The document is an investor presentation for Lara Exploration Ltd, a mineral exploration company. It summarizes Lara's business model of creating value through exploration, acquisitions, and discovery in South America. Key points include that Lara uses a prospect generator model to jointly explore multiple projects in countries like Brazil, Peru, Chile to diversify risk. It has a track record management team and is actively exploring projects like the Liberdade copper project in Brazil and Sami gold-copper project in Peru to create value for shareholders.
THE DATE OF ULP OR DISCRIMINATORY PRACTICE - A DEBATABLE POINT?Johann Scheepers
The South African Labour Relations Act, 66 of 1995 (as amended) sets out the date of dismissals and unfair labour practices in seemingly clear terms. To an extent the same applies in determining a discriminatory act in terms of the Employment Equity Act, 55 of 1998 (as amended). However, the date of the act of which the respondent employees complained in S A Broadcasting Corporation v CCMA & others [2010] 3 BLLR 251 (LAC) was neither academic nor, as it turned out, fixed. These four employees complained that they were unfairly treated when the SABC upgraded the posts of three of their colleagues in a “retention” drive, but left their own benefits unchanged. The four complainants referred a dispute to the CCMA, claiming that they were victims of unfair labour practices or unfair discrimination, or both. The SABC objected that the dispute was referred out of time and, because the employees had neither sought nor been granted condonation, the CCMA lacked jurisdiction to conciliate. in S A Broadcasting Corporation v CCMA & others [2010] 3 BLLR 251 (LAC) confirmed the clear wording of section 191(1)(b)(ii) of the LRA in which it is stipulated that disputes must be referred to the CCMA for conciliation within 90 days of the date on which the employee became aware of the act or occurrence which allegedly constitutes the unfair labour practice. The Court failed to deal with the discrimination component of the referral. The time limit for referring such disputes is prescribed by section 10(2) of the Employment Equity Act 55 of 1998. This is six months “after the act or omission that allegedly constitutes unfair discrimination”. The date on which either the employees or their unions become aware of the act or omission is irrelevant – the date is fixed in real time. the LAC noted, that the an argument may be sustainable based on the premise that "an unfair labour practice/unfair discrimination consisted of a single act”. “While an unfair labour practice/unfair discrimination may consist of a single act it may also be continuous,
continuing or repetitive. For example, where an employer selects an employee on the basis of race to be awarded a once off bonus this could possibly constitute a single act of unfair labour practice or unfair discrimination because like a dismissal the unfair labour practice commences and ends at a given time. But, where an employer decided to pay its employees who are similarly qualified with similar experience performing similar duties different wages based on race or any other arbitrary grounds then notwithstanding the fact that the employer implemented the differential on a particular date, the discrimination is continuing and repetitive. The discrimination in the SABC case had no end and is therefore ongoing and will only terminate when the employer stops implementing the different wages. Each time the employer pays one of
its employees more than the other he is evincing continued discrimination.”
THE DATE OF ULP OR DISCRIMINATORY PRACTICE - A DEBATABLE POINT?Johann Scheepers
The South African Labour Relations Act, 66 of 1995 (as amended) sets out the date of dismissals and unfair labour practices in seemingly clear terms. To an extent the same applies in determining a discriminatory act in terms of the Employment Equity Act, 55 of 1998 (as amended). However, the date of the act of which the respondent employees complained in S A Broadcasting Corporation v CCMA & others [2010] 3 BLLR 251 (LAC) was neither academic nor, as it turned out, fixed. These four employees complained that they were unfairly treated when the SABC upgraded the posts of three of their colleagues in a “retention” drive, but left their own benefits unchanged. The four complainants referred a dispute to the CCMA, claiming that they were victims of unfair labour practices or unfair discrimination, or both. The SABC objected that the dispute was referred out of time and, because the employees had neither sought nor been granted condonation, the CCMA lacked jurisdiction to conciliate. in S A Broadcasting Corporation v CCMA & others [2010] 3 BLLR 251 (LAC) confirmed the clear wording of section 191(1)(b)(ii) of the LRA in which it is stipulated that disputes must be referred to the CCMA for conciliation within 90 days of the date on which the employee became aware of the act or occurrence which allegedly constitutes the unfair labour practice. The Court failed to deal with the discrimination component of the referral. The time limit for referring such disputes is prescribed by section 10(2) of the Employment Equity Act 55 of 1998. This is six months “after the act or omission that allegedly constitutes unfair discrimination”. The date on which either the employees or their unions become aware of the act or omission is irrelevant – the date is fixed in real time. the LAC noted, that the an argument may be sustainable based on the premise that "an unfair labour practice/unfair discrimination consisted of a single act”. “While an unfair labour practice/unfair discrimination may consist of a single act it may also be continuous,
continuing or repetitive. For example, where an employer selects an employee on the basis of race to be awarded a once off bonus this could possibly constitute a single act of unfair labour practice or unfair discrimination because like a dismissal the unfair labour practice commences and ends at a given time. But, where an employer decided to pay its employees who are similarly qualified with similar experience performing similar duties different wages based on race or any other arbitrary grounds then notwithstanding the fact that the employer implemented the differential on a particular date, the discrimination is continuing and repetitive. The discrimination in the SABC case had no end and is therefore ongoing and will only terminate when the employer stops implementing the different wages. Each time the employer pays one of
its employees more than the other he is evincing continued discrimination.”
This is my Human Rights Violation Project for AP World History. It centers around, but is not exclusive to, the use of Child Soldiers by the Lords Resitance Army (LRA). Visit http://www.invisiblechildren.com/home.php for more info.
Arena Minerals is led by a team with undeniable expertise in lithium processing which has successfully advanced and brought several lithium projects to production. Chile, the world’s leading brine-based lithium producer, uses a Brine-Mixing Process focused on the use of reagents purely derived from lithium rich brines, which Arena Minerals has adapted to the salars of Argentina. This process results in products much better suited for Battery Grade Lithium Carbonate production while carrying substantially lower production costs. The process was originally developed and implemented in Chile with members of Arena’s team. Arena is uniquely positioned to transition Argentina from the past decade of resource growth through to world class supplier of low cost lithium products, by implementing its proprietary processing and providing a source of the required lithium rich reagent sourced from its unique Antofalla salar and a world class team.
ARENA MINERALS Presentation January 2019arenaminerals
Arena Minerals is led by a team with undeniable expertise in lithium processing having successfully advanced and brought several lithium projects to production. Chile became the world’s leading lithium supplier by using a Brine-Mixing Process, which Arena Minerals has adapted to the brines of Argentina. This process results in products much better suited for Battery Grade Lithium Carbonate and carries much lower production costs. It was originally developed and implemented in Chile with members of Arena’s team.
ARENA MINERALS Presentation February 2019arenaminerals
Arena Minerals is led by a team with undeniable expertise in lithium processing having successfully advanced and brought several lithium projects to production. Chile became the world’s leading lithium supplier by using a Brine-Mixing Process, which Arena Minerals has adapted to the brines of Argentina. This process results in products much better suited for Battery Grade Lithium Carbonate and carries much lower production costs. It was originally developed and implemented in Chile with members of Arena’s team.
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Remote sensing and monitoring are changing the mining industry for the better. These are providing innovative solutions to long-standing challenges. Those related to exploration, extraction, and overall environmental management by mining technology companies Odisha. These technologies make use of satellite imaging, aerial photography and sensors to collect data that might be inaccessible or from hazardous locations. With the use of this technology, mining operations are becoming increasingly efficient. Let us gain more insight into the key aspects associated with remote sensing and monitoring when it comes to mining.
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Global Interconnection Group Joint Venture[960] (1).pdf
February Presentation
1. TSX.V: LRA
“Creating Value Through Exploration, Acquisitions
and Discovery”
Investor Presentation
February 2014
Creating Value Through Discovery in South America
1
2. TSX.V: LRA
Forward Looking Statements
Except for statements of historical fact relating to the Company, certain information contained herein
constitutes forward-looking statements. Forward-looking statements are frequently characterized by words
such as “plan”, “expect”, “project”, “intend”, “believe”, “anticipate” and other similar words, or statements that
certain events or conditions “may” or “will” occur. Forward-looking statements are based on the opinions and
estimates of management on the date the statements are made, and are subject to a variety of risks and
uncertainties and other factors that could cause actual events or results to differ materially from those
projected in the forward-looking statements. There can be no assurance that such forward-looking statements
will prove to be accurate, as actual results and future events could differ materially from those anticipated in
such statements. Accordingly, readers should not place undue reliance on such statements. The Company does
not undertake to update any forward-looking statements that are incorporated by reference herein, except in
accordance with applicable securities laws.
For a description of material factors that could cause the Company’s actual results to differ materially from the
forward-looking statements, please review the Company’s Prospectus, Annual Information Form, and MD&A
filed on www.sedar.com.
The Qualified Person (QP) for projects in China and Peru is Andre Gauthier.
The Qualified Person (QP) for projects in Brazil is Mike Bennell
1
3. TSX.V: LRA
Contrarian or Victim?
Mining is a long-term business, but resource markets are cyclical
2
5. TSX.V: LRA
Experienced, Track Record of Discovery
MANAGEMENT
DIRECTORS
Miles Thompson (Chairman & CEO)
+25 years in exploration globally. Previously Manager
of Business Development for Gold Fields.
Michael Winn (Director)
Geologist +30 years in oil and gas and mining.
Director of several listed exploration mining
companies.
Andre Gauthier (President)
+30 years in exploration and mining
previously for Falconbridge and Cambior.
globally,
Michael Bennell (VP Exploration)
+30 year track record of in Australia, Brazil and
Africa. Previously for BHP Billiton and AngloGold.
Helio Ikeda (Project Manager Brazil)
+30 years experience of exploration in Brazil. Worked
previously for Vale, Billiton and Barrick.
Noel Diaz (Exploration Director Peru)
+30 years experience in government and exploration
groups including Cambior and Gold Fields.
Carlos Caceres (Exploration Director Colombia)
+30 years experience in coal, metals and oil and gas
exploration in Colombia.
Carlos Theune (Exploration Manager Chile)
+30 years experience in industrial minerals
exploration in Chile and internationally.
Byron King (Director)
Geologist and lawyer who has followed the resource
industry for +30 years. Served in the U.S. Navy,
graduate of Harvard, U.S. Naval War College and
Pittsburgh.
Christopher Jones (Director)
Member of the Institute of Canadian Chartered
Accountants and Institute of Chartered Financial
Analysts of Ontario. Vice President of Duff & Phelps.
Adrian Calvert (Director)
+15 years in resource industry. Founder of WindRose
Capital Ltd. Holds law degree from the University of
Queensland and an MBA from Insead.
Geoff Chater (Director)
+20 years in the industry, previously First Quantum.
Geology graduate Texas Christian University.
Christopher MacIntyre (VP Corporate)
+6 years in public markets and the resource sector.
Commerce and Business graduate Queen’s University.
4
5
6. TSX.V: LRA
Share Capital & Sustainability
Shares Outstanding:
Management stock options:
Warrants outstanding
Fully Diluted Shares:
30,519,687
3,390,000
4,083,135
37,019,697
82%
7%
11%
100%
Market capitalization:
C$ 25 million (@ C$0.85/sh)
Cash in treasury
C$ 2.5 million
Marketable Securities (Sept 2013)
C$ 1.5 million
Payments from Partners (est. 2014-16)
C$ 2.0 million
2014 budget
C$ 2.0 million (including G&A)
Insider ownership
~10% of shares outstanding
5
6
7. TSX.V: LRA
Joint Ventures, Alliances, Shares and Royalties
Partner
Project
Commodity
Codelco
Liberdade
Copper
Tessarema
Curionopolis Copper-Au
Aguia
Sergipe
Potash
Focus Graphite Caninde
Graphite
Country
Brazil
Brazil
Brazil
Brazil
Lara %
25%
Royalty
25%
40%
Cash $m
Vertical
Horizonte
Antofagasta
Aruntani
CJL Capital
Redzone
Vertical
Vila Oito
Sami
Grace
Chocos
Lara-Tingo
Iron
Nickel
Copper-Au
Gold-Ag
Zinc-Lead
Copper
Brazil
Brazil
Peru
Peru
Peru
Peru
Royalty
Shares
25%+FS
Royalty
Royalty
45%
0.80
Kiwanda
Alliance
Phosphate
Chile
25%
Kiwanda
Alliance
Coal
Colombia
Expl
$m
3.30
Totals
2.00
0.10
Shares m
Royalties
2 - 5% NSR
1.50
7.00
10.0
0.50
$0.75 $1.5/t
8.5
2.00
0.45
6.00
0.50
0.85
5.00
25%
5.00
5.35
0.75-1% NSR
2% NSR
1% NSR
1% NSR
3.00
1% NSR
28.30
6
7
8. TSX.V: LRA
Sami Gold-Copper Project
• Extensive epithermal
alteration system located in
the Tertiary volcanic belt of
southern Peru.
• District with various large
Cu-Au deposits and
operating mines.
• Lara controls over 50,000
hectares of mineral rights.
• JV with Antofagasta
7
8
9. TSX.V: LRA
Sami Gold-Copper Project
• 20 epithermalporphyry style
copper-gold targets
indentified.
• The large area of
prospective alteration
is indicative of district
potential.
• Map at right shows
alteration plotted on
the same scale as
several large known
deposits in the region
8
10. TSX.V: LRA
Liberdade Copper – Location and Access
• Carajás one of Brazil’s
most prolific mining
districts.
• 120km on unpaved
roads from Tucumã.
Landing strip for light
aircraft on-site.
• Mineral rights are
within farm land
cleared for cattle
grazing.
• Discovery area lies on
higher ground with
secondary forest cover.
9
10
11. TSX.V: LRA
Liberdade Copper – Fortuna Drilling
• Potentially large
Carajás-type IOCG
system 1200x350m
footprint.
• Codelco earning
51% and must
deliver a minimum
compliant resource
of 500,000t of
contained copper to
raise that to 75%.
• Awaiting license
renewal for next
phase of drilling
10
11
12. TSX.V: LRA
Other Activities for 2014
•
Tessarema to drilling the high-grade Cu-Au breccias found by
Codelco at Curionopolis (Brazil)
•
Kiwanda financing development and spin-out of our Carbhid and
Pelaya coal projects into a separately listed company (Colombia)
•
Follow up with Focus on the new graphite discoveries at Caninde
(Brazil)
•
Consolidating with Kiwanda a producing phosphate district with
exploration potential at Bahia Inglesa (Chile)
•
Aruntani to drill test the Grace gold project, which lies adjacent to
their newest mine. We will receive cash and royalties (Peru)
•
Vertical seeking a Mining License for the Curionopolis Iron Project
where we have a royalty interest (Brazil)
11
13. TSX.V: LRA
Investment Case for Lara
•
Management team with deep roots in South America and multiple
discoveries and significant ownership in the Company.
•
Prospect Generator business model substantially increases the
probability of success, while reducing the cost of failures.
•
Treasury currently sufficient for 2014 budget, but expect additions
form payments from JV partners and sale of marketable securities.
•
Focus on larger discoveries of interest to miners where even minority
interest will generate order of magnitude returns for shareholders.
•
Potential near term catalysts: Liberdade discovery with Codelco in
Brazil. Drill program at Sami with Antofagasta in Peru.
12