Countermeasures for Distraction · Countermeasures for Distraction: Electronic Devices on the...
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Countermeasures for Distraction: Electronic Devices on the Flight Deck
Terry Lascher
Manager of Training and Standards
L.J. Aviation
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Overview
• Proven Safety Concern
• Contributing Factors
• Current FAA Rule
• How can the operator proactively work to prevent this problem? – Policy
– Culture
– Software Controls
• Future FAA Rule
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Proven Safety Concern • Attentional Tunneling: becoming absorbed in a task to the
exclusion of other visual and aural inputs, and is also a factor in the breakdown of task management. 1
• The "party" situation, when a person at a loud crowded party usually listens to one conversation and can easily ignore all others, is a commonplace example of attentional tunneling.1
• In some ways, attentional tunneling helps people handle a situation with a high number of visual and aural inputs. However, it can also block important visual and aural information. Because flight crew members must attend to many safety-related tasks during aircraft operations and must manage those tasks effectively, attentional tunneling can introduce risks. 2
1. Wickens, C.D., Alexander, A.L. Attentional tunneling and task management in synthetic vision displays. The International Journal of Aviation Psychology, 19(3), 182-199 (2009). 2. Cherry, E.C., On human communication: A review, a survey, and a criticism. Cambridge: Technology Press, MIT; New York: John Wiley (1957).
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Proven Safety Concern
Texting While Driving Causes:
• 1,600,000 accidents per year1
• Causes nearly 25% of all car accidents 1
• About 6 times more likely to cause an accident than driving intoxicated 2
• The same as driving after drinking 4 beers 2
1. National Safety Council 2. National Hwy Transportation Safety Admin.
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Proven Safety Concern
• 2009: Airline overflies destination by >100 miles
– Pilots say they were using personal laptops
• 2010: Airliner aborts landing with gear up
– Pilot says he was distracted by incoming texts
• 2011: Helicopter crashes from fuel starvation
– NTSB: Text messages distracted pilot
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Contributing Factors
• Pilot Workload
• Old days navigating was a full time job
• GPS / FMS
• Automation
• FD / Autopilot
• VNAV / Auto Throttles
• Datalink
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Contributing Factors
• Generational Factors
– Younger pilots are more apt to multi-task
– More tech oriented
Jeff A. Kohlman, Aviation Management Consulting Group
2013 Aviation Business & Legislative Conference
April 2013
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Contributing Factors
• Mission
– Longer Range Aircraft
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Contributing Factors
• Availability
– Cell phones / EFB’s / Internet in the cockpit
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Current FAA Rules • “Sterile Cockpit” Rule 135.100 (published in 1981)
– No certificate holder shall require, nor may any flight crewmember perform, any duties during a critical phase of flight except those duties required for the safe operation of the aircraft…
– No flight crewmember may engage in, nor may any pilot in command permit, any activity during a critical phase of flight which could distract any flight crewmember from the performance of his or her duties or which could interfere in any way with the proper conduct of those duties…
– Critical phases of flight includes all ground operations involving taxi, takeoff and landing, and all other flight operations conducted below 10,000 feet, except cruise flight. • Note: Taxi is defined as "movement of an airplane under its own power
on the surface of an airport".
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How can the operator proactively work to prevent this from becoming a problem?
• Policy
• Culture
• Software Controls
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Policy
• When developing policy keep in mind:
– Methods for identifying the need
– Be practical
– Avoid being too specific or not specific enough
– Vet the policy
– Determine the appropriate place to publish
– Make crewmembers aware
– Hold crewmembers accountable
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Policy
• Extension of the “Sterile Cockpit” rule
– 1000 feet prior to level off
– Preflight
– Engine Start
– Ban items from the cockpit
• Internet in the cockpit
– Use only for flight related activity
• Checklist
– Cell Phones / Sterile Cockpit
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Culture
What is Culture?
The ultimate test of an organization’s success is behaviors—i.e., what people do
Robert L Carraway, Darden School of Business
2013 Air Charter Safety Symposium
February 2013
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• Lead by example
– Bad habits trickle down from the top
• Policy must be enforced
• Positive reinforcement
Culture
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Software Controls
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Software Controls
• Apple Mobile Device Management
• Configurable settings
• Current manual requirements
• Document sharing
• How L.J. Aviation uses MDM for our iPad EFB’s
• Inherent problems
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Software Controls • Apple MDM Pertinent Configurable Settings:
– Accounts • Email • Wi-Fi
– Device functionality • Installing apps • Siri • Camera • FaceTime • In-App Purchase • Multiplayer gaming • Adding Game Center friends
– Applications • YouTube • iTunes Store • Safari
http://images.apple.com/ipad/business/docs/iOS_MDM_Mar12.pdf
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Software Controls
• Current Manual Requirements:
– Restrict user from installing all but selected apps
• Can blacklist Apps
– Remotely remove non-managed apps
– Modify Apple ID information
– Restrict users from deleting apps
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Software Controls
• Document Sharing
– Security
– Currency
– Auditability
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Software Controls
• How L.J. Aviation uses MDM
• We manually enroll all devices
• Install required apps
• Load company email address
• Download documents
• Each pilot is issued an iPad
• Training / Manual
• Audit
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Software Controls
• Inherent problems
• At the mercy of the manufacturer
• At the mercy of the App company
• Ever evolving
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Future FAA Rules
• NPRM 14 CFR Part 121
• SUMMARY: The proposed rule would prohibit flight crew from using a personal wireless communications device or laptop computer for personal use while at their duty station on the flight deck while the aircraft is being operated. This rule is intended to ensure that certain non-essential activities do not contribute to the challenge of task management on the flight deck or a loss of situational awareness due to attention to non-essential tasks.
http://rgl.faa.gov/Regulatory_and_Guidance_Library/rgNPRM.nsf/0/EED24E7F9FA3193786257AF4004CD6FC?OpenDocument&Highlight=sterile
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In Summary
• There is a proven safety concern associated with electronic devices in the cockpit.
• If we as operators are proactive, we can use countermeasures to eliminate this concern.
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Air Charter Summit:
Corporate Policies For Electronics
Kenneth E. Liu
Gammon & Grange, P.C. June 19, 2013
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Gammon & Grange, P.C. • www.gg-law.com • 703-761-5000 • 6/19/2013 • Slide 2
Kenneth E. Liu University of Virginia, 1993 Cornell Law School, 1997 Partner at Gammon & Grange, P.C., a law firm serving small to mid-
size businesses, trade associations, and nonprofits throughout the U.S.
• Intellectual property, trademark, copyright law • Internet and social media law • Nonprofit law
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Gammon & Grange, P.C. • www.gg-law.com • 703-761-5000 • 6/19/2013 • Slide 3
Respondeat superior
The legal theory of respondeat superior (“vicarious responsibility”) means that an employer may be held legally accountable for negligent employee actions if the employee was acting within the scope of his or her employment.
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Gammon & Grange, P.C. • www.gg-law.com • 703-761-5000 • 6/19/2013 • Slide 4
Liability for employee use of electronics
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Gammon & Grange, P.C. • www.gg-law.com • 703-761-5000 • 6/19/2013 • Slide 5
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Gammon & Grange, P.C. • www.gg-law.com • 703-761-5000 • 6/19/2013 • Slide 6
Employee use of electronics
Examples of liability A driver and the corporation that owned the vehicle were
liable for $21.6 million because the driver may have been talking with her husband on a cell phone at the time of a fatal crash.
An off-duty police officer was texting shortly before a fatal crash. Because he was driving a police vehicle, the police department was held liable for $4 million.
A federal judge awarded $18 million in a case involving a crash that killed three people and injured 15. The driver of the tractor-trailer was checking his phone for text messages when his truck ran into 10 vehicles that had stopped in backed-up traffic on a freeway.
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Gammon & Grange, P.C. • www.gg-law.com • 703-761-5000 • 6/19/2013 • Slide 7
Employee use of electronics
Employers should set policies that exceed existing rules, regulations, and laws.
Regulations and laws often prescribe only
minimum standards, not best-in-class safety.
Best to get ahead of the curve.
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Gammon & Grange, P.C. • www.gg-law.com • 703-761-5000 • 6/19/2013 • Slide 8
Employee use of electronics
In addition to having a good policy, employers need to:
Educate employees Monitor compliance Enforce the policy Address violations
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Gammon & Grange, P.C. • www.gg-law.com • 703-761-5000 • 6/19/2013 • Slide 9
Employee use of electronics
It is crucial to enforce your company policies.
Having a good policy but not enforcing it can be the basis for liability just as much as not having a policy at all.
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Gammon & Grange, P.C. • www.gg-law.com • 703-761-5000 • 6/19/2013 • Slide 10
Liability for employee use of social media
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Gammon & Grange, P.C. • www.gg-law.com • 703-761-5000 • 6/19/2013 • Slide 11
Employee use of social media Don’t let your employees post anything in
social media that you wouldn’t want to see on the front page of the New York Times (or to go viral!).
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Gammon & Grange, P.C. • www.gg-law.com • 703-761-5000 • 6/19/2013 • Slide 12
Employee use of social media Tweets from Congressional Staffers Describe On-Job Drinking in Office of Congressman Larsen www.nwdailymarker.com
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Gammon & Grange, P.C. • www.gg-law.com • 703-761-5000 • 6/19/2013 • Slide 13
Employee use of social media
Don’t let your employees post anything in social media that you wouldn’t want to hear on the witness stand.
• Posts on social networks are generally discoverable in litigation.
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Gammon & Grange, P.C. • www.gg-law.com • 703-761-5000 • 6/19/2013 • Slide 14
Employee use of social media
If you’re not allowed to do it in the “real
world,” you’re probably not allowed to do it in a virtual world.
• Real world laws do apply to the virtual world (including
social media).
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Gammon & Grange, P.C. • www.gg-law.com • 703-761-5000 • 6/19/2013 • Slide 15
Employee use of social media Actions taken by an company’s employees can be
held against the company. • This can sometimes be true even if the employee’s
posts are ostensibly done in his/her “personal” life • The line between personal and professional life is becoming increasingly blurred in the social media world.
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Gammon & Grange, P.C. • www.gg-law.com • 703-761-5000 • 6/19/2013 • Slide 16
Employee use of social media Some legal issues to be concerned about
regarding employee social media use:
• Intellectual property • Defamation • Harassment • Confidential information • Many others
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Gammon & Grange, P.C. • www.gg-law.com • 703-761-5000 • 6/19/2013 • Slide 17
Intellectual Property (IP)
TM ® Trademarks:
• company name • logo • slogan • product or service names
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Gammon & Grange, P.C. • www.gg-law.com • 703-761-5000 • 6/19/2013 • Slide 18
Intellectual Property (IP)
Copyright – protects content: © • publications (reports, brochures, etc.) • websites • videos • music • photos
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Gammon & Grange, P.C. • www.gg-law.com • 703-761-5000 • 6/19/2013 • Slide 19
Intellectual Property (IP)
Need to be careful of:
1. Your company infringing on others’ IP
2. Others infringing on your company’s IP
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Gammon & Grange, P.C. • www.gg-law.com • 703-761-5000 • 6/19/2013 • Slide 20
Defamation
Issuance of a false statement about another person,
which causes that person to suffer harm. - Employers may face liability when employees use
social media to disseminate rumors, gossip, and offensive false statements about co-workers.
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Gammon & Grange, P.C. • www.gg-law.com • 703-761-5000 • 6/19/2013 • Slide 21
Hostile work environment/Harassment Social media expands an employer's potential
liability outside its physical location and work hours.
- For example, a supervisor who "friends" a coworker on Facebook could lead to inappropriate remarks or actions outside of the workplace and work hours.
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Gammon & Grange, P.C. • www.gg-law.com • 703-761-5000 • 6/19/2013 • Slide 22
Discrimination Employers may face liability when employees use
social media to make discriminatory statements, racial slurs, or sexual innuendos directed at co-workers.
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Gammon & Grange, P.C. • www.gg-law.com • 703-761-5000 • 6/19/2013 • Slide 23
Disclosure of Confidential Information
Employers can be held liable for improper disclosure
confidential or other protected information in social media.
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Gammon & Grange, P.C. • www.gg-law.com • 703-761-5000 • 6/19/2013 • Slide 24
Ownership & control of social media accounts
Do not let employees set up social media accounts using their own personal contact information!
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Gammon & Grange, P.C. • www.gg-law.com • 703-761-5000 • 6/19/2013 • Slide 25
Ownership & control of social media accounts
Who controls your company’s
social media accounts? Without proper agreements or policies, ownership of social media accounts and website domain names created by employees could be unclear when he or she leaves the company.
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Gammon & Grange, P.C. • www.gg-law.com • 703-761-5000 • 6/19/2013 • Slide 26
Ownership & control of social media accounts
Management, not lower-level employees or contractors should have control over:
setting up the accounts, using the company name in the account name, maintaining the passwords, giving access only to those who need it as part of their job duties, and directing the content.
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Gammon & Grange, P.C. • www.gg-law.com • 703-761-5000 • 6/19/2013 • Slide 27
Advertising
The Federal Trade Commission Act’s prohibition on “unfair or deceptive acts or practices,” which broadly covers advertising claims, apply equally to social media.
Required disclosures must be clear and conspicuous,
even with the space limitations of social media entries.
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Gammon & Grange, P.C. • www.gg-law.com • 703-761-5000 • 6/19/2013 • Slide 28
Social media policy Employers should have social media policy to
govern use of social media by employees. Should include:
• Prohibit infringing uses of third party copyrighted works (e.g., videos, music, text) and trademarks (names and logos).
• Prohibit unauthorized dissemination of employer’s own copyrighted works and trademarks.
• Prohibit obscene, defamatory, harassing and/or abusive language.
• Prohibit disclosure of sensitive, proprietary, confidential, or financial information about the employer.
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Gammon & Grange, P.C. • www.gg-law.com • 703-761-5000 • 6/19/2013 • Slide 29
Social media policy
The employer should communicate (in employee contracts and/or policies):
• The employer owns the accounts and the content, and
that contributing content is part of the employee’s job duties
• Employees may not set up personal accounts using company names and trademarks
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Gammon & Grange, P.C. • www.gg-law.com • 703-761-5000 • 6/19/2013 • Slide 30
Social media policy
• What is considered "acceptable use" (i.e.,
business use only, limited personal use, or unlimited personal use).
• Personal posts, blogs, etc. that relate to the field of the employer’s activities should be distinguished from the employer.
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Gammon & Grange, P.C. • www.gg-law.com • 703-761-5000 • 6/19/2013 • Slide 31
Right to "concerted activity”
The National Labor Relations Act • Protects an employees’ right to engage in "concerted
activity” (with or without a union): - when two or more employees take action for their
mutual aid regarding terms and conditions of employment.
• Covers many activities, including: - discussions about pay, - work conditions, or - safety concerns.
• Extends to certain work-related conversations conducted on social media.
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Gammon & Grange, P.C. • www.gg-law.com • 703-761-5000 • 6/19/2013 • Slide 32
Social media policy Every company’s social media policy will be
different, should be tailored depending on: • Company size • Employee culture • Degree of social media use • Branding & marketing strategy
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Gammon & Grange, P.C. • www.gg-law.com • 703-761-5000 • 6/19/2013 • Slide 33
Kenneth Liu Gammon & Grange, P.C. 8280 Greensboro Dr., 7th F McLean, VA 22102 703-761-5008 [email protected] www.gg-law.com © 2013 Gammon & Grange, P.C. The content in this presentation
is provided for general informational purposes only and does not constitute legal advice. This presentation may be freely distributed in full without modification.