Welcome to Risk Mentor Fatigue Management
Business Input - Working hours policy with supporting processes
Expectation
The site has working-hours policy on daily work hours, maximum average weekly hours, total hours over a three-month period and work-related travel times.
Specification
Requirements:
Working hours and rosters are categorised to support supervisors and decision makers on site – noting that:
- Average weekly hours 35-40 indicate a low fatigue threat
- 40-48 hours is medium
- 48 to 56 hours represents a high potential for trigger fatigue events
- Further, total hours over a three month period are tracked and reported with 624 high threat
- Daily work hours and work related travel including commute – 10 hours being a medium fatigue threat to 13+ hours being a high threat
- Managers, Supervisors and workers are trained and assessed in the requirements for fatigue management, including: establishing rosters; responses to feelings of fatigue (worker and supervisor); withdrawal of workers due to fatigue; questioning techniques to assess the level of/propensity for fatigue of a worker; analysis of incidents includes consideration of fatigue and other ergonomic factors
Monitoring
- Work rosters reflect the hours of work policy
- Reports are prepared for superintendents and supervisors on the worked hours of their team members (daily, weekly and 3-monthly)
- Supervisors (and others) regularly check up on workers in high consequence tasks to confirm they are not suffering from fatigue (or other impairment)
Documents
- Rail Fatigue Guidance – Establishing a System
- US Coastguard Fatigue Guideline – Engage with crew to prepare FMP
- HSE Guideline 48 – Minimise the number of safety critical tasks required on the night shift
- UK HSE Guideline 256 Shift Work – Points to consider when assessing shift work
- UK HSE Guideline 256 Shift Work – Plan work so there is variation and work choice
- UK HSE Guideline 256 Shift Work – Design rosters to minimise fatigue impacts
- UK HSE Guideline 256 Shift work – Plan tasks and provide resources to prevent requirements for overtime or responsive roster changes
