planning for expected changes in work flow including anticipated peaks and troughs during the year. Environmental conditions Avoid working during periods of extreme temperature or minimise exposure time through job rotation. Provide a cool area where workers can take a rest break and rehydrate in hot work environments. Install ventilation and mechanical cooling devices in hot, small and enclosed spaces such as truck cabins. Provide adequate facilities for rest, sleep, meal breaks, onsite accommodation (if appropriate). Install adjustable, low-vibration seats in machinery and vehicles and provide low vibration hand held equipment. Provide and maintain a workplace which is well lit, safe and secure. Non-work related factors Work and lifestyle often impact each other. For example, if a worker leaves their job tired and exhausted they may be less able to perform out-of-work activities or could be a danger to themselves and others when driving home tired. Likewise, if a worker arrives at work fatigued they may be less productive or could be a danger to themselves and others in the workplace. A person conducting a business or undertaking cannot control what a worker does outside of work. Workers have a duty to take reasonable care for their health and safety and this includes enough sleep so they can arrive at work ready for duty. However controls can be implemented to avoid potential conflicts between personal and work demands, for example: develop a fatigue policy for all workers including managers and supervisors, consult workers about managing fatigue not just when at work, the risks associated with fatigue and how it relates to their health and safety duties. Workplace fatigue policy A fatigue policy is not mandatory but may be an effective way to communicate the procedures to workers. Consider including information about: organisation’s roles and responsibilities of supervisors and workers maximum shift length, average weekly hours and total hours over a three-month period work-related travel control measures for specific tasks, jobs and operations self-assessment checklists procedures for reporting potential hazards and fatigue risks, and procedures for managing fatigued workers, including what will happen if they are too fatigued to continue work (e.g. temporary task re-allocation). A fatigue policy can be included with other work health and safety policies, for example policies on bullying, drugs and alcohol and fitness for work and should be developed in consultation with workers or their health and safety representative.
planning for expected changes in work flow including anticipated peaks and troughs during the year. Environmental conditions Avoid working during periods of extreme temperature or minimise exposure time through job rotation. Provide a cool area where workers can take a rest break and rehydrate in hot work environments. Install ventilation and mechanical cooling devices in hot, small and enclosed spaces such as truck cabins. Provide adequate facilities for rest, sleep, meal breaks, onsite accommodation (if appropriate). Install adjustable, low-vibration seats in machinery and vehicles and provide low vibration hand held equipment. Provide and maintain a workplace which is well lit, safe and secure. Non-work related factors Work and lifestyle often impact each other. For example, if a worker leaves their job tired and exhausted they may be less able to perform out-of-work activities or could be a danger to themselves and others when driving home tired. Likewise, if a worker arrives at work fatigued they may be less productive or could be a danger to themselves and others in the workplace. A person conducting a business or undertaking cannot control what a worker does outside of work. Workers have a duty to take reasonable care for their health and safety and this includes enough sleep so they can arrive at work ready for duty. However controls can be implemented to avoid potential conflicts between personal and work demands, for example: develop a fatigue policy for all workers including managers and supervisors, consult workers about managing fatigue not just when at work, the risks associated with fatigue and how it relates to their health and safety duties. Workplace fatigue policy A fatigue policy is not mandatory but may be an effective way to communicate the organisation’s procedures to workers. Consider including information about: roles and responsibilities of supervisors and workers maximum shift length, average weekly hours and total hours over a three-month period work-related travel control measures for specific tasks, jobs and operations self-assessment checklists procedures for reporting potential hazards and fatigue risks, and procedures for managing fatigued workers, including what will happen if they are too fatigued to continue work (e.g. temporary task re-allocation). A fatigue policy can be included with other work health and safety policies, for example policies on bullying, drugs and alcohol and fitness for work and should be developed in consultation with workers or their health and safety representative.