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API 755-2 2016 pdf free download

API 755-2 2016 pdf free download.Frequently Asked Questions (FAQ) Document for ANSI/API RP 755, Fatigue Risk Management Systems for Personnel in the Refining and Petrochemical Industries.
3.0.4 API RP 755, Section, states that “extended shifts (longer than 14 hours) shall occur only when necessary to avoid an unplanned open safety-critical position or accomplish an unplanned safety-critical task.” Does this mean that the only allowable extended shifts are for these reasons, even if an exception is written? An extended shift up to 14 hours long (regardless of the length of the scheduled shift) would be acceptable for other reasons, but an extended shift over 14 hours is only allowable for those reasons. 3.0.5 Would an extended shift longer than 14 hours for training be allowable if an exception is written? No. However, for a regularly scheduled 12-hour shift, an employee could work 2 additional hours on training- related activities without an exception; employees on 8- and 10-hour shifts could also work up to 14 hours for training purposes. 3.0.6 How is “sleep debt” described? In TR 755-1, sleep debt is described as accumulated sleep deprivation. 3.1 Call Out 3.1.1 Does a call out count as “hours worked”? Yes. Options on how to record hours worked include attaching those hours to the closest shift prior to or after the call out or as a stand-alone shift. RP 755 addresses call outs under 4.8.4 of the Hours of Service section: “because call outs by their nature involve unpredictable patterns of work and rest, attention should be given to call out practices to ensure adequate rest prior to returning to work.” “Returning to work” includes either the call out or returning to the next regular shift. In these cases, additional fatigue risk mitigation steps should be considered. Refer to TR-755, Section 4.8.4, for additional information on call outs.
3.4 Holdovers 3.4.1 Is a holdover of up to 2 hours for training, safety meetings, or any other purpose other than the person’s regular work or covering someone else’s regular work exempted from being defined as an extended shift and possible need for following the exception process? Holdovers are considered extended shifts but do not require the exception process unless the holdover results in a shift duration that exceeds the Hours of Service limits. Extended shifts are defined as time an employee is assigned to work that extends outside their regularly scheduled shift hours. A holdover is defined as a periodic, occasional extended shift where employees are at work beyond their regular shift to participate in training, safety meetings, and the like. This does not include time needed for normal shift handoff. RP 755 does not require use of the exception process for shifts up to 14 hours. 3.7 Outages 3.7.1 Who will determine when an outage is occurring? RP 755 does not define who determines when an outage occurs. Each facility/company should decide the process and approval(s) for declaring an outage and include that in their site specific FRMS. How is transitioning to or from an Outage work schedule to or from Normal Operations handled in terms of applying Hours of Service Guidelines? When transitioning to an Outage condition, the current work set for affected Covered Individuals should start with the individual’s last rest period (the start of the current work set following the individual’s last time off period). When transitioning back to Normal Operations, the work set under the Hours of Service Guidelines for Normal Operations starts after the next minimum rest period. For example, a person has worked four 12-hour shifts under Normal Operations when an Outage is declared.The person continues working under an Outage and the 4 shifts already worked are deemed to have been worked under an Outage. The person works 5 shifts under the Outage and the unit resumes Normal Operation. The person continues to work under the Outage Hours of Service Guidelines until he completes that work set by taking 48 hours off. So the person could potentially work up to 5 more shifts (for a total of 14 shifts) under the Outage. When he returns after taking time off, he resumes working under Normal Operations. RP 755 indicates consistently working up against limits is not sustainable. How do you measure what is sustainable? An operator could work significant overtime and not generate an exception as defined by the Hours of Service limits. For example, an operator could work 12-hour days for 7 days, take 36 hours off, return to work on night shift and work 14-hour nights for 6 days, take 48 hours off, and return to day shift. This cycle could be repeated indefinitely and not trigger an exception per the Hours of Service limits defined but may pose a fatigue risk. According to RP 755, “consistently working at the limits shown is not sustainable and may lead to chronic sleep debt. The overall FRMS shall be designed to prevent employees from frequently working at or near these limits over the long term.”

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