ML18032A273
| ML18032A273 | |
| Person / Time | |
|---|---|
| Site: | Browns Ferry  |
| Issue date: | 05/11/1987 |
| From: | Ensworth F, Russell Gibbs, Peoples H TENNESSEE VALLEY AUTHORITY |
| To: | |
| Shared Package | |
| ML18032A274 | List: |
| References | |
| 70100, 70100-R03, 70100-R3, NUDOCS 8706040243 | |
| Download: ML18032A273 (60) | |
Text
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70100 REPORT TYPE:
Management and Personnel Subcategory REVISION NUMBER:
3 TITLE:
Subjourneymen PAGE 1
OF 16 REASON FOR REVISION:
IncorPoration of final TAS editorial.comments.
PREPARED BY:
PREPARATION SIGNATURE DATE PEER'I NATURE REVIEWS 5
~r gP DATE TAB
~/t SIGNATURE W /'.
DA CONCURRENCES SIGNATURE DATE CEG-H:
sar:
~us R~
5 <>-<7 SIGNATURE+
DATE APPROVED BY:
SP AGER
>~/i31 'I DATE N/A MANAGER OF NUCLEAR POWER CONCURRENCE (FINAL REPORT ONLY)
DATE
+SRP ecretary's signature denotes SRP concurrences are in files.
1574T 8706040243 S70522 PDR ADQCK 05000259 P
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TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70100 FRONT MATTER REV:
2 PAGE i OF viii Preface This subcategory report is one of a series of reports prepared for the Employee Concerns Special Program (ECSP) of the Tennessee Valley Authority (TVA),
The ECSP and the organization which carried out the program, the Employee Concerns Task Group (ECTG), were established by TVA's Manager of Nuclear Power to evaluate and report on those Office of Nuclear Power (ONP) employee concerns filed before February 1, 1986.
Concerns filed after that date are handled by the ongoing ONP Employee Concerns Program (ECP).
The ECSP addressed over 5800 employee concerns.
Each of the concerns was a
formal, written description of a circumstance or circumstances that an employee thought was unsafe, unjust, inefficient, or inappropriate.
The mission of the Employee Concerns Special Program was to thoroughly investigate all issues presented in the concerns and to report the results of those investigations in a form accessible to ONP employees, the
- NRC, and the general public.
The results of these investigations are communicated by four levels of ECSP reports:
- element, subcategory,
- category, and final.
Element reports, the lowest reporting level, will be published only for those concerns directly affecting the restart of Sequoyah Nuclear Plant's reactor unit 2.
An element consists of one or more closely related issues.
An issue is a potential problem identified by ECTG during, the evaluation process as having been raised in one or more concerns.
For efficient handling, what appeared to be similar concerns were grouped into elements early in the program, but issue definitions emerged from the evaluation process itself.
Consequently, some elements did include only one issue, but often the ECTG evaluation found more than one issue per element.
Subcategory reports summarize the evaluation of a number of elements.
- However, the subcategory report does more than collect element level evaluations.
The subcategory level overview of element findings leads to an integration of information that cannot take place at the element level.
This integration of information reveals the extent to which problems overlap more than one element and will therefore require corrective action for underlying causes not fully apparent at the element level.
To make the subcategory reports easier to understand, three items have been placed at the front of each report:
a preface, a glossary of the terminology unique to ECSP reports, and a list of acronyms (terms formed from the first letters of a series of words),
Additionally, at the end of each subcategory report the reader will find at least two attachments.
The first is a Subcategory Summary Table that includes the following information:
the concern
- number, a brief statement of the concern, and a designation of nuclear safety-related concerns.
The second attachment is a listing of the concerns included in each issue evaluated in the subcategory.
I
0 I
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NVMBER:
70100 FRONT MATTER REV:
2 PAGE ii OF viii The subcategories are themselves summarized in a series of eight category reports.
Each category report reviews the major findings and collective significance of the subcategory reports in one of the following areas:
management and personnel relations industrial safety construction material control operations quality assurance/quality control welding engineering A separate report on employee concerns dealing with specific contentions of intimidation, harassment, and wrongdoing will be released by the TVA Office of the Inspector
- General, Just as the subcategory reports integrate the information collected at the element level, the category reports integrate the information assembled in all the subcategory reports within the category, addressing particularly the underlying causes of those problems that run across more th'an one subcategory.
A final report will integrate and assess the information collected by all of the lower level reports prepared for the
- ECSP, including the Inspector General's report.
For more detail on the methods by which ECTG employee concerns were evaluated and reported, consult the Tennessee Valley Authority Employee Concerns Task Group Program Manual.
The Manual spells out the program's objectives,
- scope, organization, and responsibilities.
It also specifies the procedures that were followed in the investigation, reporting, and closeout of the issues raised by employee concerns.
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70100 FRONT MATTER REV' PAGE iii OF viii ECSP GLOSSARY OF REPORT TERMS" classification of evaluated issues the evaluation of an issue leads to one of the following determinations:
Class A:
Issue cannot be verified as factual Class B:
Issue is factually accurate, but what is described is not a
problem (i.e,, not a condition requiring corrective action)
Class C:
Issue is factual and identifies a problem, but corrective action for the problem was initiated before the evaluation of the issue was undertaken Class D:
Issue is factual and presents a problem for which corrective action has
- been, or is being, taken as a result of an evaluation Class E:
A problem, requiring corrective action, which was not identified by an employee
- concern, but was revealed during the ECTG evaluation of an issue raised by an employee concern.
t collective si nificance an analysis which determines the importance and consequences of the findings in a particular ECSP report by putting those findings in the proper perspective.
concern (see "employee concern")
corrective action steps taken to fix specific deficiencies or discrepancies revealed by a negative finding and, when necessary, to correct causes in order to prevent recurrence.
criterion
( lural:
criteria) a basis for defining a performance,
- behavior, or quality which ONP imposes on itself (see also "requirement" ).
element or element re ort an optional level of ECSP report, below the subcategory level, that deals with one or more issues.
em lo ee concern a formal, written description of a circumstance or circumstances that an employee thinks unsafe, unjust, inefficient or inappropriate; usually documented on a K-form or a form equivalent to the K-form.
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER'0200 FRONT MATTER REV:
2 PAGE iv OF viii grouping of employee concerns.
~findin s includes both statements of fact and the judgments made about those facts during the evaluation process; negative findings require corrective
- action, issue a potential problem, as interpreted by the ECTG during the evaluation
- process, raised in one or more concerns.
K-form (see "employee concern")
evaluation judgment or decision may be based.
root cause the underlying reason for a problem.
=Terms essential to the program but which require detailed definition have been defined in the ECTG Procedure Manual (e.gse
- generic, specific, nuclear safety-related, unreviewed safety-significant question)
~
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70100 FRONT HATTER REV:
2 PAGE v
OF viii Acronyms AI AISC ALARA ANS ANSI ASHE ASTM AWS BFN BLN CAQ CAR CATD CCTS CEG-H CFR CI Administrative Instruction American Institute of Steel Construction As Low As Reasonably Achievable American Nuclear Society American National Standards Institute American Society of Mechanical Engineers American Society for Testing and Materials American Welding Society Browns Ferry Nuclear Plant Bellefonte Nuclear Plant Condition Adverse to Quality Corrective Action Report Corrective Action Tracking Document Corporate Commitment Tracking System Category Evaluation Group Head Code of Federal Regulations Concerned Individual CMTR COC DCR
'DNC Certified Material Test Report Certificate of Conformance/Compliance Design Change Reguest Division of Nuclear Construction (see also NU CON)
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70100 FRONT MATTER REV:
2 PAGE vi OF viii DNE DNQA DNT DOE DPO DR ECP ECP-SR ECSP ECTG EEOC EMRT EN DES ERT FCR FSAR FY GET HCI HVAC INPO IRN Division of Nuclear Engineering Division of Nuclear Quality Assurance Division of Nuclear Training Department of Energy Division Personnel Officer Discrepancy Report or Deviation Report Engineering Change Notice Employee Concerns Program Employee Concerns Program-Site Representative Employee Concerns Special Program Employee Concerns Task Group Equal Employment Opportunity Commission Environmental Qualification Emergency Medical Response Team Engineering Design Employee
Response
Team or Emergency
Response
Team Field Change Request Final Safety Analysis Report Fiscal Year General Employee Training Hazard Control Instruction Heating, Ventilating, Air Conditioning Installation Instruction Institute of Nuclear Power Operations Inspection Rejection Notice
i
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70100 FRONT MATTER REV:
2 PAGE vii OF viii L/R M&AI MI MSPB MT NCR NDE Labor Relations Staff Modifications and Additions Instruction Maintenance Instruction Merit Systems Protection Board Magnetic Particle Testing Nonconforming Condition Report Nondestructive Examination NPP Nuclear Performance Plan NPS Non-plant Specific or Nuclear Procedures System NQAM Nuclear Quality Assurance Manual NRC NSB Nuclear Regulatory Commission Nuclear Services Branch NSRS NU CON NUMARC OSHA ONP OWCP PHR PT QA QAP QC QCI Nuclear Safety Review Staff Division of Nuclear Construction (obsolete abbreviation, see DNC)
Nuclear UtilityManagement and Resources Committee Occupational Safety and Health Administration (or Act)
Office of Nuclear Power Office of Workers Compensation Program Personal History Record Liquid 'Penetrant Testing Quality Assurance Quality Assurance Procedures Quality Control Quality Control Instruction
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TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
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2 PAGE viii OF viii QCP QTC RIF RT SI SOP SRP SWEC TAS TEL TVA TVTLC UT WBECSP WBN Quality Control Procedure Quality Technology Company Reduction in Force
.Radiographic Testing Sequoyah Nuclear Plant Surveillance Instruction Standard Operating Procedure Senior Review Panel Stone and Webster Engineering Corporation Technical Assistance Staff Trades and Labor Tennessee Valley Authority Tennessee Valley Trades and Labor Council Ultrasonic Testing Visual Testing Watts Bar Employee Concern Special Program Watts Bar Nuclear Plant WR WP Work Request or Work Rules Workplans
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70100 REVISION NUMBER:
3 PAGE 2
OF 16 1.0 CHARACTERIZATION OF ISSUES Introduction This report covers the subcategory of Subjourneymen, It addresses 8 issues raised about the utilization, qualifications, and retention of craft employees working for the Division of Nuclear Construction (DNC) at the Watts Bar Nuclear Plant (WBN) within the occupational classification of subjourneyman.
With the exception of three concerns which are site specific, the concerns in this subcategory are generically applicable to any TVA construction project employing subjourneymen.
The subjourneyman job classification was initially created for use within TVA's Office of Construction in 1982 and subsequently by the Office of Power in early l983.
Employees hired for this position typically performed the unskilled work of a craft (e.g.,
steamfitter, electrician, sheetmetal worker, etc.).
Those employed by DNC were not permitted to use power tools.
In addition to the Employee Concern Task Group (ECTG) evaluation, this subcategory report includes a review of the results of the Employee
Response
Team (ERT) Investigation Report "Subjourneymen Concerns" and line management's responses to that report.
The comments from the ERT investigation have been incorporated into the Findings section (4.0).
Note:
Employee concerns relating to the use of subjourneymen within TVA Office of Power (Maintenance) will not be evaluated in this report but will be addressed in Subcategory
- 30800, Subjourneymen in the Operations Concerns Evaluation Category.
Some concerns have been evaluated in more than one issue; therefore, the total of concerns applicable to each issue is greater than the total number of concerns in this subcategory.
To locate the issue in which a particular concern is evaluated, consult the following attachments:
Attachment A, Subcategory Summary Table Attachment B, List of Concerns by Issue All Management and Personnel Category concerns having a technical component (including all concerns designated Nuclear Safety-Related) are shared with the appropriate technical category for investigation and resolution of that technical component.
Report(s) sharing a
concern with this report are identified in the entry for that concern on Attachment A.
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70100 REVISION NUMBER:
3 PAGE 3
OF 16 1.2 Descri tion of Issues There are 23 concerns in the Subjourneymen subcategory report (70100),
These 23 concerns are grouped into two elements addressing a total of 8 issues.
Four of the issues were about the improper use of subjourneymen and four were about the retention of subjourneymen.
1.2.1 Improper Use of Subjourneymen A.
Issue 70101 Subjourneymen performing journeymen work Twelve concerned individuals (CIs) alleged that employees within the subjourneymen classification were performing journeymen-level work for which they were neither classified nor qualified to perform.
Three of the 12 CIs specifically alleged that a subjourneymen had terminated electrical cables.
B.
Issue 70102 Subjourneymen supervisors allowed mis-assignment Three CIs alleged that the above practice was occurring with the full knowledge and support of the subjourneymen's immediate supervisor and the assistant craft superintendent.
C.
Issue 70103 - Subjourneymen doing substandard work One CI alleged that performance of journeymen-level work by subjourneymen "possibly could lead to substandard work."
D.
Issue 70104 Subjourneymen replacing Apprenticeship Program One CI alleged that the use of subjourneymen was an attempt by TVA to replace the "discontinued apprenticeship program."
1.2.2 Retention of Subjourneymen A.
Issue 70105 Unfair to layoff a11 subjourneymen Seven CIs alleged that "it is unfair to lay-off 100'L of all subjourneymen."
B.
Issue 70106 - Union agreements provide for subjourneymen Three CIs alleged that the "CI was told that TVA could keep 1/3 of the work force as subjourneymen."
'E ii4 A
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70100 REVISION NUMBER:
3 PAGE 4
OF 16 C.
Issue 70107 - Subjourneymen laid off to keep journeymen One CI alleged that all subjourneymen are being laid off so TVA can keep more journeymen'.
Issue 70108 - Journeymen laid off while subjourneymen were retained Two CIs alleged that "CI disagrees with TVA Department policy of laying off experienced journeymen while retaining subjourneymen."
2.0
SUMMARY
2.1 Summar of Issues This report covers the subcategory of Subjourneymen.
It addresses the employee concerns about the utilization, qualifications, and retention of craft employees working for the Division of Nuclear Construction (DNC) at the Watts Bar Nuclear Plant (WBN) within the occupational classification of subjourneyman.
2.2 Summar of Evaluation Process The evaluator has reviewed all the information available on the concerns in this subcategory.
The information pertinent to the evaluation of the issues has been considered and incorporated in this report.
This evaluation looked at the historical development and implementation of the subjourneyman classification within TVA's DNC. It closely examined the job assignments that subjourneymen had performed, and compared these activities to those activities considered permissible according to established guidelines.
The evaluation also reviewed the reasons why DNC management discontinued the use of the subjourneymen classification at WBN.
Thirty-six interviews were conducted to verify and support data presented in the Findings Section (4.0).
2.3 Summar of Findin s
The following are the major findings on 'the subjourneymen issues:
Employees classified as subjourneymen were permitted by some supervisors to use power tools, contrary to negotiated guidelines'
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a'+
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
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OF 16 At least one subjourneyman did perform journeyman-level work involving the termination of electrical cable, and did so under the direction of his immediate supervisor and his assistant craft superintendent, contrary to negotiated guidelines.
TVA did lay off or RIF all subjourneymen in order to retain more journeymen.
The subjourneyman classification was not established to replace the apprenticeship
- program, TVA was not bound by negotiated agreement to use subjourneymen employees; therefore, the layoffs and RIFs were in accordance with Federal laws and TVA policy.
2.4 Summar of Collective Si nificance Collectively, the findings in this report indicate that the subjourneyman classification as negotiated was very restrictive, and did not fully accomplish its intended goal of providing a
semi-skilled craft work force at less than premium wage.
2.5 Summar of Causes Both craft managers and labor representatives alike failed to adequately support the classification, and viewed the discontinued use of the classification favorably.
2.6 Summar of Corrective Action Before reintroducing subjourneyman employees into the construction work force, TVA should attempt to negotiate out of the classification guidelines those restrictive provisions which have hampered its acceptance and growth.
3.0 EVALUATION PROCESS 3.1 Descri tion of Methodolo The evaluation of this subcategory was conducted in accordance with the "Evaluation Plan for the Management and Personnel Group" and the "Subjourneymen Subcategory Evaluation Plan."
The documents listed in the Source Document Section (3.2),
were reviewed to establish the requirements and criteria for evaluating the issues in this subcategory.
An analysis of the concerns was conducted to determine if the circumstances and timeframe under which they were submitted was significant to the evaluation process.
A total of thirty-six
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TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER'0300 REVISION NUMBER:
3 PAGE 6
OF 16 interviews were conducted.
Those interviewed included TVA corporate and line managers, Labor Relations staff members, craft union representatives,
- foremen, journeymen, and subjourneymen.
Review of the Labor Relations staff's general correspondence negotiation files, along with the interviews with corporate personnel in the Division of Nuclear Construction, the Office of Nuclear Power, and the Labor Relations Staff, provided the historical background information presented at the beginning of the Findings Section (4.0).
The issues were evaluated against the identified requirements and criteria to determine the findings.
A collective significance analysis was performed on the findings to determine the meaningful patterns or problem areas in the subcategory as a whole.
Causes were sought for the negative findings presented in section 4.0.
Corrective action for the negative findings was either initiated or determined to have already been initiated.
3.2 SOURCE DOCUMENTS 1.
Employee
Response
Team (ERT) Investigation Report, "Subjourneymen Concerns,"
prepared by Ray Chappell, February 11, 1986 2.
Memorandum to W. H. Thompson from K.
W. Whitt dated February 18,
- 1986, concerning Quality Technology Corporation (QTC) comments on issued reports 3.
Meeting Minutes of the Tennessee Valley Authority and the Tennessee Valley Trades S. Labor Council (TVA-TVTSLC) Joint Classification Subcommittee regarding subjourneyman
- proposal, dated February 11, 1982 4.
Job descriptions established for TVA operating and maintenance employees at the TVA-TVT&LCJoint Classification Committee meeting in 1983 5.
Layoff and reduction-in-force procedures for temporary hourly trades and labor employees, and the TVA Personnel Manual 6.
Excerpts of general agreements covering construction and operating and maintenance employment 7.
Memorandum dated March 26,
- 1986, from Horace H. Mull, Manager of Construction, addressing the subject:
"HL Craft Unskilled Worker Classification"
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TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER'0100 REVISION NUMBER:
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OF 16 8.
Division of Construction employee force reports for the time period of May 24,
- 1985, through January',
1986 4.0 FINDINGS a.l
~Back round 4.1.1 Subjourneymen as a Job Classification To understand the concerns on subjourneymen requires a
knowledge of the following sequence of events:
A, In the early 1980s, TVA saw a need for "semi-skilled" craft employees in the construction work force.
Such employees would be utilized to perform the lower-skilled portion of work thus allowing the journeymen craftsmen more time to use their special skills.
In 1981 division managers discussed the subject with TVA's Corporate Labor Relations Staff who were responsible for the preparation of the annual wage and contract negotiations.
They also reviewed union agreements outside TVA, studied provisions of the Davis-Bacon Act governing workforce make-up on Federal construction projects, discussed the Act's impact with other Federal agencies affected by it, and reviewed the findings of the Construction Industry Cost Effectiveness Project conducted by the Business Round Table in 1979-1980.
B.
Based on this information, TVA prepared a proposed job
'classification of "subjourneyman" for use on Agency construction projects and introduced it to the 15 unions comprising the Tennessee Valley Trades and Labor Council (TVT&LC) at the 47th annual wage negotiations in December 1981.
A modified version of TVA's original request was agreed to by both parties in February
- 1982, and became effective in the Division of Construction in March 1982.
This agreement established the following guidelines; 1.
Subjourneymen will perform the unskilled work of the craft.
2.
Subjourneymen will not use power tools.
3.
Subjourneymen will not progress to more skilled positions.
4.
Subjourneymen will be compensated at 60 percent of the craft journeyman rate.
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OF 16 S.
The total number of craft trainees, apprentices, and subjourneymen will not exceed 33-1/3 of the number of journeymen in craft.
6.
Subjourneymen will not perform duties presently assigned members of Laborers International Union.
7.
Journeymen will not be laid off and replaced with subjourneymen.
8.
Each union may select alternate titles for these classifications other than that of subjourneyman, 9.
Subjourneymen will be employed on temporary appointments not to extend past ll months and 29 days.
TVA also agreed to permit the craft unions to select or "refer from the local union hall" the applicants that would fillthe subjourneyman positions'.
On February 25,
- 1982, the Director of Construction discussed the future use of the new classification with TVA's construction managers.
The Division, Director's expectations for the classification were also expressed in the March 26, 1982 memorandum to construction managers.
Meanwhile, the Manager of Labor Relations for the Office of Power and a member of TVA's negotiating team in 1981, began an effort to obtain a subjourneyman classification for operating and maintenance employees in mid-1982.
By early 1983, the use of the classification was given interim approval from the majority of the TVTSLC members through the TVA-TVTELC Joint Classification Committee.
This classification, still continuing under interim approval, differed from that negotiated for the Division of Construction in the following manner:
1.
Employees can perform semi-skilled work of the craft.
2.
Employees can use power tools.
3.
Employees will be compensated at 70 percent of journeyman rate.
An analysis of MBN's construction manpower force reports indicates that only the following crafts used subjourneymen:
steamfitters, electricians, sheetmetal
- workers, asbestos
- workers, and painters.
Unions which had approved the classification but did not work subjourneymen were boilermakers, cement masons, carpenters, millwrights, ironworkers, and machinists.
Vp
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OF 16 For those unions which did work subjourneymen, usage figures never approached the allowable percentage (33-1/3 percent) per craft (e,g.,
Construction, during its peak
- usage, employed 72 subjourneymen within the steamfitter craft which was only 7.2 percent of the journeyman work force).
4.1.2 Sub'ourne men and the WBN Workforce Reduction The total construction force employment at WBN from June 6, 1985, to January 9, 1986, decreased by 1,345 employees as a result of substantial construction completion.
The largest reduction occurred in the last three months of 1985 when 1,083 employees were either laid off or reduced in force.
Although often referred to synonymously the terms, "lay off" and "reduction'in force" are distinctive administrative actions.
Generally, a RIF is the employment termination procedure applied to employees who have more than one year of current continuous TVA service; a lay off, which may precede a RIF, is the employment termination procedure applied to employees who have been employed at TVA for one year or less since their last appointment.
Sixty-eight percent of the employees terminated were hourly craftsmen.
By January 9, 1986, all DNC employees in the subjourneyman classification at WBN had been laid off/RIFed.
(Note:
At this point no craft subjourneyman remained employed by the Division of Nuclear Construction within the entire TVA system.)
Only two grievance complaints involving subjourneymen were filed with TVA's corporate Labor Relations Staff for 1985-1986.
Neither dealt with retention or qualification issues as outlined by the employee concerns in this subcategory.
They were termination issues.
4.2
~Findin s
4.2.1 Improper Use of Subjourneymen 4.2.3..1 Issue 70101-Subjourneymen performed journeymen work Discussion There were occasions when employees classified as subjourneymen used power tools such as grinders, drills, and pneumatic tools.
The known incidences of subjourneymen doing journeymen's work were isolated cases which were immediately stopped when brought to management's attention.
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3 PAGE 10 OF 16 Conclusion Although this issue is factually accurate what is described is not a problem at this time.
As explained in 4,1,2 (Findings) subjourneymen are no longer employed by DNC. If subjourneymen are employed in the future, corrective action has been prescribed to prevent reoccurrence.
4.2.1.2 Issue 70102-Subjourneymen supervisors allowed mis-assignment Discussion In the specific case of the subjourneymen who terminated
- cable, a problem is verified to have existed because this employee was not qualified to perform the work (according to his employment application),
and his immediate supervisors (foreman and general foreman) incorrectly sanctioned the work assignment.
Such work activities were in violation of the negotiated classification agreement governing the use of subjourneymen and the Divisions Director's memorandum dated March 26, 1982, which states, "employees in this classification will perform the unskilled duties of the craft" and "will not use power tools."
Conclusion The issue is factually accurate, but corrective action for the problem was initiated before the evaluation of the issue was undertaken.
4.2.1.3 Issue 70103-Subjourneymen doing substandard work Discussion and Conclusion In view of the minimum experience requirements necessary for selection of craft subjourneymen (Attachment C), this evaluation found as factual an issue that "using subjourneymen to do journeymen work possibly could lead to substandard work." It should be noted, however, that neither this evaluation nor Quality Technology Company's previous investigation identified any improper work performed by subjourneymen.
Therefore, while the issue is factual it does not identify a problem requiring corrective action.
I Cl t
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3 PAGE 11 OF 16 4.2.1.4 Issue 70104-Subjourneymen replacing the Apprentice Program Discussion The subjourneymen program was not established to replace the apprenticeship program(s),
although some employees believed that it did.
Specific agreement language exists which prohibits advancement opportunities for subjourneymen.
Conclusion This issue is determined to be not factually accurate.
I 4.2,2 Retention of Subjourneymen 4.2.2.1 Issue 70105-Unfair layoff of all subjourneymen Discussion and Conclusion The evaluation showed that the layoff or reduction in force of all employees in the subjourneymen classification in DNC at WBN was procedurally
- proper, This issue is not factually accurate.
4.2.2.2 Issue 70106-Union agreements provide for subjourneymen Discussion and Conclusion That reduction violated no contractual obligations or applicable Federal laws or regulations.
The agreement establishing the subjourneyman classification does not require the use of subjourneymen but simply provides guidelines for their use.
This issue is not factually accurate.
4.2.2.3 Issue 70107-Subjourneymen 'laid off to keep journeymen Discussion During the work force reductions at WBN in late 1985, labor unions "lobbied" heavily with construction line and corporate managers in an effort to convince them that craft subjourneymen should be terminated before the journeyman employees.
It is apparent that, management was made
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3 PAGE 12 OF 16 aware that labor problems caused by retaining subjourneymen while reducing journeymen were developing.
Their decision to terminate all construction subjourneymen by early 1986 was certainly made with these potential problems in mind.
Management contends that these reductions were made due to very restrictive manpower ceilings and to ensure that fully qualified individuals remained on the job to accomplish the remaining work.
The present evaluation has found nothing that disproves this contention.
Conclusion Therefore, the evaluation finds that the concern that "all steamfitter subjourneymen are being laid off at WBN so TVA can keep more steamfitter journeymen" is factual.
- However, since that action violated no requirement it does not constitute a
problem requiring corrective action.
4.2.2.4 Issue 70108-Journeymen laid off while subjourneymen retained Discussion These concerns appear to have been made early in 1985 during the work force reduction at WBN when journeymen were being laid off and prior to management's decision to replace the subjourneymen work force.
As indicated in issue
- 70105, the evaluation concluded that the work force reduction of 1985 violated no contractual obligation or applicable federal laws or regulations, The issue that TVA should not lay off experienced journeymen while retaining subjourneymen with a small nuclear experience was not overlooked by management and was a factor in the decision to eliminate the subjourneymen classification from the construction work force (see issue 70107).
Conclusion Consequently, this issue cannot be determined to be factually accurate.
e 4
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3 PAGE 13 OF 16 5.0 COLLECTIVE SIGNIFICANCE All 23 employee concerns in this subcategory were submitted during the period June 1985 through December 1985.
This was a period of radical change in the trades and labor employment level at WBN.
The mere presence of QTC on the project to record concerns at a time when employee anxiety levels were high was an invitation and inducement to the generation of the concerns in this subcategory.
Although concerns in this subcategory dealing with improper use of subjourneymen were'determined to be factual, if dissension existed at WBN concerning this classification before June 1985, it was not widespread as can be seen by the absence of grievances or a large number of employee concerns.
Differences of opinion concerning the use of subjourneymen were handled informally between union representatives and management, apparently to the satisfaction of both parties.
One may assume that before any employment reductions, the journeyman craftsmen did not openly disagree with the way subjourneymen were being used.
- However, the background recounted in the Findings Section makes the failure of the subjourneyman classification in DNC workforce less than surprising.
The operations and maintenance subjourneymen classification, because it has fewer restrictions, has fared better.
Nevertheless, the introduction of a new semiskilled job classification that impacts existing jobs is unlikely to be successful unless the following have been provided for:
l.
A very specific definition of the type of work allowed in the new assignment.
2.
A procedure for measuring the effectiveness of the new job classification, 3.
Credit for on-the-job training that can be applied to advancement opportunity.
4.
Providing training so that all involved personnel have the best opportunity to make the new job in the overall system work.
Project line and corporate TVA managers interviewed agreed that the "subjourneyman" classification as negotiated by TVA's Labor Relations Staff for use within construction was very restricted and lost its potential effectiveness because TVA agreed that subjourneymen would not be permitted to use power tools, would not be performing work duties traditionally performed by the laborers, and conceded in negotiations other key factors necessary for the effective use of the classification.
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w
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70100 REVISION NUMBER:
3 PAGE 14 OF 16 6.0 CAUSES 6.1 Lack of Clear Definition of Sub'ourne an Duties Instructions issued to the employees were general, and consequently, differences of opinion existed as to what types of work assignments needed to be performed exclusively by journeymen.
While the use of power tools was strictly prohibited by agreement, hand tool usage was determined by some crafts (electrical and sheetmetal) to be permissible, yet other crafts (steamfitters and painters) strongly disapproved of both hand and power tool usage by subjourneymen.
No system was established to monitor use of the classification or evaluate its effectiveness.
Consequently, how subjourneymen were worked depended upon the strength or weakness of the craft manager, his interpretation of the general guidelines and his personal commitment to the success of the program.
For the most part subjourneymen were worked within the negotiated classification; but sometimes they were permitted to perform work beyond the classification limitations; and sometimes were simply used as "glorified laborers."
Contributing to this erratic use of subjourneymen was the considerable difference in work experience among the people in this classification.
Some subjourneymen were as experienced as journeymen; others barely met the minimum requirements (see attachment C).
6e2 Man ower Reduction Affectin Sub'ourne en The majority of concerns dealing with the use of subjourneymen were submitted from June through October
- 1985, when journeymen and subjourneymen were being affected by manpower reductions.
In November 1985, after project subjourneymen learned they were to be reduced and journeymen retained, concerns over the use of subjourneymen ceased and those involving retention began to be submitted.
In support of this observation, 9 of 10 employee concerns dealing with subjourneymen retention were recorded during employee exit interviews.
Had the manpower reductions of June through December 1985 never occurred at WBN, employee concerns in this subcategory most likely would not have been submitted.
6.3 Resentment Over the Use of Sub ourne an on the Part of Craft
~Mana eea Although adopted for use and supported by corporate management as a
cost-saving initiative, the subjourneyman classification never gained acceptance by WBN craft managers.
Interviews revealed that resentment over the use of subjourneymen by craft managers (foremen, general foremen) existed.
There was an obvious belief that from a managerial standpoint it was easier to supervise a work force of fully qualified employees from both a safety and a productivity standpoint.
I 1 f
~ l iaaf tY
~sI
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70100 REVISION NUMBER' PAGE 15 OF 16 NOTE:
This attitude on the part of line managers may say more about inadequate managerial training than it does about the safety or productivity of subjourneymen.
The subcategory report on Management Technique (70600) evaluates concerns about the need for more managerial skills training, The report notes the corrective action already taken or planned as a part of ONPs Nuclear Performance Plan to improve a
managers ability, such as managing a subjourneymen type situation.
6.4 Resentment A ainst the Use of Sub'ourne an b
Craft Unions Resentment toward the use of subjourneymen by craft unions existed because they saw the hiring of subjourneymen as a replacing of journeymen.
Similar views were shared by a number of construction managers.
Some individuals employed in this classification experienced union problems and chose to cancel their union memberships.
Among subjourneymen, much resentment was shared at the total restrictions on advancement or training, 7.0 CORRECTIVE ACTIONS 7.1 Previousl Initiated Corrective Action As explained in the Findings Section (4.1.2),
the use of subjourneyman by DNC ceased as of January 1986.
Subsequently,
- ERT, issued an investigative report on the use of subjourneyman at WBN to which project management committed to the following corrective action:
future employment of subjourneymen will be preceded by instructions from the project manager to all involved managers and supervisors on the proper job requirements and responsibilities of a subjourneyman.
Additionally, at the point of hiring, each subjourneyman will sign a document, stating that they have been properly instructed by project management on their job requirements,
- safety, and QA responsibilities and that they agree to work under those instructions or otherwise forfeit their employment.
The Project Manager's office will evaluate what type of safety and QA indoctrination is needed for all new employees who are unfamiliar with a construction work site and begin development of that program.
The use of subjourneymen in the future will be done in a safe, quality assured, and efficient manner.
Their work will be monitored by management more closely to ensure proper work assignments.
Anyone with knowledge of the belief that a subjourneyman is performing work outside his classification is encouraged to make his supervisor aware of it,"
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70100 REVISION NUMBER:
3 PAGE 16 OF 16 7.2 Corrective Action as a Result of This Evaluation The Director of Nuclear Construction has agreed to the corrective action indicated in 7.1 adding that procedures for implementation of the Corrective Action will be issued prior to the re-employment of any subjourneyman in DNC.
- Also, DNC will arrange with ONP Personnel to reopen negotiations relative to the use of subjourneymen aimed at bringing construction provisions in line with maintenance provisions (CATD No, 701-NPS-Ol).
8.0 ATTACHMENTS Attachment A
Subcategory Summary Table Attachment B
List of Concerns by Issue Attachment C
Guidelines for Selection of Craft Subjourneymen, effective March 15, 1982
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!EtlCE ECPS132J-ECPS132C fEttCY
- REQUEST ISSS -
RHM 8 PERS.
ISSUES
)RY:
NP flGT.
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<<<<the ~i s ~k+4%'4+4e4f+'ckbl&4+A>6'WA'Ahab.6&ld<+ItSV!~ '!+O'Etb5<684 6s&ui~l <<<<<<
TEHtlESSEE VALLEY AUTHDRITY OFFICE OF HUCLEAR POl'lER EMPLOYEE COHCERtl PROGRAM SYSTEM (ECPS)
EMPLOYEE COHCERtl ItlFORNATIOW BY CATEGORYiSUBCATEGORY SUBCATEGORY'01 SUBJOURWEYNEH PERFORf1ED JOURtlEYMEtl HORK PAGE 5
RUtf TINE - 10:04:39 RUtl DATE - 03/IOJ'87 CERH HUNBER CAT S
H SUB R PLT CAT D
LOC 1
REPORT APPL 2 SAF RELATED BF BL SQ HB HISTORICAL CDtlCERH REPORT ORIGItl COtlCERtl DESCRIPT IOW REF.
SECTIOH tt CAT MP SUBCAT 701 86-238"00101 50262 CO 10900 S NBtl 02 t1P 70101 S NBtl 03 NP 70102 S HBtf 1
H H
H Y
2 HA HA HA SR 1 tl W
tl tl 2 tlA tN t1A HA 1
W W
H H
2 tlA lN HA ttA 23 COWCERtlS FOR CATEGORY MP SlfBCATEGORY 701 102-00101 MP 70105 tl llBH 1
W tl H
tl T50204 2 tN ttA tlh tlA IH-85-627-002 QTC QTC A SUB-JOURttEYthAH llAS STOPPED 11HEtl Ifl THE PROCESS OF TERNIflATItlG ELECTRIC AL CABLES BY THE UtlIOtl JDB STENARD.
THE SUB-JOURtlEYt'1Atl HAS TERNIWATIWG CABLES Itl A JUtlCTIOW BOX'OCATED IW THE ADDITIOW EQUIPNEtlT BUILDItfG.
T HE SUB"JOURWEYt1Atl 11AS HORKItfG UtlDER THE DIRECTIOtl OF A JOURttEYthAtl ELECTR ICIAtl.
THE SUB-JOURWEYttAW 11AS IWSTR UCTED TO PERFORM JOURtlEYNAtl 110RK BY THE ASSISTAtlT ELECTRICAL SUPERItlTEtlD EtlT.
tlAMES AtlD DETAILS KWOHW TO QTC p
BUT HITHHELD TO NAItlTAItlCOtlFIDEtlT IALITY.
WO FURTHER IWFORMATIOtl TVA IS DISCRIMItlATItlGllHEH DETERNIWI tlG WHICH SUB-JOURltEYf1Etl TO LAY OFF, E.G.
THE LAST CLASS DATE HAS BEEtl th0 VED UP FOR SOME SO AS THEY COULD BE EXEMPT FROth THE LAY OFF.
(tlAI<ES/DET AILS TO THE SPECIFIC CASE ARE KWOlltl TO QTC AHD HITHHELD TO MAItlTAItlCOtlF IDEtlTIALITY).
COtlSTRUCT IOW DEPT.
CD tlCERtl.
CI HAS HO FURTHER ItfFORflATIO tl.
COHCERtlS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY tlUMBER.
- FEREtlC ECPS132J" ECPS132C
<EQUEWCY REQUEST lP - ISSS -
RMtl I'EGORY~
MP MGT.
& PERS.,
ISSUES
'EtltlESSEE LEY AUTHORITY OFFICE OF tlUCLEAR POllER EMPLOYEE CONCERN PROGRAM SYSTEM (ECPS)
Et)PLOYEE COHCERtl ItlFORtlATIOtl BY CATEGORY/SUBCATEGORY SUBCATEGORY! 701 SUBJOURtlEYMEW PERFORMED JOURtlEYtlEtl WORK PA RUtl TIME 10i00:39 RUH DATE 03/10/87 S
H SUB R PLT
- OtlCERll tlUtlBER CAT CAT D LOC 1
REPORT APPL 2 SAF RELATED BF BL SQ llB HISTORICAL CONCERN REPORT ORIGIN CONCERN DESCRIPTIOtl REF.
SECTIOtl CAT MP SUBCAT 701
.l 627-00201 T50209 MP 70101 H NBA il W
2 WA tlA HA tlA IH-85-627-002 QTC SUB-JOURHEYMEtl PERFORMItlG CRAFTS lPOR K.
(tlAMES/DETAILS TO THE SPECIFIC C
ASE ARE Ktl0lltl TO QTC AWD tlITHHELD TO MAItlTAItlCONFIDENTIALITY).
COtlSTRU CTIOtl DEPT.
COtlCERtl.
CI HAS tlO FURT HER INFORMATION.
'l -85"705-00101 T50066 CO 10900 S
'llBH 02 MP 70101 S llBH 1H H
tl Y
2 WA tlA HA SR 1
W tl tl W
2 HA tlA tlA tlA EX-85-010-002 QTC UtlQUALIFIED PERSOtlWEL (SUBJOURttEYt1Ett
)
PERFORt1IHG JOURtlEYMAtl'S llORK (TERM ItlATIOtlS) It) THE COtlTROL ROOtl, UNIT 1.
CI HAS HO MORE DETAIL.
tl 916-00201 l'lP 70101 tl IlBW 1
W tl H
tl T5009<i 2 tlA tlA tlA llA N 9lii-00101 MP 70101 H l<BH 1
tl N
W N
T50095 2 ttA HA ttA HA QTC TVA FIGHTS THE UNIONS AtlD TRIES TO B
REAK THEM DOlltl BY HIRIWG INDIVIDUALS OUTSIDE THEIR CLASSIFICATIOtl AtlD BY HIRING SUBJOURttEYMAW.
THESE PEOPLE ARE HOT QUALIFIED TO PERFORM llORK T 0 HHICH THEY ARE ASSIGNED.
HO SPECI FIGS AVAILABLE. C/I HAS HO FURTHER IttFORtlATIOtt.
tlO FOLLOW UP REQUIRED.
QTC SUBJOURtlEYMEW (CRAFT Ktl01'Itl) PERFORt)I tlG JOURttEYt1Att LEVEL l'lORK CI HAS WO F
URTHER INFORMATION.
tlO FOLLOtt UP RE QUIRED.
tl 979-00201 T50112 MP 70101 W ttBtt 1 tl tl N
H EX-85-010-002 2
HA tlA HA HA QTC UTILIZIttG SUB-JOURWEYMAtl TO PREFORM JOURtlfYMAtl TASKS (CRAFT KHOllW) llHILE KHOI'lIWG THEY ARE WOT QUALIFIED.
CI HAS tlO ADDITIOtlAL tlO FOLLOW UP REQU IRED.
COtlCERtlS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY HUtlBER.
l p~
i}
l
- FEPEtlCE ECPS132 J-ECPS132C
'EQUEtlCY REQUEST
)P ISSS - Rlltl i EGORY:
NP tlGT ~
8 PERS
~
ISSUES TEt)WESSEE LEY AUTHORITY OFFICE OF NUCLEAR POHER Et')PLOYEE COt)CERtl PROGRAH SYSTEtt (ECPS)
Et'IPLOYEE COt)CERtl IWFORt)ATIO)) BY CATEGORY/SUBCATEGORY SUBCATEGORY: 701 SUB JOUR))EYthEH PERFORHED JOURt)EYtlEtl HORK PA RUtl T It)E 10: 04: 39 RUtl DATE 03/1 0/87
-Ot)CERN t)UNBFR S
N SUB R PLT CAT D LOC REPORT APPL 2 SAF RELATED BF BL SQ llB HISTORICAL CONCERN REPORT ORIGIt)
CONCERN DESCRIPTIOW REF.
SECTIOI)
CAT
" t1P SUBCAT 701
'85-168-0010l T50207 CO 10900 S
t)BN 02 MP 70101 S
HBH 03 t)P 70102 S
NBN 1H H
tl Y
2 WA t)A WA SR 1 tl tl tl tl 2
t)A t)A t)A HA 1
H W
tl t) 2 WA HA WA HA EX"85-010-002 QTC SUB-JOURt)EYNEW ARE TERt')IHATIt)G QA AW D WON-QA CABLES IW JUNCTIONS BOXES P
ER DIRECTION OF FOREHAtl (t)ANE Kt)0))t))
DETAILS Ktl0l')W TO QTCr l)ITHMELD DU E
TO COt)FIDEWTIALITY.
CI HAS t)0 FUR THER ItlFORt')ATI01).
CO))STRUCTIOtl DEPT COWCERtl.
( 159-00101 T50205 02
< 159-00201 T50205 HP 70105 S
HBW I tl tl tl W
EX-85"159-001 2
t)A t)A t)A t)A thP 70106 S llBH 1 tl tl H
H 2
t)A HA HA WA HP 70105 H HBN 1
t) t)
tl H
EX"85-159-002 2
WA HA WA HA QTC QTC CI STATES THAT TVA'S DECISIOtl TO ABO LISH THE SUB-JOURt)EYHA)) POSITIOtl tlIL L VIOLATE THEIR COt)TRACT TO HAVE A S
PECIFIC RATIO Of SUB"JOURt)EYHEtl PER JOURWEYNEW.
CONSTRUCTION DEPT.
CONC ERW.
Ci t)A'S t)O FURTt)ER IWFORt)ATIOW.
TVA'S DECISION TO ABOLISH THE SUB-JO URt)EYttEt)'S POSITION l)AS Itl RESPOt)SE TO THE DESIRES OF OtlLY Ot)E CRAFT (t)0 T Kt)0))t)) At)D THE OTHER CRAFTS HERE tl OT COt)SIDERED.
COt)STRUCTIOtl DEPT.
C OWCERt).
CI HAS WO FURTHER It)FORHATI OW.
'l ~i<i<i-00201 HP 70100 H l)Bt) 1 tl tl W
tl T50035 2
WA t)A t)A t)A QTC THE DISCOWTIt)UED APPRENTICESHIP PROG RAN HAS BEEt) SUBSTITUTED t)ITH "HELPE RS" At)D COSTS NORE At)D DOES tlOT KEEP A STEADY SUPPLY OF TRAINED CRAFT CO NIHG TO REPLACE RETIREES.
W 556-00101 T50051 t)P 70101 tl HBtl 1
W tl W
H EX"85-010-002 2
t)A HA t)A NA QTC SUBJOURt)EYHEW ALLO))ED TO GRI))Dp FITp
- HELD, DISASSENBLE VALVES; USED BASI CALLY AS JOUR))EYttEtl.
W 556-00201 I')P 70101 H
HBW 1 tl H
H H
T50051 2
t)A tlA WA t)A QTC SUBJOURt)EYNAt) GIVEH )10RE AUTHORITY T HAH JOURt)EYHAW.
(DETAILS Kt)0)ltl TO E
RT)
COWCERI)S ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY t)UHBER.
0 4,
I pl W',
'.FEREt)CE ECPS132J-ECPS132C iEQUEt)CY REQUEST IP ISSS RHII EGORY~
t1P thGT.
8 PERS.
ISSUES TEtlWESSEE LEY AUTHORITY OFFICE OF NUCLEAR POHER ENPLOYEE COtlCERH PROGRAM SYSTEH (ECPS)
EHPLOYEE COWCERtl It)FORHATIOt) BY CATEGORY/SUBCATEGORY SUBCATEGORY~ 701 JOURNEYMEN LAID OFF HHILE SUBJOURHEYHEI) RETAINED PAG 2
RUtl TItlE - 10:04:39 RUH DATE 03/10/87 S
H SUB R PLT
- OHCERH t)U)IBER CAT CAT D LOC 1
REPORT APPL 2 SAF RELATED BF BL SQ IIB HISTORICAL COt)CERN REPORT ORIGIN COt)CERN DESCRIPTIOI)
REF.
SECTIOH
-'AT
" thP SUBCAT " 701
( 103-00101 T50 191 IIP 70105 S
HBt) 02 HP 70106 S f)Btf
( 122-00101 T50195 HP 70105 S
I'IBH 02
)1P 70106 S
t)BH
'85-095-00101
)1P 70108 tl IIBtf T50190 1
t)
W H
tl 2
HA t)A HA t)A 1
t) tl tl tl 2
t)A tN t)A I)A 1
W H
H H
2 t)A t)A t)A tlA 1
tf W
N tl 2
WA WA WA WA 1
H t)
W H
2 t)A HA t)A HA EX-85-103-001 EX-85"122-0 01 QTC QTC QTC TVA DOES HOT ABIDE BY THE TRADES AWD LABOR AGREENEI)T> ARTICLE 30 r I'IHICH PROHIBITS LAYOFF OF JOURt)EYt'IAH At)D A PPREt)TICES.
Itl A RECEIIT LAYOFFS JOU Rt)EYt1EH (CRAFT Kt)OHW) HERE LAID OFF, AWD 3 SUBJOURHEYHEI) HERE RETAINED.
CONSTRUCTION DEPT.
CONCERN.
CI HAS t)0 FURTHER IHFORHATIOt).
ALL STEAIPFITTER SUBJOURWEYI1EI) BEItlG LAID OFFIHEtl THE Ut)IOtl AGREEt1Et)T C
ALL FOR 1/3 OF THE REt1AIt)II)G STEAHFI TTER PERSONNEL TO BE SUBJOURI)EY)1EH.
CI HAS t)0 FURTHER ItlFORt1ATIOt).
COW STRUCTIOH DEPARTt1Etl COt)CERtf.
'THE LAYOFF IS Ut)FAIR TO SUB-JOURNEYING Etl.
CI HAS TOLD THAT TVA COULD KEEP 1/3 OF THE IIORK FORCE AS SUB-JOURHE YNEW BUT IS tlOT DOIt)G SO.
COt)STRUCT IOtl COt)CERtl.
Ut)IT 2.
JOURNEY)1Et) I)IL L t)01l BE DOIt)G HORK OUTSIDE THEIR CL ASSI FICATIOH.
CI HAS HO ADDITIOt)AL IWFORNATIOW.
X 123-00101 T50195 X 12<>-00101 T50195 HP 70105 N llBt)
NP 70107 t) l<BH 1H H
tl H
2 tN NA HA HA 1
W H
W H
2 tN WA tlA t)A EX-85-123-001 EX"85-12'-001 QTC QTC IT IS UNFAIR TO LAY-OFF 100/
OF ALL SUB-JOURt)EYHEtl.
SUB-JOURt)EYHEtl OWLY CARRY HATERIAL AWD THERFFORE ARE HO T TAKItlG JOURt)EYHAt)'S POSITIOt)S.
CI HAS t)0 ADDITIONAL It)FORIPATIOI).
COt)
STRUCTIOH DEPT.
COt)CERtl.
ALL STEAI1FITTER SUB"JOUR))EYIPEI) ARE B
EIt)G LAID OFF AT HBt)P SO TVA CAt) KEE P
NORE STEAHFITTER JOURt)EYHEtl At)D TH IS IS UNFAIR.
CONSTRUCTION DEPT.
CO HCERtl.
CI HAS t)0 FURTHER It)FORHATIO H.
COt)CERt)S ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY HUt1BER.
lk
'=FEREtlC ECPS132J "ECPS132C FREQUENCY
- REQUEST IP - ISSS - RIIM I'EGORY:
t1P MGT.
8 PERS.
ISSUES A
IEHT A T EtlNESS EE L EY AUTHORITY OFFICE OF tlUCLEAR POHER EMPLOYEE CONCERN PROGRAM SYSTEM (ECPS)
Et1PLOYEE CONCERN INFORIPATl;OH BY CATEGORY/'SUBCATEGORY SUBCATEGORY'01 SUBJUURHEYMEH PERFORMED JOURHEYMEtl WORK PA ls RUtl TI.IE 10:04:39 RUtl DATE 03/10/87 "OtlCERN IIUIIBER CAT S
H SUB R PLT CAT D LOC 1
REPORT APPL 2 SAF RELATED BF BL SQ HB HISTORICAL CONCERN REPORT ORIGItl CONCERN DESCRIPT IOII REF.
SECTION CAT MP SUBCAT 701
< "85-009-00101 T50 051 tlP 70101 S IIBH 02 MP 70103 S IIBtl 1
H W
W H
2 HA HA IIA NA ltl HWH 2
HA IIA HA HA EX-85-010-002 QTC USING SUBJOURtlEYMAtl TO DO JOURtlEYMAtl WORK IW SEVERAL DIFFEREtlT AREAS OII THE JOB POSSIBLY COULD LEAD TO SUBST AHDARD HORK ALL OVER THE JOB.
X "85-010-00201 T50052 02 X 016"00101 T50059 IPP 70101 S
HBH 1
W tl tl tl EX"85-010-002 2
HA HA WA WA HP 70102 S IIBtl 1
H N
N tl 2
WA tlA HA HA t1P 70101 tl IIBH 1
tl tl W
tl EX"85-016-001 2 tlA tlA HA HA QTC QTC SUBJOURtlEYMEtl (NAMES GIVEtl) ARE PERF ORtIItlG JOURtlEYtlAtl'S IIORK TO ItlCLUDE (RUtltlItlG PIPE, REBUILDItlG VALVES, OP ERATItIG 8t POllER EQUIPMEWT).
FOREI1AII (HAI1E GIVEtl) SAID THAT SUBJOURWEYME H COULD DO ANYTHING THE FOREMAN FEEL S HE/SHE IS QUALIFIED TO DO.
IIOH-SKILLED LABOR (SUB-JOURtlEYI1EW)
P ERFORMIHG WORK OF STFTR CRAFTSI'1Etl.
CI IIITtlESSED THE FOLLOIIItlG EXAtlPLE:
SUB-JOURtlEYI')AN (tlAt'IE KtIOHW) PERFORtlI tIG FIT-UPS Otl I/O" DRAItl LINE OFF LE VEL INDICATORS OH HEATERS IW TURBINE BUILDItlG DURItlG MAY 1985.
ANOTHER JOURIIEYIPAII (tlAtlE KtlOlltl) TORQUItlG FLA tIGE BOLTS/tlUTS OW HIGH 8 LOll PRESSUR E STEAMLItlES Itl SYSTEM Gp UNIT 1.
T HIS OCCURED DURItlG FEB.
1985.
STFTF R
FOREMAII ( NAME KIIOI'Itl)p I'!HEW QUEST I0 tlED ABOUT THIS PRACTICEp STATED THAT "THE SUB-JOURHEYMAH COULD DO IIH X "85-069-00201 HP 70108 tl IIBtl 1 tl tl H
tl T50163 2
WA tlA HA tlA X 069-00601 MP 70105 tl llBtl 1 tl W
tl tl T50163 2 tlA tlA tIA tlA QTC QTC CI DISAREES HITH TVA DEPARTMENT (KWO IIW) POLICY OF LAYItlG OFF EXPERIENCED JOURHEYMEtl (CRAFT KHOIltl) IIHILE RETA IWIIIG SUBJOURIIEYIPEII IIITH LITTLE OR Il 0 tlUCLEAR EXPERIEtlCE.
tlUCLEAR POHER DEPT COtlCERH.
CI HAS WO FURTHER It(
FORtlATIOW.
tl0 FOLLOHUP REQUIRED.
CI EXPRESSED THAT MOST OF THE SUBJOU RIIEYtlAtl HIRED BY TVAp AtID RETAItIED A T LAYOFFS'RE FRIEtlDS OR RELATIVES OF OTHER TVA Et1PLOYEES.
NUCLEAR POll ER DEPT COtICERtl.
CI HAS IIO FURTHER IIIFORtlATIOH.
tl0 FOLLOIIUP REQUIRED.
COWCERIIS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY HUI'1BER.
I
ATTACHMENT B SUBJOURNEYMEN List of Concerns by Element/Issue The Subjourneymen Subcategory (70100) is comprised of 23 employee concerns which are grouped into two elements addressing, eight issues.
Im ro er Use of Sub'ourne men 70101 - Subjourneymen performed journeymen work EX-85-009-001~
EX-85-010-002" EX-85-016-001 EX-85-148-001" IN-85-556-001 IN-85-556-002 IN-85-627-002 IN-85-705-001 IN-85-916-002 IN-85-944-001 IN-85-979-002 IN-86-238-001~
70102 - Subjourneymen supervisors allowed mis-assignment EX-85-010-002" EX-85-148-001" IN-86-238-001-70103 - Subjourneymen doing substandard work EX-85-009-001-70104 - Subjourneymen replacing Apprentice Program IN-85-444-002 I
Retention of Sub'ourne en 70105 - Unfair to layoff all subjourneymen EX-85-049-004 EX-85-103-001-EX-85-122-001" EX-85-123-001 EX-85-159-001""
EX-85-159-002 WI-85-102-001 Page 1 of 2
r.
i, 0
ATTACHMENT B (Continued) 70106 - Union agreements provide for subjourneymen EX-85-103-001" EX-85-122-001" EX-85-159-001~
70107 - S/F Subjourneymen laid off to keep journeymen EX-85-124-001 70108 - Journeymen laid off while subjourneymen retained EX-&5-049-002 EX-85-095-001
"-Concern listed in more than one issue Page 2 of 2
ATTACHMENT C Guidelines for Selection of Craft Subjourneymen Effective March 15, 1982 Candidates for subjourneymen positions shall have at least three months experience in commercial, industrial, or construction type work or have eguivalent vocational or technical training.
Subjourneymen must be capable of performing safely and competently a wide variety of unskilled duties of the craft.
Page 1 of 1
l