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not so much the amount of sleep
you get, but when you get it that
counts, so fatigue is just as likely to
result from badly planned sequences
of work and rest.
The problem with fatigue is that it's
difficult to legislate for. Not only
that, your performance can start to
fall off well before you actually feel
tired. Variations across time zones,
for instance, can range anywhere
between 8-70%. Some people can
cope with vastly disrupted work
patterns—most of us can't.
A surprising amount (over 300) of
bodily functions depend on the cycle
of day and night—we have an
internal rhythm, which is modified
by such things. You naturally feel
best when they're all in concert, but
the slippery slope starts when they
get out of line. The best known form
of desynchronisation is jet lag, but it
also happens when you try to work
nights and sleep during the day—
bright light can fool your body into
thinking it's day when it's not, and is
actually used for circadian rhythm
disorders. One day for each time
zone crossed is required before sleep
and waking cycles get in tune with
the new location, and total internal
synchronisation takes longer
(kidneys may need up to 25 days).
Even the type of time zone change
can matter—6 hours westward
requires (for most people) about
four days to adjust—try 7 for going
the other way! This Eastward flying
compresses the body's rhythm and
does more damage than the
expanded days going West; North-
South travel appears to do no harm
(it appears that our bodies run on a
25-hour cycle, which is why
Westward flying suits us better).
36 Operational Flying
Symptoms of jet lag are, naturally,
tiredness, faulty judgement,
decreased motivation and recent
memory loss. They're aggravated by
alcohol, smoking, high-altitude
flight, overeating and depression, as
found in a normal pilot's lifestyle.
In view of all this, you have a
maximum working day laid down by
law, intended to ensure you are
rested enough to fly properly. It's
similar to truck drivers' hours, except
that there's no tachograph;
companies and pilots are trusted to
stick to the Ops Manual and the
authorities reserve the right to spot
check the paperwork at regular
intervals, mainly looking to see that
flights are planned within the
Company's scheme (if you don't see
an Inspector for long periods, then
you can assume that your Company
is well regarded in this respect).
In UK, at least, these regulations do not
apply elsewhere, so corporate pilots (or
unpaid instructors) have no
protection, apart from any basics
under the ANO (in Canada, private
operators - of large aeroplanes - are
covered in CARs, and have
approximately the same limitations
as their commercial brethren).
Consequently, you could find
yourself in continuing battles with
Company executives, to whom
working 28 12-hour days non-stop is
not uncommon – if you are
moonlighting from the military, you
must count that time as well. It’s fair
to point out, though, that it’s
difficult to introduce Duty Hours
into a corporate environment—the
schedule changes so often that you
would need a lot of extra staff to
cope with it. I suppose you could
point out that if the aircraft is not
flown under the regulations, the
insurance becomes invalid.
Depending on the size of the
company, the FTL Scheme, as it’s
known, will be written in
consultation with various interested
parties such as Staff Unions, but
most just insert the relevant
documentation (CAP 371 in UK)
into their Ops Manual as it stands, as
(while recognising differences
between companies) there's actually
very little latitude allowed in what
goes into this section, despite the
fact that the requirements were
originally written "in basic form with
reasonable freedom to apply them
with common sense" (with apologies
to Douglas Bader, who had a hand
in writing them originally).
Since the second edition of CAP 371
was published, several things have
changed (due to the opening up of
Third World countries, night freight
and increased pilot mobility,
amongst others) and flight up to
maximum limits and beyond are now
the norm. There are, therefore,
amendments to CAP 371 which
reflect new working practices and
have many anomalies removed,
while trying to keep the same
　
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