Fatigue. An Employee must notify his or her supervisor at the start of the shift if the Employee is taking prescription drugs which may cause Impairment. If an Employee has any concerns regarding their fitness for work or the fitness for work of another person, the Employee must notify their supervisor immediately. The Company is committed to providing safe systems of work and eliminating hazards in the workplace. This includes taking reasonable precautions to ensure all Employees are in a fit state to work so as to minimise the risk of injury to Employees and others. All Employees will be subject to alcohol and drug testing both at the commencement of their employment, as part of the Company’s selection process, and throughout their employment in accordance with the Company’s Fitness for Work Policy. Employees will also be subject to the Company’s Drug and Alcohol Policy, and will undergo drug and alcohol testing in accordance with the procedures contained in that policy. A positive result to these tests may result in disciplinary action, including termination of employment, in accordance with the Fitness for Work Policy.
Fatigue chill, and/or dizziness, which may diminish my/our reaction time and increase the risk of accident.
Fatigue. Officers and managers should always apply the “Health and Safety and Fatigue Management” principles outlined in clause 76 of this Agreement. This is particularly the case: ▪ where officers have worked for extended periods; ▪ where two officer stations have been reduced to one officer; ▪ where officers are covering neighbouring divisions; and ▪ at one officer stations generally. Management will always endeavour to provide cover for any officer on a 10-hour fatigue break.
Fatigue. Persons with conditions that could result in sudden or subtle incapacitation, such as epilepsy, heart disease, uncontrolled diabetes mellitus, cannot be medically certified according to CAR 424. Conditions such as anaemia, acute infection or peptic ulcers are temporarily disqualifying.
Fatigue. 1. It is the Flight Attendant’s responsibility to report properly rested and prepared for all assignments. It is understood that there will be times and circumstances in which Flight Attendants may become fatigued to the extent that alertness and/or performance becomes a safety of flight concern. In situations where fatigue could create an unsafe operation, it is the Flight Attendant's responsibility to remove themselves from, or decline, the duty assignment. It is Company policy to remove a Flight Attendant from a flight assignment once a claim of fatigue is made. All claims of fatigue will be subsequently reviewed to ascertain and/or validate the cause(s).
2. A Flight Attendant may use available sick time to cover flight time lost due to a fatigue claim.
Fatigue. A physiological state of reduced mental or physical performance capability resulting from lack of sleep or increased physical activity that can reduce a Flight Attendant’s alertness and ability to safely perform safety-related duties.
Fatigue. Feeling tired; lack of energy; tiring easily
Fatigue. 1. The Company recognizes that a Flight Attendant may reach a point, as a result of work- related duties, where he/she feels that his/her physical state is such that the required duties could not be performed safely during flight. In such circumstances, the Flight Attendant will notify the captain of the flight and Crew Scheduling and will be removed from the remaining legs of the trip (without pay for those legs pending Fatigue Review Board decision) and put into rest. The Flight Attendant must submit a report via WBAT within twenty-four (24) hours from the end of the rest period to explain the circumstances which gave rise to the fatigue.
2. On a monthly basis, the Company’s Fatigue Review Board representative will meet with the AFA’s Safety Chairperson, or designee to review the fatigue calls and the circumstances surrounding them in order to gather information and attempt to reduce fatigue occurrences. No Flight Attendant will suffer punitive consequences or loss of pay due to a validated fatigue report. Validation decisions shall be made by the Fatigue Review Board. If a Flight Attendant’s fatigue call is denied, he/she may appeal that decision to the Director of Inflight within thirty (30) days.
Fatigue. 16.1. The Company commits to providing information, and the parties to participating in, an awareness program about the factors that can contribute to fatigue, and the risks associated with it, to help them not only do their job, but also to implement control measures to minimise the risk of fatigue in the workplace. In addition, the Company commits to providing fatigue awareness training and other relevant workplace policies availability across all classifications and shifts.
16.2. Employees are required to participate in the Fatigue Awareness Program and must
16.3. As a minimum, Employees will be prohibited from working more than: • 7 consecutive Night Shifts • 4 consecutive Night Shifts of 12-hour duration • 14 consecutive days • 72 hours total, inclusive of Prep Time, in a 7-day allocation period.
16.4. Employees will have a minimum of 8 hours free from duty, exclusive of prep time, between the conclusion of one shift and the commencement of the next shift. Employees may nominate to be unavailable, other than as a last resort, for Evening to Day shifts. Last resort means the vessel could not be worked if the employee was not allocated. Where an Employee has nominated to be unavailable for Evening to Day shifts and is required to work as a last resort they will be contacted before allocation.
16.5. Any Employee completing 7 consecutive Night Shifts will be entitled to a minimum of 32 hours free from duty. Where possible 48 hours free from duty prior to commencing the following shift is preferred.
16.6. After 14 consecutive days the Employee will have a minimum of one full allocation period free from duty.
16.7. Personal leave or walk up starts will not break the cycle of consecutive shifts.
16.8. Where an Evening Shift concludes after 0100 hours the minimum break prior to commencing the next shift will be 12 hours.
Fatigue. (a) DBNGP recognises that working a rotating shift pattern can induce fatigue.
(b) DBNGP will issue Employees with a Cab Charge for use by Employees who are fatigued. This includes the use of ride-shares and taxis to return to work for the next shift or to pick up a private vehicle.
(c) The Employee who is affected by fatigue is to notify their Superintendent of their arrangements concerning their use of a cab to return to their place of residence.
(d) DBNGP will engage a fatigue management specialist to assist Employees manage their fatigue, where requested by the majority of Employees.
(e) The fatigue management specialist will be a third-party entity agreed between DBNGP and the majority of Employees.
(f) Fatigue management assessments by a third-party entity shall take place twice in the first year of the Agreement and annually thereafter.
(g) DBNGP and affected Employees will implement the recommendations of the fatigue specialist for the management of fatigue, subject to there being no reduction in employment standards or a change in the roster included in this Agreement.
