standard operating procedure fatigue and physical and

Standard Operating Procedure Fatigue and Physical and Psychological

Impairment

Document Number: Document Owner: Approval Date: VULCAN MINE VUL-SOP-042-Fatigue and Physical and

Psychological Impairment Document Controller 28 / 08 / 2020

Vulcan Mine - Safety and Health Management System Standard Operating Procedure – Fatigue and Physical and Psychological Impairment

Version Approval Date Review Date Print Date of 17 02 28/08/2020 28/08/2023 31/8/2020 1:05 PM UNCONTROLLED DOCUMENT WHEN PRINTED

Contents 1. PURPOSE ....................................................................................................................................................................................... 4 2. SCOPE ............................................................................................................................................................................................. 4 3. DEFINITIONS ............................................................................................................................................................................... 4 4. PROCEDURE ................................................................................................................................................................................ 5

4.1. Mandatory Requirements ............................................................................................................................................... 5 5. FATIGUE ........................................................................................................................................................................................ 5

5.1. Identifying and Assessing Fatigue .............................................................................................................................. 5 5.2. Causes of Fatigue ................................................................................................................................................................ 6 5.3. Effects of Fatigue ................................................................................................................................................................ 6 5.4. Education and Training ................................................................................................................................................... 6 5.5. Risk Management ............................................................................................................................................................... 6

Breaks within and between Shifts .................................................................................................................... 7 Consecutive Number of Shifts Worked .......................................................................................................... 7 Overtime ...................................................................................................................................................................... 8 Extending Work Hours .......................................................................................................................................... 8 Contractor Declaration .......................................................................................................................................... 8

5.6. Risk Controls ........................................................................................................................................................................ 8 If Fatigue is Suspected ........................................................................................................................................... 8 Unfit for Work............................................................................................................................................................ 9 Risks Associated with Commuting ................................................................................................................... 9

5.7. Reporting Fatigue ............................................................................................................................................................... 9 Duty of Care ................................................................................................................................................................ 9 Individuals Experiencing Fatigue ..................................................................................................................... 9 Employee Health Screening ............................................................................................................................. 10

5.8. Shared Responsibility .................................................................................................................................................... 10 6. PHYSICAL AND PSYCHOLOGICAL IMPAIRMENT ..................................................................................................... 10

6.1. General ................................................................................................................................................................................. 10 6.2. Impairment ........................................................................................................................................................................ 11 6.3. Injury and Illness Reporting ....................................................................................................................................... 11 6.4. Declaration of Medication ........................................................................................................................................... 11 6.5. Assessment of Impairment ......................................................................................................................................... 12 6.6. Employee Assistance Program (EAP) .................................................................................................................... 12 6.7. Occupational Rehabilitation ....................................................................................................................................... 12

Occupational Rehabilitation Program Stakeholders ............................................................................. 12 Injured or Ill Workers ......................................................................................................................................... 12 Treating Medical Practitioner ......................................................................................................................... 12 Occupational Rehabilitation Program ......................................................................................................... 13 Occupational Rehabilitation ............................................................................................................................. 13



Supervisors .............................................................................................................................................................. 14 Return to Work Plans .......................................................................................................................................... 14 Grievance and Dispute Resolution ................................................................................................................ 15

7. ROLES AND RESPONSIBILITIES ...................................................................................................................................... 15 8. REFERENCES ............................................................................................................................................................................ 15 9. REVIEW ....................................................................................................................................................................................... 16 10. AUTHORISATION ................................................................................................................................................................... 16 11. AMENDMENTS ........................................................................................................................................................................ 17 12. DOCUMENT CONTROL: ATTENDANCE RECORD ..................................................................................................... 17

Tables Table 1 : Roster Cycles .......................................................................................................................................................................... 7

Figures Figure 1 : Occupational Rehabilitation Process ...................................................................................................................... 13



1. PURPOSE

The purpose of this procedure is to ensure hazards and risks associated with fatigue, and physical and psychological impairment, are effectively managed at the Vulcan Mine.

This procedure has been developed to ensure compliance with the following section of the CMSHR:

• s42 ‘safety and health management system for personal fatigue and other physical and psychological impairment, and drugs’.

2. SCOPE

This procedure is applicable to all persons at the Vulcan Mine including employees, contractors and visitors.

The controls within this procedure are mandatory.

3. DEFINITIONS

AMA Appointed Medical Adviser.

Authorised Person A person who has the required competencies and who has been appointed by the Site Senior Executive to carry out a designated scope of duties.

CMSHA Queensland Coal Mining Safety and Health Act (1999).

CMSHR Queensland Coal Mining Safety and Health Regulation (2017).

CMW Coal Mine Worker.

Competent Person A person who has, through a combination of training, education and experience, acquired knowledge and skills enabling that person to perform correctly a specified task.

EAP Employee Assistance Program.

JHA Job Hazard Analysis.

SHET Safety, Health, Environment and Training.

SHMS Safety and Health Management System.

SOP Standard Operating Procedure.

SSE Site Senior Executive.

Take 5 Personal Risk Assessment.



4. PROCEDURE

4.1. Mandatory Requirements

The core mandatory requirements and expectations of Vulcan Mine are that all workers (including internal employees, contractors and visitors) will follow the SHMS as it applies when working. Should a system gap be identified, a Supervisor must be notified immediately, and a risk assessment conducted before the work can continue.

Further mandatory requirements identified include the following:

• all workers will comply with CMSHA s. 39 Obligations of persons generally; • all workers shall be trained, competent and authorised to be on site and to carry out those tasks

specific to their role; • all workers must present themselves in a state fit for duty and unaffected by drugs, alcohol, fatigue

and other physical or psychological impairment; • all workers will conduct a personal risk assessment (i.e. Take 5) prior to undertaking tasks and in

the event of a change to the conditions, process or environment; • there are risk assessments (JHAs) in place under which tasks are being carried out. These risk

assessments may indicate controls that go above and beyond the legislative or SHMS requirements and must be followed;

• errant behaviours are prevented through compliance to the training scheme, and managed appropriately through supervision and site discipline procedures;

• at any stage should a worker feel unsafe or at risk when undertaking a task, they are to stop work, make the area safe (if necessary and possible) and immediately report this to their Supervisor; and

• if a worker sights another worker undertaking a task, which they feel is unsafe or at risk, that work may be stopped, and a Supervisor immediately notified.

5. FATIGUE

5.1. Identifying and Assessing Fatigue

Through experience, training and education, shift workers can learn to recognise the physical and psychological signs of fatigue. Some of the signs of fatigue include:

• involuntary napping (micro-sleeps); • reduced vigilance; • delayed reaction times; • irritability or changes in behaviour; and • poor hand-eye coordination.

Affected individuals may not necessarily be aware of these indicators, as fatigue may impair the ability to recognise the signs.

CMWs should proactively take action prior to becoming highly fatigued and all shift workers should monitor each other for any signs and symptoms of fatigue.

It is the responsibility of both mine management and CMWs shall ensure all risks associated with shift work and extended working hours are identified and reported.



5.2. Causes of Fatigue

Fatigue can be caused by work or non-work factors. Examples of work-related causes and contributing factors include:

• maintaining concentration for extended periods; • being exposed to temperature extremes; and • working in high-stress situations.

Examples of non-work-related causes and contributing factors include:

• sleep disorders; • family and social responsibilities and commitments; • physical activity and fitness; • travelling long distances prior to commencing work; and • emotional stressors.

Unplanned overtime, irregular work hours or long commutes to and from work can impact both work-related and non-work-related fatigue due to a reduction in the opportunity to achieve quality restorative sleep by:

• reducing the total time available for sleeping; • scheduling work and sleep at inappropriate biological times (i.e. misaligned with the body’s

circadian rhythm) resulting in a negative effect on the quality and quantity of sleep; and • increasing competition between sleep and other non-work activities.

In addition to roster arrangements, fatigue levels are dependent on the effectiveness of an individual’s management and coping strategies, and general health and wellbeing.

5.3. Effects of Fatigue

The effects of insufficient sleep on an individual’s wellbeing are profound and affect a variety of areas, including:

• psychological: decreased ability to process information and make timely, appropriate decisions. • physiological: decreased ability to maintain alertness, and delayed reaction times. • social: mood changes such as increased irritability, decreased motivation and poor

communication.

5.4. Education and Training

Training and awareness content for workers shall provide the skills and knowledge required to apply fatigue management strategies. This includes identifying and acting on signs of fatigue and implementing appropriate strategies to minimise fatigue during work activities in accordance with legislative, regulatory and organisational requirements.

All personnel shall participate in refresher training at least every five years.

5.5. Risk Management

The risks associated with shift schedules and fatigue shall be managed by:

• involving employees in decisions regarding changes or adjustments to their roster, e.g. overtime; • examining rosters prior to their implementation;



• monitoring personal fatigue levels; • adopting a risk management approach based on recommendations described in the Queensland

Guidance Note 16 Fatigue Risk Management; and • fatigue risk assessment, including consideration of conducted by Vulcan Mine, outlining roster

cycles below.

All shift rosters for employees and contractors shall be approved by the SSE and shall not exceed the hours of work prescribed in this SOP.

There are three approved rosters worked at the Vulcan Mine:

• Roster 1: 5 on – 2 off; • Roster 2: 7 days on – 7 off; and • Roster 3: 8 days on – 6 off

Table 1 : Roster Cycles

Item Roster 1 (5/2) Roster 2 (7/7) Roster 3 (8/6) Shift duration (normal) 8 – 12 12.5 12.5 Shift duration (max) 14 14 14 Max hours per 4-week period

224 224 224

Minimum break (hrs) duration between shifts

10 continuous 10 continuous 10 continuous

Breaks (number) At least 2 x 30 min breaks within shift duration. No more than 5 hours between breaks.

At least 2 x 30 min breaks within shift duration. No more than 5 hours between breaks.

At least 2 x 30 min breaks within shift duration. No more than 5 hours between breaks.

Seasonal and Campaign Rosters (e.g. seismic or drilling campaigns) may be approved by the SSE and shall be subject to a risk assessment.

Workers not working on a Vulcan Mine roster shall comply with the minimum requirements of this SOP.

Only in special situations shall anyone be permitted to work more than 14 hours. Approval must be obtained in writing by the SSE.

Breaks within and between Shifts

Workers shall take a break at intervals not exceeding five hours (from start of shift). The rest breaks shall be a minimum of 30 minutes duration. Breaks within shifts should be distributed to maximise both safety and efficiency of work.

If a person requires additional rest breaks, they should contact their immediate Supervisor. No person should continue work if they feel that they are placing themselves or others at an unacceptable level of risk.

All personnel shall have a suitable absence (minimum of ten hours) from work to rest before commencing their next shift. If greater than 14 hours on site has been worked in the previous shift, a minimum 12-hour break is required.

Consecutive Number of Shifts Worked

Unless on an approved roster, the maximum number of consecutive days worked is as follows:



• Day Shifts – Ten-day shifts maximum followed by a minimum of a four-day absence from work. • Night Shifts – Seven followed by a minimum a of three-day absence from work.

Overtime

Overtime on an approved the Vulcan Mine roster shall only be granted where the consecutive day shift worked does not exceed ten days.

Three overtime shifts maximum are permitted in a 28-day cycle.

Extending Work Hours

Extending work hours beyond the prescribed maximum shift length of 14 hours is only permitted with the approval of the SSE or delegate in exceptional circumstances. Extending work hours can only proceed on the basis of compliance with the express written approval of the SSE.

Contractor Declaration

No employee of a contractor is to commence work unless the contracting company can demonstrate the employee has had suitable rest breaks for the work performed, or travel undertaken during the days prior to the proposed commencement at the Vulcan Mine.

5.6. Risk Controls

The control of fatigue requires the implementation of several management initiatives developed in consultation with employees.

Managers and Supervisors are responsible for taking prompt, consistent and appropriate action whenever they believe a worker is not Fit for Work. Assessment tools can assist Supervisors, Managers and/or team leaders to use a consistent approach when making decisions regarding how to manage potentially fatigued individuals.

Risk controls shall be implemented after consultation with the workforce. Possible control measures include but are not limited to:

At Work:

• Encourage workers to self-disclose fatigue and take sick leave for the remainder of the shift. • Where practicable schedule high risk or complex tasks during day shift. • Consider task rotation for repetitive or monotonous work.

At home or accommodation:

• Maintain a healthy diet and limit alcohol intake. • Exercise regularly. • Obtain adequate rest prior to starting shift.

If Fatigue is Suspected

Any worker who feels they may be at risk due to fatigue, shall immediately report to their Supervisor.

A Supervisor who suspects fatigue in a worker, shall remove the worker from the relevant job if there is immediate risk to the safety and health of the worker or any other person.

If the worker agrees fatigue is a problem and offers a practical reason for the fatigue, the Supervisor may exercise discretion as to the circumstances and assign the worker tasks that are without unacceptable risk



for the remainder of the shift (e.g. clerical duties). It is the responsibility of Supervisors to seek assistance where fatigue of an individual is ongoing.

Unfit for Work

Actions that could be considered when an individual is potentially unfit for work as determined by an assessment or their own admission, may include the following:

• Provide more regular supervision of the worker by peers, or Supervisor. • Place the worker on lower risk tasks or workplace. • Provide the worker with an opportunity to rest and to be reassessed within a determined time

frame. • Discuss with the worker what, in their opinion, were the relevant factors in fitness for work

potentially not being maintained and action plan devised. • Determine if prescription medication, alcohol or drugs may be contributing factors. • Assist the worker to access support and assistance where appropriate (e.g. Employee Assistance

Program, medical assistances, etc.).

If the individual is unable to continue working safely, the individual shall be returned to their accommodation.

Risks Associated with Commuting

Commuting risk is minimised by the close proximity of the mine to Dysart and Moranbah, allowing ten hours of rest and recovery time for normal shift durations.

All CMWs are required to complete the VUL-FRM-08-02-Journey Management Plan as a component of the site induction. The VUL-FRM-08-02-Journey Management Plan must be updated when a CMWs circumstances change (e.g. if moving residence).

5.7. Reporting Fatigue

Employees shall be encouraged to use exemption reporting, i.e. on reporting to work, employees shall advise their Supervisor if they are not fit for work.

Duty of Care

All employees have a duty of care to report to work fit for duty. This responsibility includes taking measures to ensure adequate recovery sleep is obtained between shifts and out of hours activities do not result in fatigue that impairs workplace performance during a rostered shift. Workers must arrive at work refreshed enough not to be likely to be fatigued before the end of a shift.

Individuals Experiencing Fatigue

It is recognised that circumstances can arise outside an individual’s control that will result in inadequate recovery sleep and subsequently fatigue. When these circumstances arise and an individual recognises this, or a colleague advises they are exhibiting signs of fatigue, they should report to their Supervisor in the first instance rather than put themselves or others at risk.

All instances of reported fatigue resulting in an individual being determined as unfit for duty, shall be documented as a fatigue event within the SHMS.

These reports will be entered into the SHMS as a fatigue event by the responsible Supervisor.



If an individual accumulates an unacceptable level of non-work-related fatigue, performance management may be implemented. This approach will offer appropriate support and assistance to employees with difficulties in gaining recovery sleep.

In determining management of these individuals, the following issues must be considered:

• Personal circumstances such as sickness of self or family members, relationship difficulties, family tragedy or bereavement.

• Non-work-related activities such as excessive social activities, non-work commitments that limit sufficient rest prior to work.

• Behavioural inconsistencies demonstrating signs of fatigue such as delayed response time, irritability, reduced concentration.

• Recent sleep history.

In the event of an individual reporting fatigue to their Supervisor, the Supervisor shall assess and implement the most appropriate risk-mitigation and treatment options, as outlined in Section 5.6.2.

If reporting from home or accommodation facilities, allow the individual to obtain further sleep prior to attending for the shift.

The Supervisor shall take necessary action to maintain the safe provision of services during the period for which an individual is unfit for duty due to fatigue.

Employee Health Screening

An employee may be requested to participate in a health assessment to identify whether further assessment or treatment is required to ensure the safety of the employee and others is not at risk, in the following circumstances:

• if an employee exhibits a consistent pattern of fatigue; or • if an employee is involved in an incident in which fatigue is suspected to be a contributing factor.

5.8. Shared Responsibility

The Vulcan Mine and its employees have a shared responsibility for the management of fatigue:

• Vulcan Mine will ensure rosters allow adequate breaks for necessary recovery between shifts. • All individuals have a duty of care to actively manage their time away from work to obtain adequate

recovery sleep between shifts to ensure they report for work fit for duty for the scheduled duration of their entire shift.

• If an individual reports to work and is not fit for duty, it is their responsibility to notify their Supervisor.

• If an individual does not notify their Supervisor, they are unfit for work, the Supervisor shall interpret this as the individual is fit for work.

6. PHYSICAL AND PSYCHOLOGICAL IMPAIRMENT

6.1. General

Personnel who are normally fit for work may become temporarily or permanently unfit for work during the course of their employment. As such, processes for screening, monitoring and assessment of fitness encompassing issues related to physical or psychological impairment, have been established.



6.2. Impairment

If a person is concerned, they may be subject to a physical or psychological impairment, they shall report this to their Supervisor or other responsible person. If a person is concerned that someone else is impaired, they shall report their concern to their Supervisor. Impairment may be present in the following situations:

• Where a person shows obvious signs of abnormal physical or emotional distress or unusual behaviour while doing what is otherwise normal work.

• Where a worker begins to act in a manner that is markedly different from their normal character and demeanour.

A Supervisor who suspects impairment in a person shall remove that person from the relevant job if there is immediate risk to:

• the health and safety of that person; • any other person working with or around them; or • property, environmental or reputational damage.

Possible signs of physical or psychological impairment include:

• unusual shortness of breath; • unusual sweating, normally accompanied by pale skin tones; • hot, but dry, skin accompanied by complaints of nausea or light headedness; • chest pains or numbness of limbs; • inability to focus vision or failing vision; • vertigo or balance problems; • weakness in limbs; • unusual behaviour; • vagueness or inability to concentrate on the task at hand; • incoherent speech; • reduced concentration span; • withdrawing from social settings or group activities; and • physical discomfort while performing normal activities.

6.3. Injury and Illness Reporting

All non-work-related injuries and illnesses that have the potential to affect a person’s fitness for work, shall be reported as soon as practicable to the Supervisor. This is to ensure they are managed in an appropriate manner that does not lead to exacerbation of the injury or illness or cause a hazardous situation that could cause harm to others.

Reporting of non-work-related injury or illness shall not result in employees being unduly penalised.

6.4. Declaration of Medication

All CMWs shall be requested to inform the SSE of any medication they are taking that may impact upon their fitness for work. A VUL-FRM-08-01-Medication Declaration form shall be submitted to the Supervisor and kept in a secure location for use when required. This form shall be confidential and only able to be accessed in the event of an emergency situation directly involving that employee.

It is the responsibility of the individual taking the medication to obtain information on the effects of the medication from their treating medical practitioner or dispensing pharmacist.



6.5. Assessment of Impairment

Where the Supervisor has reported concern for impairment, the SHET Superintendent shall determine whether the person needs to be stood down from work and referred for appropriate assessment. Depending on the person’s symptoms or behaviour, the SHET Superintendent shall refer the person for assessment.

6.6. Employee Assistance Program (EAP)

An EAP shall made available to all workers at the Vulcan Mine.

The EAP contact details shall be displayed in common areas and made available to CMWs.

6.7. Occupational Rehabilitation

All injured or ill CMWs shall have the opportunity to remain at, or return to work as soon as possible, to aid the rehabilitation process.

Occupational Rehabilitation Program Stakeholders

An Occupational Rehabilitation Program relies on the commitment of, and communication between, key stakeholders. Stakeholders include the CMW, their supervisor, return to work coordinator, treating medical practitioners, occupational rehabilitation practitioners and allied health professionals. Each stakeholder has a specific role and responsibility in ensuring the success of the program.

The Occupational Rehabilitation Program applies to all work-related injuries and illnesses that have the potential to affect a person’s fitness for work.

Access to Occupational Rehabilitation Programs for non-work-related injury or illness shall be at the discretion of Vulcan Mine Management.

Injured or Ill Workers

Injured or ill CMWs (work-related) shall actively participate in the Occupational Rehabilitation Program. This includes:

• advising their treating medical practitioner of the CMW’s rehabilitation program and requesting they actively participate;

• participating in an appropriate rehabilitation program that has been tailored for their needs and circumstances;

• providing medical certificates as appropriate; • providing feedback on progress including any difficulties or obstacles; and • adhering to any restrictions imposed in accordance with medical advice.

Treating Medical Practitioner

For work-related injuries and illnesses, the employee shall be assessed by the AMA.

The CMW may use their own preferred medical practitioner however, should they be unwilling to provide any information requested by the AMA requested, they may not be able to return to work.

The CMW may be accompanied (with consent) by their Supervisor and/or the Return to Work Coordinator.



Occupational Rehabilitation Program

The process that is applied to an Occupational Rehabilitation Program is outlined below.

Figure 1 : Occupational Rehabilitation Process

Occupational Rehabilitation

A Return to Work Coordinator may be assigned to a nominated role e.g. SHET Superintendent.

Return to Work Coordinators have the following responsibilities:

• Initiate and maintain regular contact with the CMW as soon as possible following the report of a work-related injury or illness, or on notification of a non-work-related injury or illness impacting on the CMW’s work capacity.

• Facilitate and coordinate the Occupational Rehabilitation Program. • Ensure personal information gathered during the occupational rehabilitation process is treated

with sensitivity and confidentiality is maintained. • Contact the initial treating medical practitioner and ensure they are aware of the commitment to

safely managing the injured or ill employee and where appropriate to offer return to work options. • Liaise with the CMW and Supervisor to explain the Occupational Rehabilitation Program.



• For work-related injury or illness, ensure the CMW receives appropriate treatment from medical practitioners including the AMA if appropriate.

• Arrange and/or conduct job task analyses and provide the written report to the involved medical practitioners as appropriate.

• Develop (in consultation with CMW, Supervisor and treating medical practitioner) and monitor Return to Work Plans for CMWs resuming work following injury or illness.

• Maintain detailed documentation for each case, including copies of Return to Work Programs, the CMW’s written consent to obtain information or release medical information, medical certificates and a record of case activities including contact with involved parties.

• Ensure reasonable steps are taken to prevent recurrence or aggravation of the employee’s injury or illness upon returning to work (also a responsibility of the Supervisor).

• Maintain accurate data (e.g. duration of claims, cost of claims, time between injury and first case notation and objective goal setting case notes).

• Ensure a case file is started to store all case information in a secure location.

Supervisors

Supervisors have the following responsibilities:

• Ensure all injuries and illnesses are reported and they receive treatment as appropriate. • Contact the Return to Work Coordinator and provide information on the CMW’s job role such as

the job demands and work tasks. • Work in consultation with the Return to Work Coordinator to make available appropriate and

meaningful duties. This includes: o reviewing the Return to Work Plan in consultation with the Return to Work Coordinator; o assisting in the modification or upgrading of tasks as appropriate; o maintaining close contact with the injured CMW and Return to Work Coordinator; and o monitoring the CMW’s progress during their Return to Work Program and provide

feedback to Return to Work Coordinator. • Ensure reasonable steps are taken to prevent recurrence or aggravation of the CMW’s injury or

illness upon returning to work. • Ensure reasonable steps are taken to assist the injured CMW to maintain links with the workplace

during the rehabilitation process. • Keep accurate and objective diary notes.

Return to Work Plans

As part of an Occupational Rehabilitation Program, it is a requirement that a plan is developed to detail how the CMW will be assisted to return to work. The plan may vary to accommodate the nature of the injury or illness but shall include as a minimum:

• nature of injury; • goal of program; • medical restrictions; • suitable duties; • hours of work/break schedule; • review dates; • proposed dates or milestones of progression; • any special requirements such as training or equipment; and



• name and signature of the injured CMW, Supervisor, Return to Work Coordinator and Treating Medical Practitioner.

Grievance and Dispute Resolution

Throughout the rehabilitation and return to work process, grievances and disputes can arise between any of the parties involved. A grievance process shall be in place to deal with these situations.

Each Contractor must have a grievance procedure in place to manage these disputes.

7. ROLES AND RESPONSIBILITIES

SSE Shall review and approve this procedure. SHET Superintendent Shall ensure that all provisions of this procedure are implemented, and

that compliance is achieved. Superintendents Shall be responsible for their area of operations and the

implementation and application of this procedure; Provide adequate training, information, structure and supervision to ensure that this procedure is implemented; Carry-out a periodic review of activities to ensure the appropriate application and understanding of this procedure; and Ensure immediate and appropriate steps are taken to investigate and rectify any risks to health and safety arising from these activities.

Supervisors Ensure all CMWs are familiar with, have access to and comply with the requirements set out in this procedure.

All CMWs (including visitors and contactor)

Shall comply with the requirements of this procedure.

8. REFERENCES

Coal Mining Safety and Health Act 1999 (Qld)

Coal Mining Safety and Health Regulation 2017 (Qld)

DNRME Safety Bulletin 25 Fitness for work

QGN 16 Guidance Note for Fatigue Risk Management

VUL-FRM-08-02-Journey Management Plan

VUL-FRM-08-01 Medication Declaration

https://www.dnrme.qld.gov.au/business/mining/safety-and-health/alerts-and-bulletins/mines-safety/fitness-for-work

https://www.dnrme.qld.gov.au/__data/assets/pdf_file/0004/240358/qld-guidance-note-16.pdf



9. REVIEW

This document shall be reviewed as follows:

• when there is a change of method and/or technology and/or legal or other requirement that may affect the accuracy of this document;

• when operational changes occur that effect the currency of the document; • when there has been a significant event to which this document was relevant; and • as a result of relevant audit findings.

10. AUTHORISATION

I, Michael Cavanagh, as Site Senior Executive for Vulcan Mine approve this Standard Operating Procedure for use.

Signature: __________________________________________



11. AMENDMENTS

Version Date Description Document Controller 01 21/05/2020 Initial draft Rachael Dacker 02 25/06/2020 Risk workshop Shane Johnson

12. DOCUMENT CONTROL: ATTENDANCE RECORD

standard operating procedure fatigue and physical and

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