Fatigue Management Policy

Purpose

The purpose of this document is to outline the procedures to protect Workers who are at risk of Fatigue. This document sets out hazard identification, risk assessment and risk control measures for Fatigue. 

Scope and Definitions

These procedures are applicable to all P6 Projects Workers who may be at risk of Fatigue at any SA workplace, including work related travel between workplaces and at approved P6 Projects work events.

Definitions:

Fatigue means an acute, ongoing state or tiredness that leads to mental or physical exhaustion and prevents people from functioning within normal safe boundaries.  It is more than feeling tired and drowsy, it is a physical condition that can occur when a person's physical or mental limits are reached.

Maximum Hours means 12 hour shifts per day and a total of 156 hours in any 13 consecutive day period.  A two hour travel time is allowed to and from work but must not exceed 14 hours where there is a shift duration of 12 hours. 

Manager or Supervisor means a person who has, through a combination of training, education and experience, acquired knowledge and skills enabling that person to perform correctly a specified task referred to in this document.

Restorative Sleep means cycles of deep sleep that allow a person to recuperate and wake up refreshed. Restorative sleep is the only process by which the human body can overcome the effects of Fatigue. 

Worker means a person who carries out work in any capacity for CACL, including work as an employee, contractor or subcontractor, an employee of a contractor or subcontractor, a labour hire employee, an apprentice or trainee, a student gaining work experience or a volunteer.

Policy Statement

Hazards and Risk Assessment

Hazard Identification

Factors which contribute to Fatigue include; mental and physical demands of work, scheduling and planning, driving and travel, environments and conditions, organisational factors, individual and lifestyle factors.

  1. Review work schedules and contractual arrangements that may impose tight deadlines.

  2. Monitor work hours and overtime reports.

  3. Review how many breaks were taken during the work shift and how long were those breaks?

  4. Identify work practices such as operating complex equipment or coordinating complex processes.

  5. Listen to feedback from Workers to find out what factors are causing Fatigue and the context in which this occurs.

  6. Review sick leave records to determine if Fatigue is a factor.

  7. Observe signs of Fatigue.

  8. Where an incident occurred: review incident data to identify if fatigue was a contributing factor, for example:

  • What time of day did the incident occur?

  • How long had Workers been awake before the incident occurred?

  • What were the work patterns in the 13 days before the incident?

  • Consider any individual or lifestyle factors undertaken in the 48 hours before the incident.

Assessing Risk

When assessing fatigue risk factors, it is important to consider the following:

  1. Fatigue management is not an exact science – people will have varying responses to situations that may cause fatigue with some being more affected than others;

  2. not all causes of fatigue contribute equally to the overall level of fatigue;

  3. chronic health conditions and temporary illnesses may affect a person’s fatigue levels; and

  4. mathematical models used to calculate fatigue must only be used for guidance as they do not factor in the type of work being done, the conditions under which the work is being done and a Workers non-work activities.

  5. factors can be inter-related and should not be considered in isolation;

Responsibilities

The Director is the officer responsible for ensuring that the P6 Projects meets all legislative obligations in respect this policy and ensuring employees are adequately trained to perform their work safely. 

Managers/Supervisors

Managers/Supervisors are responsible for:

  1. managers are responsible for ensuring that the principles of this policy are adhered to in all activities within the day-to-day operation of their service.

  2. ensuring that Workers are fit-for-work such as regularly approving time sheets and reviewing the hours recorded by Workers to ensure that the Maximum Hours are adhered to;

  3. conducting Fatigue Risk Assessments; and

  4. taking appropriate action to manage the risk of Fatigue, which includes:

  • checking that Workers are fit-for-work and encouraging them to self-identify where appropriate;

  • following up when a Worker self-identifies difficulties they may have with work rostering, travel arrangements, health conditions, family/carer responsibilities;

  • referring Workers who may be experiencing Fatigue as a result of personal issue to P6 Projects Employee Assistance Program.

  • monitoring leave to ensure Workers do not accrue excess annual leave;

    Workers

Workers are responsible for managing their non-work commitments so that they reduce the risk of Fatigue which may include:

  1. not entering into outside work commitments that increase the risk of Fatigue;

  2. taking regular annual leave and minimising the accrual of excess annual leave; and

  3. using breaks between shifts to obtain sufficient rest and recovery. 

Workers are also responsible for advising their Manager/Supervisor if they are unfit for work owing to Fatigue (self-identifying), relating to either work related factors or non-work commitments and must subsequently complete a Fatigue Risk Assessment with their Manager/Supervisor.

Access and Equity Statement - Access and equity principles are incorporated into this policy to ensure an inclusive, safe, responsive and accountable system for all P6 Projects apprentices, trainees and staff.