Course there is, however at the end of the day all companies have an attendance policy, and in the real world it’s a case of:
Driver turns up at the desk feeling fatigued and raises this with manager, response being “are you saying you’re unfit for duty?”. Driver replies with a yes, and is politely told that he’s sick.
Beyond a possibly irritated manager who has had to mess around trying to cover the duty at zero notice, that’s all okay - until the Driver has flagged up for breaching the attendance policy, which in some cases can occur for as little as two sickness spells in 6 months.
Having now received a warning, the above interaction is quite possibly going to change, with the response to the manager’s question being an iteration of “okay I’ll struggle through, I’ll probably be okay”.
I don’t have an answer to the problem of how an operator can run a fatigue policy which doesn’t allow piss-takers to take advantage, so to be fair it’s not an easy nut to crack.
This, and really it’s an issue across the industry.
In my mind, it should work as so:
Someone says they are fatigued, they are allowed to rest/nap for 2-3 hours, turn gets covered with spare man/break man or whatever.
If this person does this regularly, then some kind of assessment/chat/meeting takes place to find out why. Trouble sleeping/issues at home/medical issues etc. Send them on a “fatigue medical” if it’s a repeat problem. You can then start to pick up trends on when people feel tired, not when the fatigue model says they will.
Once there is confidence in the system from both sides, then it can be useful, and used correctly. It will be abused, but then that needs to be managed correctly, and also sorted from people who are struggling and need help. This also involves a cost in having staff spare and available.
Things like sleep apnea are slowly being realised for the big issue they are too!
And self responsibility comes into play. Don’t gobble every slice of overtime, then complain your tired!