Common use of Employee Readiness Clause in Contracts

Employee Readiness. Employees are responsible for arriving to work well rested and ready to work their assigned shift. A field employee who feels that he/she is no longer able to perform the basic job responsibilities due to fatigue must immediately notify their co-worker(s) and the appropriate Communications Dispatch Center. The unit shall be immediately placed out of service and the on-duty Field Operations Supervisor shall be notified. Notification of fatigue must be made prior to receipt of a call. It is not appropriate for the fatigued employee to wait and receive another call assignment and then advise that he/she is unable to respond due to fatigue. In order to ensure that fatigued employee(s) have had the opportunity to obtain sufficient rest prior to leaving their workstation for the day or returning to service, employee(s) invoking this fatigue policy will be allowed to remain in their assigned station with pay for up to two (2) hours before being returned to service. If the employee is unable to return to service after two (2) hours the employee shall at that point be released from duty without pay. At the completion of this time, the employee shall page, or have Dispatch page, the on-duty Field Operations Supervisor and advise him/her that the employee is rested. The employee may not leave the station until the supervisor has cleared the employee, even if it is past the employee’s off-duty time. This procedure has been established to ensure the employee’s safety and will be adhered to without exception. A review shall occur for all incidents of fatigue. Reports of fatigue will be monitored by individual employee as well as by unit. If an employee’s claim of fatigue is determined to be reasonable, no further action will take place other than tracking and monitoring. If it is determined that the employee’s claim of fatigue was not reasonable, measures may be taken to help prevent future occurrences. These measures may include, but are not limited to, the transfer of the employee to a different shift with different hours or restriction from working overtime. If there are recurrent fatigue issues with a specific unit, the General Manager shall first examine the possibility of modifying deployment policies. These modifications may include changes in back-up procedures or call rotation in an effort to minimize the potential for future occurrences of fatigue. Should changes in deployment procedures fail to yield the desired results, the General Manager may alter the affected unit’s schedule to rectify the problem. Company policy and common sense both dictate that if an employee is too ill or too fatigued to work safely, it is that person’s obligation to place his/her unit out of service. This policy should not be construed to be pressuring or limiting any field employee’s obligation to monitor him/herself and maintain a safe work environment. Continuing to work when unsafe could open the employee to unnecessary legal liability and would be violation of AMR Codes of Safe Practice. Employees who utilize this policy during an extra shift shall be precluded from volunteering to work any extra shifts for sixty (60) days.

Employee Readiness. Employees are responsible for arriving to work well rested and ready to work their assigned shift. A field employee who feels that he/she is no longer able to perform the basic job responsibilities due to fatigue must immediately notify their co-co- worker(s) and the appropriate Communications Dispatch Center. The unit shall be immediately placed out of service and the on-duty Field Operations Supervisor shall be notified. Notification of fatigue must be made prior to receipt of a call. It is not appropriate for the fatigued employee to wait and receive another call assignment and then advise that he/she is unable to respond due to fatigue. In order It is understood that employees on 12-hour shifts should be able to ensure work a full 12 hours without requesting rest relating to fatigue. However, in the event that fatigued employee(s) have had the opportunity to obtain sufficient rest prior to leaving their workstation for the day or returning to servicefatigue is an issue, employee(s) invoking this fatigue policy it will be allowed to remain in their assigned station addressed on a case-by-case basis, with pay for up to two (2) hours before being returned to service. If the employee is unable to return to service after two (2) hours the employee shall at that point be released from duty without pay. At the completion of this time, the employee shall page, or have Dispatch page, working directly with the on-duty Field Operations Supervisor and advise him/her that the employee is restedsupervisor. The employee may not leave the station until the supervisor has cleared the employee, even if it is past the employee’s off-off- duty time. This procedure has been established to ensure the employee’s safety and will be adhered to without exception. A review shall occur for all incidents of fatigue. Reports of fatigue will be monitored by individual employee as well as by unit. If an employee’s claim of fatigue is determined to be reasonable, no further action will take place other than tracking and monitoring. If it is determined that the employee’s claim of fatigue was not reasonable, measures may be taken to help prevent future occurrences. These measures may include, but are not limited to, the transfer of the employee to a different shift with different hours or restriction from working overtime. If there are recurrent fatigue issues with a specific unit, the General Manager Regional Director shall first examine the possibility of modifying deployment policies. These modifications may include changes in back-back- up procedures or call rotation in an effort to minimize the potential for future occurrences of fatigue. Should changes in deployment procedures fail to yield the desired results, the General Manager Regional Director may alter the affected unit’s schedule to rectify the problem. Company policy practice and common sense both dictate that if an employee is too ill or too fatigued to work safely, it is that person’s obligation to place his/her unit out of service. This policy practice should not be construed to be pressuring or limiting any field employee’s obligation to monitor himhimself/herself and maintain a safe work environment. Continuing to work when unsafe could open the employee to unnecessary legal liability and would be violation of AMR Codes of Safe PracticeCompany practice. Employees who utilize this policy during an extra shift shall be precluded from volunteering to work any extra shifts for sixty (60) days.

Employee Readiness. Employees are responsible for arriving to work well rested and ready to work their assigned shiftshift on time. A field employee who feels that he/she is no longer able to perform the basic job responsibilities due to fatigue must immediately notify their co-worker(s) and the appropriate Communications Dispatch Center. The unit shall be immediately placed out of service and the on-duty Field Operations Supervisor shall be notified. Notification of fatigue must be made prior to receipt of a call. It is not appropriate for the fatigued employee to wait and receive another call assignment and then advise that he/she is unable to respond due to fatigue. In order to ensure that fatigued employee(s) have had the opportunity to obtain sufficient rest prior to leaving their workstation for the day or returning to service, employee(s) invoking this fatigue policy will be allowed to remain in their assigned station with pay for up to two (2) hours before being returned to service. If the employee is unable to return to service after two (2) hours the employee shall at that point be released from duty without pay. At the completion of this time, the employee shall page, or have Dispatch page, the on-duty Field Operations Supervisor and advise him/her that the employee is rested. The employee may not leave the station until the supervisor has cleared the employee, even if it is past the employee’s off-duty time. This procedure has been established to ensure the employee’s safety and will be adhered to without exception. A review shall occur for all incidents of fatigue. Reports of fatigue will be monitored by individual employee as well as by unit. If an employee’s claim of fatigue is determined to be reasonable, no further action will take place other than tracking and monitoring. If it is determined that the employee’s claim of fatigue was not reasonable, measures may be taken to help prevent future occurrences. These measures may include, but are not limited to, the transfer of the employee to a different shift with different hours or restriction from working overtime. If there are recurrent fatigue issues with a specific unit, the General Manager shall first examine the possibility of modifying deployment policies. These modifications may include changes in back-up procedures or call rotation in an effort to minimize the potential for future occurrences of fatigue. Should changes in deployment procedures fail to yield the desired results, the General Manager may alter the affected unit’s schedule to rectify the problem. Company policy and common sense both dictate that if an employee is too ill or too fatigued to work safely, it is that person’s obligation to place his/her unit out of service. This policy should not be construed to be pressuring or limiting any field employee’s obligation to monitor him/herself and maintain a safe work environment. Continuing to work when unsafe could open the employee to unnecessary legal liability and would be violation of AMR Codes of Safe Practice. Employees who utilize this policy during an extra shift shall be precluded from volunteering to work any extra shifts for sixty (60) days.

Employee Readiness. Employees are responsible for arriving to work well rested and ready to work their assigned shift. A field employee who feels that he/she is no longer able to perform the basic job responsibilities due to fatigue must immediately notify their co-worker(s) and the appropriate Communications Dispatch Center. The unit shall be immediately placed out of service and the on-duty Field Operations Supervisor shall be notified. Notification of fatigue must be made prior to receipt of a call. It is not appropriate for the fatigued employee to wait and receive another call assignment and then advise that he/she is unable to respond due to fatigue. It is understood that employees on 12-hour shifts typically should be able to work a full 12 hours without requesting rest relating to fatigue. However, in the event that fatigue is an issue, it will be addressed on a case-by-case basis, with the employee working directly with the on-duty supervisor. In order to ensure that fatigued employee(s) on 24-hour shifts have had the opportunity to obtain sufficient rest prior to leaving their workstation for the day or returning to service, employee(s) invoking this fatigue policy will be allowed to remain in their assigned station with pay for up to two three (23) hours before being returned to service. If the unit is already away from the station, the clock for the fatigue policy will not start until the unit returns directly back to their home station. If the employee is unable to return to service after two three (23) hours and consultation with the on-duty supervisor the employee shall at that point be released from duty without pay. At the completion of this time, the employee shall page, or have Dispatch page, the on-duty Field Operations Supervisor and advise him/her that the employee is rested. The employee may not leave the station until the supervisor has cleared the employee, even if it is past the employee’s off-duty time. This procedure has been established to ensure the employee’s safety and will be adhered to without exception. A review shall occur for all incidents of fatigue. Reports of fatigue will be monitored by individual employee as well as by unit. If an employee’s claim of fatigue is determined to be reasonable, no further action will take place other than tracking and monitoring. If it is determined that the employee’s claim of fatigue was not reasonable, measures may be taken to help prevent future occurrences. These measures may include, but are not limited to, the transfer of the employee to a different shift with different hours or restriction from working overtime. If there are recurrent fatigue issues with a specific unit, the General Manager Regional Director shall first examine the possibility of modifying deployment policies. These modifications may include changes in back-up procedures or call rotation in an effort to minimize the potential for future occurrences of fatigue. Should changes in deployment procedures fail to yield the desired results, the General Manager Regional Director may alter the affected unit’s schedule to rectify the problem. Company policy practice and common sense both dictate that if an employee is too ill or too fatigued to work safely, it is that person’s obligation to place his/her unit out of service. This policy practice should not be construed to be pressuring or limiting any field employee’s obligation to monitor himhimself/herself and maintain a safe work environment. Continuing to work when unsafe could open the employee to unnecessary legal liability and would be violation of AMR Codes of Safe PracticeCompany practice. Employees who utilize this policy during an extra shift shall be precluded from volunteering to work any extra shifts for sixty (60) days.