated places, sometimes for weeks or even months. They handle tasks like drilling, maintaining equipment, and ensuring safety. Working in such tough conditions takes a physical and mental toll, especially since they are far from home. 2.Safety Risks and Hazards Workers face serious risks, like being exposed to harmful chemicals, high-pressure systems, and even the threat of explosions or spills. While safety has improved, it’s still a dangerous industry, and workers’ health can suffer from long-term exposure to toxic substances. 3.Underpaid and Overworked Many workers, especially in lower-level positions, don’t get paid fairly for the dangerous work they do. They often work long hours with little rest, and because of the tough conditions, turnover is high. Temporary workers or contractors have fewer benefits and less job security. 4.Environmental Impact and Cleanup Cleaning up oil spills, managing waste, and decommissioning old rigs are essential jobs, but they rarely get attention. These workers often have to work in dangerous conditions to protect the environment, even though their efforts go largely unnoticed by the public. 5.Invisibility and Lack of Recognition The daily laborers doing hands-on work—like janitors, maintenance workers, and field laborers—are often ignored in discussions about the industry. The people in higher positions like executives and engineers get the spotlight, but the essential work of these laborers is overlooked. 6.Global Workforce The oil and gas industry employs workers from around the world. Unfortunately, some of these workers face exploitation and unsafe conditions, especially in places where labor laws aren’t enforced. 7.Psychological and Emotional Toll The pressure to meet production targets, combined with isolation and dangerous working conditions, can take a mental toll on workers. Long periods away from family, the threat of accidents, and seeing the damage caused by oil spills can lead to stress, depression, and burnout. 8.Supply Chain and Support Roles Many workers in logistics, transportation, and equipment maintenance play a key role in ensuring operations run smoothly. These workers often go unrecognized, but they are crucial to the industry’s success. In summary, oil and gas work is tough, dangerous, and often thankless. These workers deserve more recognition, better pay, and safer working conditions for the vital role they play in keeping the energy industry running.

🏗️ Deadlines are tight, and skilled workers are scarce? Don’t stress—we’ve got you covered! At WANTED, we specialize in sourcing top-tier professionals for your construction, oil & gas, and shipbuilding projects across Europe. ✅ Fully compliant hires (we handle the paperwork!) ✅ Quick turnaround—when you need workers fast ✅ Reduced admin work—more time for your projects 💼 Let us handle the workforce so you can focus on building greatness. Contact us today! #recruitment #staffing #sourcing #payroll #compliance

Equipment World's second-annual Heavy Equipment Operator Pay & Benefits Report reveals that #HeavyEquipment #operator #pay is skyrocketing, but it's still not enough to mitigate the shortage of skilled operators. Estimates place the skilled operator deficit at more than 500,000. Why? Young people aren't building careers in the trades due to stigmas, and skilled operators are either retiring or staying put, demanding premiums only the biggest contractors can afford. While training and promoting skilled operators from within is a long game, it may be the most cost-effective option for contractors with tradespeople who are willing to mentor, and learn. 🦺 Here's the 2024 benefits report: https://lnkd.in/gMWp8aNk

What Are Labor Classifications? Labor classifications are categories that define workers based on their roles, skills, and qualifications. Each classification typically corresponds to specific job responsibilities and a defined pay scale. Examples include: 1- Direct Labor Direct labor refers to workers who are directly involved in the production or execution of a project. These individuals contribute hands-on efforts to specific tasks, such as: Construction Workers: Laying foundations, installing structures, or performing site work. Craftsmen: Electricians, plumbers, or welders who bring specialized skills to the project. Direct labor costs are easy to attribute to specific project components, making them a key factor in cost control. 2- Indirect Labor Indirect labor includes workers who support the project but do not contribute directly to production. Examples include: Supervisors and Managers: Overseeing the progress and quality of the work. Administrative Staff: Handling documentation, payroll, or procurement. While not directly tied to specific tasks, indirect labor is essential for maintaining project operations. 3- Overhead Labor Overhead labor refers to employees whose work supports the overall organization rather than a specific project. This includes: Human Resources Personnel: Managing recruitment, training, and employee relations. Accounting Teams: Handling company finances and ensuring compliance with tax regulations. Overhead labor costs are typically allocated across multiple projects, contributing to the company's general operational expenses. - What Is Base Wage? The base wage is the fundamental hourly, daily, or monthly rate of pay an employee earns before adding bonuses, overtime, or other benefits. It is determined by several factors, including: 1. Job Classification: Higher-skilled positions typically receive higher base wages. 2. Experience and Certification: Experienced or certified workers earn more than entry-level employees. 3. Location: Wages vary by geographic region due to cost of living and local labor market conditions. 4. Industry Standards: Established wage scales in specific sectors influence the base wage. Why Are Labor Classifications and Base Wage Important? 1. Accurate Budgeting: Helps in estimating labor costs for project planning. 2. Fair Compensation: Ensures workers are paid according to their skill level and job responsibilities. 3. Legal Compliance: Adhering to wage laws and avoiding penalties. 4. Project Efficiency: Proper classification ensures the right person is assigned to the right task, reducing errors and delays. #LaborManagement #ConstructionIndustry #BaseWage #ProjectEfficiency #WorkforcePlanning #CostControl #ArchitectureInsights #SustainableConstruction

Rule number #1 when it comes to hiring a contractor. Don’t try and push their rate down at the end. Unless you want to lose them. ❌ ————————————————————————— Rule number #2 Don’t play Russian roulette with their finish date. Unless you want to lose them. ❌ ————————————————————————— Rule number #3 Sign off their timesheets on time. Unless you want to lose them. ❌ ————————————————————————— Rule number #4 Don’t moan about their hours once you’ve commited to the times they can work. Unless you want to lose them. ❌ ————————————————————————— Rule number #5 Don’t treat them differently to the employees. Unless you want to lose them. ❌ 👆 all the tips to keep your contractors happy and doing what they do best… Getting sh*t done 👊🏻 #construction #contractors

Would you interview a plumber before he fixed your tap? or a mechanic before he completed your MOT? NO, right so STOP TRYING TO HIRE CONTRACTORS THE SAME WAY YOU HIRE PERMANENT EMPLOYEES! 🛑 ✋🏼 As the market evolves and recovers (which it will) now is the time to slicken things up. If you are hiring contractors the same way you do perm you will miss out massively. When you engage with a contractor they are onboard to provide a service for a set time period, for a set cost. They don't have to fit in, they don't have to make friends, they come in, provide expertise you don't currently have in your team, provide an uplift until their service is complete and then they move on. They can run their business how they see fit to suit their capabilities and capacity. They are not a permanent headcount Contractors want to know: 👉 The statement of work 👉 The duration 👉 The rate 👉 The IR35 status determination (not necessarily in that order) What should you be doing? ✅ Have your approvals in place before you start - budget, SDS, SOW ✅ Transform your engagement process - review, assess, engage ✅ Make rapid feedback your standard - think hours, not days (contractors tend to re-engage with great assignments, so you can save yourself a future headache) ✅ PAY ON TIME - whether directly or via a payroll service/agency ✅ Choose one agency and empower them with exclusivity. Remember, in the realm of contracting, speed isn't just an advantage - it's critical. Don't let decision delays be the reason you missed out on great talent. If you snooze, you lose. It's as simple as that. Employ the swift strategy, embrace efficiency, and watch your contractor onboarding transform. #contractors #hiring #technology

Crew Retention Rate Crew retention rate in a shipping company measures the percentage of crew who remain employed with the company over a specified period, typically a year. A high retention rate indicates a positive work environment and effective management practices, while a low rate suggests potential issues such as high turnover, dissatisfaction, or poor working conditions. The formula for calculating the crew retention rate involves comparing the total number of crew terminations, including all crew who left the company for any reason, to the total number of crew at the start of the period. This rate reflects the company's success in retaining its crew members over a specific period, highlighting factors such as job satisfaction, management practices, and the overall company environment.

The ROI for contractors using performance-based pay can be over 40x... Not a typo... $1000 in, $40,000 in your pocket..       We see this all the time here at Protiv.  Contact us with the link below and let us show you a whole new way to motivate your hourly workers. #contech #construction #performancepay #protiv #landscaping #homeservices #subcontractors

Labor continues to be a hot topic in our industry. This insightful article by ForConstructionPros sheds light on the pressing issues we face and the innovative solutions we're implementing. Read more: https://lnkd.in/edHY9Qty #construction #contractors #projectmanagement