1. Purpose

This policy provides a framework for managing fatigue-related risks and ensuring fitness to work, in line with National Highways Safety Hub Raising the Bar 12 (RTB12) requirements. It aims to identify, manage, and prevent fatigue, and to ensure all employees undertaking safety-critical work are fit for duty through appropriate medical assessments and ongoing monitoring.

2. Scope

This policy applies to all operations within Redcone Recruitment Limited, including employees, contractors, and stakeholders. It specifically addresses:
– Fatigue-related issues identified through reports, observations, or assessments.
– Fitness to work requirements for safety-critical roles, as defined by RTB12, including those working within 5 meters of live traffic or in high-speed environments (50mph or more).

3. Responsibility

– Human Resources and Line Managers are responsible for implementing and maintaining this policy, including RTB12 requirements.
– Employees must manage their fatigue, report issues, participate in interventions, and comply with fitness to work assessments and substance misuse controls.

4. Procedures

4.1 Fatigue & Fitness Identification and Reporting

• – Training & Awareness: Regular sessions on fatigue management, signs of impairment, and RTB12 fitness to work standards.
• – Reporting Mechanism: Prompt, confidential reporting of fatigue or fitness concerns to line managers or HR.

4.2 Fitness to Work Assessments (RTB12)

• – Safety-Critical Medical Assessments: Mandatory for anyone working within 5 meters of live traffic (without fixed barrier) or in high-speed environments. Assessments must be completed before starting work and repeated at intervals specified by RTB12.
• – Substance Misuse Controls: Drug and alcohol testing as per RTB12 guidance. Procedures for prescribed and over-the-counter medication disclosures.
• – Confidential Health Reporting: Mechanisms for employees to disclose health concerns without stigma, enabling early intervention.

4.3 Fatigue & Fitness Management

All reports of fatigue or fitness concerns submitted to line managers, the HSEQ manager, or senior management will be treated with strict confidentiality. No employee will face disciplinary action for refusing work on the grounds of unsafe conditions related to fatigue or fitness.

Working time limits are clearly defined and apply to all staff performing critical roles in Traffic Management. The standard arrangements are:

• Maximum of 12 hours per shift
• Maximum of 72 hours worked over any seven-day period
• Minimum of 12 hours rest between the end of one shift and the start of the next
• Maximum of 13 shifts worked over any fourteen-day period

Employees who wish to exceed these limits may do so by signing the ‘opt-out agreement; however, this requires approval from senior management and must be based on the outcome of a fatigue management analysis.

• – Immediate Response: Rest breaks, schedule changes, or access to professional health advice for affected individuals.
• – Investigation: Impartial review of reported cases to determine cause and impact.
• – Intervention: Schedule adjustments, additional rest, or other relevant actions based on findings.

4.4 Fatigue & Fitness Prevention

• – Post-Intervention Review: Assess effectiveness of measures and identify improvements.
• – Preventive Measures: Changes to work processes, enhanced training, and improvements to the work environment.

5. Policy Review

• Annual Review: Assess effectiveness and compliance with RTB12 and other relevant legislation.
• Trigger Points: Immediate review after significant incidents or regulatory changes.
• Stakeholder Feedback: Actively seek input from employees and clients.
• Regulatory Compliance: Ensure ongoing alignment with workplace health and safety laws and RTB12 standards.
• Emerging Trends: Consider new research and technologies in workplace health.
• Policy Update: Revise policy to reflect changes in needs, expectations, or best practices.