ML18032A296

Rev 3 to TVA Employee Concerns Special Program Rept 71600, Labor Relations

ML18032A296
Person / Time
Site:	Browns Ferry
Issue date:	05/13/1987
From:	Ensworth F, Martin M, Peoples H TENNESSEE VALLEY AUTHORITY
To:
Shared Package
ML18032A274	List: ML18032A273 ML18032A276 ML18032A278 ML18032A279 ML18032A283 ML18032A284 ML18032A285 ML18032A286 ML18032A288 ML18032A292 ML18032A293 ML18032A294 ML18032A295 ML18032A296 ML18032A297 ML18032A298 ML18032A299 ML20214Q193
References
71600, 71600-R03, 71600-R3, NUDOCS 8706040298
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TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:

71600 REPORT TYPE: Management and Personnel Subcategor y TITLE: Labor Relations REVXSION NUMBER:

3 PAGE 1

OF 18 REASON FOR REVXSION:

Incorporation of final TAS editorial comments.

PREPARE BY'REPARATION IGNATURE DATE REVIEWS TAS )I<

SXGNATURE Sea.. 9 /98 DATE SIGNATURE DATE CONCURRENCES CEG-H:

SIGNATURE DATE SRP:

SXGNATURE APPROVED BY:

~CSP MANAG R N/A DATE MANAGER OF NUCLEAR POWER CONCURRENCE (FINAL REPORT ONLY)

DATE

~SRP Secretary's signature denotes SRP concurrences are in files.

1592T 8706040298 870522 PDR ADOCK 05000259 P

PDR

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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.

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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 than 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 Hanual.

The Hanual 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:

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2 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" ).

e 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,

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2 PAGE iv OF viii evaluator(s) the individual(s) assigned the responsibility to assess a specific 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.gss generic, specific, nuclear safety-related, unreviewed safety-significant question).

TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUHBER:

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2 PAGE v OF viii Acronyms AI AISC ALARA ANS ANSI ASME ASTM AMS BFN BLN CAQ CAR CATD CCTS CEG-M CFR CI CMTR COC DCR DNC 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 Melding 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 Certified Material Test Report Certificate of Conformance/Compliance Design Change Reguest Division of Nuclear Construction (see also NU CON)

l7l

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2 PAGE vi OF viii DNE DNQA DNT DOE DPO DR ECN ECP ECP-SR ECSP ECTG EEOC EQ EHRT EN DES ERT FCR FSAR 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 Hedical 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

TVA EMPLOYEE CONCERNS SPECIAL PROGRAH REPORT NUMBER:

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2 PAGE vii OF viii L/R MMI HI HSPB NCR NDE NPP NPS NQAH NRC NSB NSRS NU CON Labor Relations Staff Modifications and Additions Instruction Maintenance Instruction Merit Systems Protection Board Hagnetic Particle Testing Nonconforming Condition Report Nondestructive Examination Nuclear Performance Plan Non-plant Specific or Nuclear Procedures System Nuclear Quality Assurance Hanual Nuclear Regulatory Commi ss ion Nuclear Services Branch Nuclear Safety Review Staff Division of Nuclear Construction (obsolete abbreviation, see DNC)

NUMARC Nuclear Utility Management and Resources Committee OSHA ONP 001CP PHR PT QCI Occupational Safety and Health Administration (or'ct)

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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2 PAGE viii OF viii QCP QTC RIF SQN SI SOP SRP SWEC TAS T6L TVA TVTLC UT Quality Control Procedure Quality Technology Company Reduction in Force Radiographic Testing Seguoyah 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 WBECSP Watts Bar Employee Concern Special Program WBN WP Watts Bar Nuclear Plant Work Request or Wor k Rules Workplans

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OF 19 1.0 CHARACTERIZATION OF ISSUES 1.1 Introduction This subcategory report on Labor Relations addresses 8 issues raised by 74 concerns, all of which pertain to trades and labor groups or trades and labor management, To locate the issue in which a particular concern is evaluated, consult the following attachments; Att'achment A, Subcategory Summary Table Attachment B, List of Concerns by Element (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.

1.2 Descri tion of Issues 1.2.1 Issue 71601 - Favoritism and Discrimination Amon Crafts Many of the concerns that raised this issue were very broadly stated.

Other concerns identified a particular craft or management group.

Examples of this issue are these areas of concern:

Management discriminates among crafts.

Most piping foremen are from a particular local jurisdhction and "This is discriminatory."

Preference is given to electricians from the local union over "travel card" electricians, Management does not treat the insulation craft fairly.

Laborers are not treated as fairly as other crafts because management looks down on laborers,

TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER'1600 REVISION NUMBER:

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OF 19 1.2.2 Issue 71602 Work Jurisdiction Amon Crafts The work jurisdiction issue includes concerns about TVA's assignment of work, crafts not following jurisdictional guidelines, and craft jurisdictional sensitivity.

Examples of these concerns are as follows:

TVA purposely assigns work of one craft to another craft, Crafts are forced to perform duties outside their jurisdiction.

Crafts were too sensitive about other crafts doing work on the borderline between union jurisdictions.

1.2.3 Issue 71603 - Grievance Process This issue contends that the grievance process is not properly administered.

Examples of the concerns that raised this issue are:

'ome managers allow employees to "win" a grievance that the managers do not want going to Knoxville for a review that might bring about sweeping

changes,

'mployees are not allowed the right to have each grievance filed and evaluated.

Some supervisors have numerous grievances filed against them, but no corrective action has been taken about any of them.

'he union grievance processes do not function properly.

1.2.4 Issue 71604 Trainin Job Stewards on Fire Watch This issue alleges that TVA violated its own policy and that of the union by not training the job steward on fire watch responsibilities.

1.2.5 Issue 71605 - Ob ectivitv of Concern Processin The concern that raised this issue questioned the accurate closing of a concern by TVA when the concern addressed TVA

policy,

TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER'1600 REVISION NUMBER:

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OF 19 1.2.6 Issue 71606 - Si nature Authorit of Su ervisors The concern that raised this issue stated that general foremen and pipefitter superintendents are not allowed to sign statements unless they pass through the construction management assistant approval system.

1.2.7 Issue 71607 - Car enters Blamed for Unsafe Scaffolds This issue alleges that the carpenters craft takes responsibility for scaffolds that are built by other crafts, Safety inspectors reject the structures and carpenters take the blame.

1.2 '

Issue 71608 - Concerns with Insufficient Information to Evaluate The following concerns contained insufficient information to permit evaluation.

IN-85-127-007 IN-85-645-002 IN-85-774-003 IN-85-859-003 IN-86-291-002 SQP-86-005-009 WI-85-046-019 2.0

SUMMARY

2.1 Summar of Issues 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, The issues evaluated in this report pertain to favoritism and discrimination, work jurisdiction, grievance processing, fire watch

training, concern processing, signature authority of supervisors and misplaced responsibility for scaffolds.

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OF 19 2.2 Summar of Evaluation Process The relationships between construction trade union practices, the TVA General A reement, and TVA policy were examined closely to develop the evaluation criteria.

Thirty-one interviews were conducted and the opinions of employees for and against the union trade practices were investigated.

2.3 Summar of Findin s

Four primary findings were revealed by the investigation:

Favoritism is indicated in foreman selection and other special job assignments.

TVA's work jurisdiction procedure is as effective as any currently in use by the construction industry.

The grievance procedure used by TVA is a fair and equitable system for resolution of employee grievances.

Low employee morale and the resulting need for a concerns program argue that improved management. techniques need to be learned and practiced by some TVA managers.

2.4 Summar of Collective Si nificance The collective significance analysis identified the favoritism factor in foreman and other "special" job selections as a serious problem in need of attention.

On the other hand, the ONP's methods of handling jurisdictional disputes and the grievance procedure were found to be workable in their present

forms, 2.S Summar of Causes Disagreement with union "Rules of the Road,"

the "Travelers" long work history at M3N, and management ties to local unions were all causes for the negative findings or the perceptions discussed in this report, 2.6 Summar of Corrective Actions Corrective actions in the forms of management

change, motivational

classes, and an Employee Involvement Program have been initiated.

Additional corrective action will also be implemented by Division of Nuclear Construction (DNC) with a periodic assessment of the foreman and "specialty jobs" selection

process,

TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:

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OF 19 3.0 EVALUATION PROCESS The evaluation of this subcategory was conducted according to the "Evaluation Plan for the Employee Concerns Task Group" and the "Evaluation Plan for the Management and Personnel Group."

The first step in this evaluation of issues involved examining all the facts and data available in the concern files.

Next, the appropriate labor management agreements,

policies, and procedures, as listed in the references (3.2) were reviewed to provide reguirements and criteria for evaluating the labor relations issues.

Along with the ECTG evaluation effort, this subcategory report includes the review of seven (}uality Technology Company

((}TC) investigative reports on individual concerns.

Although these investigations were on individual concerns, they do support the overall findings of this report, Interviews were conducted with the corporate Labor Relations staff, the Project Management staff, union representatives (job stewards),

trades and labor foremen, and other employees.

Of the 31 interviews conducted, ll were with site management, 3 with job stewards, ll with other craft employees, 3 with foremen, and 3 with corporate Labor Relations staff.

3.2 Reference Documents A. General A reement between the Tennessee Valley Authority (TVA) and the Tennessee Valley Trades and Labor Council (TVTSLC),

B. Division of Construction DNC Morkin Rules for Trades and Labor Em lo ees C. Articles of A reement between TVA and the Salary Policy Employee Panel D.

TVA DNC Jurisdictional Manual

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OF 19 4,0 FINDINGS 4.1

~Back round To understand the complexity of the labor relations problems discussed in this report, it is essential for the reader to have a

knowledge of union practices and of past labor relations problems.

These are described below.

Craft Mana ers Almost all TVA's trades and labor employees are members of labor unions.

Craft managers also tend to support unions; for instance, it is customary for them to maintain their union membership throughout their TVA managerial careers.

Thus, if a craft manager is laid off or otherwise terminated from TVA service, he could ask the local craft union to find him employment.

While this produces craft managers who understand union thinking, it also creates an almost daily potential for conflicts of interest.

In a sense, the craft manager often tries to serve two masters:

TVA management and his union.

Union Jurisdiction Unions have traditionally established for themselves geographical jurisdictional areas in which they are responsible for meeting the organized labor needs.

For example, if a union jurisdictional area is the State of Tennessee, any unionized contractor is expected to contact the union with jurisdiction to request manpower to fulfill the contractor's needs before recruiting elsewhere.

If, however, the union has insufficient qualified members available, it still has the obligation to supply manpower for the job.

One choice is to draw some of its union members from other existing jobs.

An alternative would be to contact another union local to determine if the other union had members available who wished to work out of the Tennessee local's jurisdiction.

These workers, if they took the offered jobs, would be considered "travelers."

Such a traveling worker would obtai~

a referral from the Tennessee local and undoubtedly would have "rules of the road" explained to him.

Such a traveler would hear the following: "While working in our local's jurisdiction you should not take a supervisor's job unless requested by us; any available overtime goes to the local

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OF 19 workers first; if and when we have workers from our local available to fill the position, you should not remain on the job and prevent our local people from gaining employment."

The traveler would also be expected to pay a "doughby," or traveler's

dues, to the Tennessee local in addition to paying his customary union dues to his home local.

Harassment of "Travelers" In early 1983, the TVA Knoxville labor relations staff received numerous complaints from Watts Bar Nuclear Plant (WBN) "travelers" concerning harassment and intimidation by members of Local Number 43 of the United Association (UA) of Journeymen and Apprentices of the Plumbing and Pipe Fitting Industry of the United States and Canada.

Because of these concerns and because TVA's General A reement is with the. international unions and not with the locals, TVA informed the UA that UA Local Number 43 officials would not be admitted on TVA jobs.

Subsequently, the UA assumed control of the TVA jobs in Local Number 43's jurisdiction.

This expulsion of Local 43 has now been lifted from all jobs except WBN.

WBN still has a representative from the international for the union's members.

This means that all the travel dues that were going to the local now go to the United Association, Despite the TVA action against Local 43, it appears that the traditional "rules of the road

" continue to be in effect at WBN and other TVA job sites.

4.2 Issue 71601 - Favoritism and Discrimination Amon Crafts Discussion TVA Policies and A reements The General A reement between TVA and the TVTELC states in Supplementary Schedule H-V, "Foremen will be selected and employed on the basis of journeyman experience in the craft which they will supervise.

In making such selection, consideration will be given to demonstrated or potential leadership qualities, knowledge of the technical aspects of the work, demonstrated ability to cooperate on the job, and experience within TVA."

TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:

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OF 19 Article III, "Selection for Appointment (union preference),

Promotion, Demotion, Transfer, and Retention" reads as follows:

1, The selection of personnel for appointment, promotion,

demotion, transfer, and retention in positions within TVA is made on the basis of merit and efficiency, as prescribed in the TVA Act and in accordance with other applicable Federal laws and regulations.

TVA is an equal opportunity employer.

In selection for promotion, demotion, transfer, and retention, due regard is given to length of service.

No political test or qualification is permitted -or given consideration in selection.

Appointments to and retentions in positions in TVA which may be construed as nepotism are not permitted.

2. Membership in unions party to this Agreement is advantageous to employees and to management, and employees are accordingly encouraged to become and remain members of the appropriate unions.

Such membership is a positive factor within the limits permitted'y applicable laws and Federal regulations in appraising relative merit and efficiency in selection for appointment.

3. Only candidates who are willing to observe the terms of this General A reement will be selected.

4. Adequate personnel and service records are kept for every employee in order that recorded data may serve as a basis for appraisal of merit and efficiency.

Copies of all service review records shall be furnished to the employees and, if requested, to the union representative.

Informal Preferences for Members of the Union Local It was found that an employee's local union membership helps the employee in being selected for (1) foreman; (2) specialty jobs, such as -material expediters or office help for construction management; and (3)

ONP Operations jobs.

The findings in this section focus on the steamfitter and electrician crafts because they are the major crafts with traveler journeymen.

Similar problems would arise, however, if significant numbers of "travelers" were working in other crafts,

TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:

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3 PAGE 10 OF 19 In June 1986, of the 25 pipefitter foremen and 13 electrician foremen at WBN, only 2 pipefitters (8 percent) and 4 electricians (30 percent) are not members of the local steamfitters'nd electricians'nions.

This is true even though 54 percent of the journeymen pipefitters and 83 percent of the journeymen electricians at WBN are "travelers."

A sampling of specialty jobs also reflects a pattern of "good jobs" going to local union members.

A case in point is the Welding Task Group now working for the WBN Employee Concern Task Group (ECTG).

This group of steamfitters are all from the local union and were selected by craft management.

A review of the employees who were selected to fillpositions in the Office of Nuclear Power (ONP) permanent plant organization Modifications and Alterations (MBA) unit revealed that virtually all were local union members.

This selection process is based on the names submitted by ONP craft management.

Management and trades and labor employees both reported that many longtime local journeymen craftsmen prefer not to work for TVA when there is work "downtown" (Chattanooga) with local union contractors.

This is evident from the small number of local journeymen at WBN.

The local does,

however, want to maintain a

strong influence on the job.

This is accomplished by having local craftsmen in "key" jobs such as foreman.

Local journeymen expect the local union hall to send them back to TVA when work is slow with other contractors.

As a union member who was a craft superintendent at WBN in 1985 said, "Our local in the early 1960's had 400 members.

Today we have 1500.

TVA forced the local to take all these new members even though the Chattanooga area contractors, when work is good, will only support 400 local steamfitter craftsmen."

The local union and its members believe that TVA should favor local journeymen when work is slow in the area.

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3 PAGE 11 OF 19 The 1982 Business Roundtable study on local union practices reported many of the same problems that were identified in the interviews with journeymen at WBN.

About one-third of the contractors responding to the Business Roundtable inquiries reported that there were restrictions on the contractor's ability to freely choose a

foreman or general

foreman, More than three-quarters of the respondents to the survey reported that they had experienced union pressures to lay off nonlocal personnel first as a job wound down or as more local labor became available.

This practice increases turnover within work crews and will often prevent retention of the most productive employees as a

work force is reduced.

"Rules of the Road" Many journeymen travelers said that there are certain unwritten laws, "rules of the road," that "traveler" journeymen follow.

"Traveler" journeymen do not take foreman jobs unless asked by the local job steward.

"Traveler" journeymen do not offer to work overtime that local members are available to work, When layoffs occur that affect local journeymen, the "traveler" journeymen should "drag-up" (resign) to prevent the loss of local union members'obs, Many "traveler" journeymen also believe that specialty jobs, so-called good jobs, and transfer to permanent jobs (ONP Operations) are the right of local union members.

Some of the younger "traveler" journeymen expressed disagreement with the so called "rules of the road."

They stated that these rules are out-of-date and are not in accord with modern union working circumstances.

TVA policies and the General A reement do not recognize these "rules of the road."

Construction management and labor relations are aware of these unwritten "laws" but have never recognized them in policies and agreements with unions.

Employees who disagree with the "unwritten laws," therefore, point out that TVA policies and agreements do not include these practices.

TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:

71600 REVISION NUMBER' PAGE 12 OF 19 Unfair Treatment of Laborers While most of the concerns address this issue generally, nine concerns claimed the laborers are not treated equally with other workmen. It was charged that other crafts were allowed to take breaks, quit early, and in general were not required to follow all job rules as strictly as the laborers.

The interviews with management and workers support the contention that these conditions do exist.

However, both groups did say that the laborers were only required to follow the General A reement.

Varied treatment is a

common problem on nuclear construction jobs because many craft jobs require extensive support from quality control and engineering personnel and therefore have more free time.

For instance, the "hold points" required by a procedure cause periods of inactivity for the craftsmen, The laborers'obs do not often require these "hold points."

Therefore, the laborers have fewer periods of inactivity.

Labor supervision at WBN was given high marks by most persons interviewed.

Still, there was a perception that labor supervision required their employees to follow the job rules more closely than was required by supervision of other crafts.

Conclusion The issue of favoritism and discrimination among crafts was found to be factually accurate.

Findings on some of the specific aspects are discussed below.

Foremen are in most cases selected from the union that has local jurisdiction.

Local union members appear to receive more overtime than nonlocal members.

(See also Subcategory Report 704 on Overtime.)

Local members are selected much more often for special assignments.

Nonlocal members are encouraged by the local union to resign

("drag up") before layoffs occur.

Although some object, many "travelers" respect the unwritten "rules of the road" that sanction favoritism towards "local" union members,

TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER; 71600 REVISION NUMBER:

3 PAGE 13 OF 19 It was also found that local union members have applied undue pressure on "travelers" with regard to the above

items, However, claims of direct involvement by TVA construction line management in such pressure were not factual.

Managers

did, however, tell this evaluator that they were aware that these practices existed.

The contention that the insulator craft workers "were not treated fairly by craft management" because they did not have a

superintendent, is not factually accurate.

The insulator craft management organization differs from the larger crafts in that it is not required to have a craft superintendent.

This condition is also true of some other crafts, such as the teamsters and the operating engineers.

A support craft with limited work may not have enough journeymen employees to justify a craft superintendent.

On most TVA jobs the insulation work is contracted out and the contractor provides its own supervision.

The contention by members of the laborers'nion that they received unfair treatment because their work rules were more strictly enforced than those of other unions was not shown to be factual.

Some managers do not require their personnel to closely follow the General A reement, but this is no grounds for finding fault with managers who require adherence to the General A reement.

Issue 71602 - Work Jurisdiction Amon Crafts Discussion The concerns on work jurisdiction ranged from the opinion that

TVA, assigns the craft work outside the jurisdictional boundaries to the opinion that some crafts are too sensitive about other crafts doing work on the borderline between jurisdictions.

TVA is much the same as other construction organizations in the matter of jurisdictional grievances.

Disagreement between craft unions over the assignment of work has been a major problem from the beginning of craft labor unions.

WBN Construction has had relatively few major jurisdictional disagreements.

This was verified by interviews with employees who stated they had very few problems with TVA's jurisdictional assignments, The General A reement between TVA and the TVTSLC gives guidelines for jurisdictional matters in Article VI, "Jurisdictional Boundaries to be Determined by Unions:

TVA to Assign Work Pending Resolutions of Disputes":

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3 PAGE 14 OF 19 Determination of jurisdictional boundaries is the responsibility of the national and international unions which have been duly designated to represent employees.

Therefore, when work boundaries between crafts have been clearly established by (a) custom, practice, and tradition, (b) agreements between national or international unions, the employees represented by each such union shall perform the work as determined by these boundaries.

Should the unions develop appropriate bodies to determine jurisdictional boundaries by agreement, such bodies would be recognized as having authority to make awards and decisions regarding jurisdiction on TVA, so long as such decisions are implemented throughout TVA.

2. It is recognized that TVA must assign work to maintain schedules and to meet operating and construction requirements, 3.

In the absence of established work boundaries TVA shall assign the work in accordance with the custom and practice in the vicinity as defined in Supplementary Schedule H-II.

In the absence of custom and practice in the vicinity, TVA shall assign the work to those employees who in its judgment are best qualified to perform the work, with due regard to practices of employers outside the vicinity which the disputing unions present.

Assignments made by the Director of Labor Relations remain in effect unless changed by agreement of the jurisdictional departments of the concerned crafts, or as otherwise provided herein.

TVA agrees to alter its assignment to conform to such agreement as soon as possible and in any case within 15 days except when the period is extended'y agreement between TVA and the Council.

The Council shall notify TVA of jurisdictional agreements or disagreements which affect the assignment of work by TVA.

Conclusions It was found that TVA's processes for jurisdictional assignment are.

as effective as any in the construction industry as described in a 1982 Business Roundtable survey.

Therefore, the issue is not verified as factual.

4

TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:

71600 REVISION NUMBER:

3 PAGE 15 OF 19 4,4 Issue 71603 - Grievance Process Discussion The General A reement states:

If an employee believes he has been treated unfairly or if he disagrees with his supervisors as to the application of a policy to him as an employee, he may file a grievance.

He may only do this personally or through the authorized representative of the union which is recognized as his accredited representative.

Many of the problems that arise over grievances stem from a lack of understanding of the General A reement and of the grievance process.

One case in point was the concern that certain grievances were not accepted.

This is readily explained in the General Agreement Supplementary Schedule H-IX A.2 that states, "An employee is not permitted to file a grievance for the purpose of getting an established policy, standard, or procedure changed.

Such changes may be made only through negotiations between management and employee organizations, If the employee's complaint is against a

policy, standard, or procedure, he must take up the matter with his Council representative."

Conclusion The grievance procedure is an easy procedure for an employee to follow and is as fair as any such judicial system can be.

The evaluation did find that some employees do not fully understand the grievance procedure and should consult their job steward or foreman when they have questions about grievances, Interviews with job stewards and employees revealed that grievances are processed well under the current procedures.

The General A reement explains this procedure and the job steward is available for help on grievances.

Therefore, the issue was not verified as factual.

4.5 Issue 71604 - Trainin Job Stewards on Fire Watch Discussion One concern alleged that TVA violated its own policy and that of the union by not training the job steward on fire watch responsibilities.

No reference pertaining to training a job steward on fire watch responsibilities could be found in the General Agreement.

The General A reement does provide that a steward will be offered any overtime work in his job classification provided he is qualified to do the work (H-VID).

Conclusion This issue could not be verified as factual.

TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:

71600 REVISION NUMBER:

3 PAGE 16 OF 19 4.6 Issue 71605 Ob'ectivit of Concern Processin Discussion The concern that raised this issue questioned the accurate closing of a concern by TVA when the concern addressed TVA policy.

The Employee Concerns Task Group (ECTG) was organized and charged by the Manager of ONP to make an indepth study of all concerns that were generated before February 1, 1986.

Concerns after that date are handled by the TVA Employee Concerns Program that is now in place.

An extensive checks and balance system is used by the ECTG.

The investigation and evaluation is conducted either by an independent outside contractor (e.g., Bechtel, Stone and Webster,

Impell, and EGSG) or by experienced TVA employees not previously directly involved in the area of the concern.

After the report is completed, it is forwarded to the line managers for a corrective action plan.

If changes in TVA policies are required, they will be identified in the corrective action plan.

The report and corrective action plan are then reviewed by ECTG management and a four member Senior Review Panel (SRP) made up of non-TVA employees with extensive nuclear experience.

If all members as individuals concur with the report and that necessary policy changes, if any, are incorporated in the

plan, the report is then signed by the manager of the ECTG.

After all concerns have been investigated and reports have been written and approved, the final ECTG report will be issued.

Interested employees, the

NRC, and others can then review all reports and corrective actions.

N There have been internal self audits and external audits by QA and the Inspector General's Office of the ECTG Program.

The program is also subject to audit by the NRC.

Conclusion This issue could not be verified as factual.

4.7 Issue 71606 Si nature Authorit of Su ervisors Discussion General foremen and pipefitter superintendents are not allowed to sign statements unless the statement passes through the construction management assistant's (CMA) approval system.

All construction superintendents in TVA at major job sites use the CHAs to administratively review and check correspondence prepared by members

TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:

71600 REVISION NUMBER:

3 PAGE 17 OF 19 of the construction superintendent's staff.

The subject matter of the statements is not changed, and the review process is 'used to ensure that the written material accomplishes its intended purpose and is consistent with TVA policy.

Conclusion This issue could not be verified as factual'.8 Issue 71607 - Car enters Blamed for Unsafe Scaffolds Discussion and Conclusion This issue contends that the carpenters'raft has been blamed for unsafe scaffolds that were built by other crafts.

This issue is factually accurate, as verified by craft management.

However, the problem has since been solved by the use of an effective scaffold tagging program.

With this tagging program the employees responsible for building and using the scaffold are identified on the tag'f a problem with the scaffold is found, the responsible party can be notified.

The fxndxngs xndxcate that, for the most part, the labor relations issues covered in this subcategory are dealt with satisfactorily.

An exception of significance is the favored treatment of construction craft workers who are local union members relative to those who are "travelers," with regard to promotions and work assignments.

To the extent that local union members fillmost all foremen positions, TVA loses the opportunity to promote "travelers" who may be better qualified.

TVA's ability to make radical changes is severely limited.

A major constraint is long-standing tradition in construction work, not just at TVA but throughout the construction industry.

Several issues in this subcategory really challenge the construction union's internal policies rather than TVA's policies.

In addition, most "travelers" accept the prevailing union tradition of "rules of the road,"

so that, even if it were possible to eliminate favored treatment for local union members, it would likely generate more illwill than good will, 6.0 CAUSES The lack of acceptance of the "Rules of the Road" by a group of "Travelers" generated some of these

issues, which were triggered by layoffs and the availability of a new opportunity to express concerns.

Some employees have lived and worked in the area for such a long time that they no longer accept "Traveler" status as applied by the unions.

TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:

71600 REVISION NUMBER:

3 PAGE 18 OF 19 Most craft managers have ties to their local unions, and may some day have to rely on the locals for their own placement in a craft job.

Therefore, they tend not to challenge the local unions'ttitudes toward "Travelers" in making selection and assignment decisions, 7.0 CORRECTIVE ACTION 7.1 Previousl Initiated Corrective Action Although not directly related to this subcategory's

issues, the following actions, designed to improve communication between management and employees, should minimize future concerns of the types covered in this subcategory.

Mana ement Chan e

Steps have been taken to change the management style at WBN from an authoritarian approach to a more participatory approach.

This change should improve employee morale and engender trust in site management.

This is a long process and will take some time to achieve.

Interviews with employees at WBN already indicate an improvement in employee morale and confidence in site management.

Motivational Classes Motivational classes are currently in progress for all people who supervise employees at any level.

A "win-win" philosophy is being introduced to the supervisors.

This philosophy is based on the premise that managerial tasks can be so arranged that when the employer wins, the employee wins.

From the interviews conducted, this training is having a positive effect on employee/management relations.

Em lo ee Involvement Pro ram The Director of Nuclear Construction (DNC) has initiated an Employee Involvement Program, featuring required weekly information and problem solving meetings by each manager or supervisor with his/her employees at WBN and Bellefonte Nuclear site to improve communications between construction management and employees.

7.2 Corrective Action as a Result of This Evaluation To help minimize favoritism problems, DNC will perform a Labor Relations audit in 1987 and each year thereafter to encourage selection of the best qualified individuals, as described in the following steps:

(CATD 716-NPS-01)

TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:

72600 REVISION NUMBER:

3 PAGE l9 OF 19 l,

The Director of Nuclear Construction will periodically assess whether foreman selections are being offered on a fair and impartial basis.

If there is evidence that union locals are applying undue pressure on "Travelers" to not accept positions that are offered, that issue will be discussed with the TVT&LC.

2.

The foreman selection approval will be elevated to the General Construction Superintendent level to minimize the influence of ties with a particular local in making selection decisions.

3.

The General Construction Superintendent will review all service evaluations of foreman candidates, specifically looking for a disproportionate share of high performance ratings for members of the local with jurisdiction, 4.

The General Construction Superintendent will approve all selections for "specialty jobs."

5.

DNC will propose to Labor Relations language changes in the General A reement, to be discussed in the next negotiations that allow for contract language revisions.

These changes would specifically prohibit interference in foreman selection, assignment of overtime, layoffs/reductions in force, and "specialty job" selection by the locals with jurisdiction.

8.0 ATTACHMENTS Attachment A - Subcategory Summary Table Attachment B

List of Concerns by Issue

FEREtfCE ECPS132J-ECPS132C EQUEtfCY REQUEST P

ISSS RHt1 EGORY-HP t1GT.

& PERS.

ISSUES A

tEHT A TENNESSEE LEY AUTHORITY-OFFICE OF NUCLEAR POHER EMPLOYEE COtlCERN PROGRAN SYSTEH (ECPS)

EHPLOYEE COtfCERN ItfFORHATIOtf BY CATEGORY/SUBCATEGORY SUBCATEGORY ~

716 FAVORITISH AHD DISCRINItfATIOtf AHOtfG CRAFTS PAG

1 RUtl TINE - 10: Ki:39 RUll DATE 03/10/87 S

H SUB R PLT OWCERW tfUt1BER CAT CAT D LOC 1

REPORT APPL 2 SAF RELATED BF BL SQ IlB HISTORICAL COtfCERH REPORT ORIGIN CONCERN DESCRIPTIOH REF.

S ECTI0tf CAT thP SUBCAT 716 052-00601 HP 71601 tl 1lBH T50171 1

tf tf H

H 2

NA tfA HA tfA QTC CRAFT (Ktf0lltf) DO llHATEVER THEY HAtfTi AtlD nRUtfn COtlSTRUCTIOtl OTHER GRAF TS HAVE TO TAKE SECOtlD TO THESE GRAF TS.

COWSTRUCTIOtl DEPT COtlCERW.

CI HAS HO FURTHER ItlFORHATIOtf. 101-00201 t'.P I1601 tf llBH 1 tl H

H H

T50191 2

Hh HA, tfA tfA 110-00301 thP 71601 H NBtf 1

H tf tf tl T50201 2 tfA tfA tfA NA QTC QTC TVA tlAWAGEt1EtlT AtlD SUPERVISIOtf DO tlO T TREAT CRAFT (KtfOHtf) EQUALLY AS OTH ER CRAFTS.

COtfSTRUCTIOtl DEPT.

CONGE Rtf.

CI HAS tf0 ADDITIOtfAL ItfFORHATIO H.

-GENERIC COWCERW-TVA NAtfAGEt1EtfT HAS A DOUBLE STAtfDARD IH TREATHEHT OF LABORERS VS.

OTHER CRAFTS.

UWFAIRp UtlEQUALp LOll It1PORT ANCE.

CONSTRUCTION DEPT.

COtfCERtf.

CI HAS tf0 ADDITIOtfAL ItfFORt1ATIOtf.

GEtfERIC COtfCERtf" 132-00501 T50202 "85-137-00101 T50207

-85"153-00301 T50205 thP 71601 H llBH 1

tf H

H tf EX-85-132"005 2 tfA tfA tfA HA NP 71601 H HBN 1

H tf H

tl EX-85"137-001 2

HA tfA HA tlat 1'1P 71601 tf HBH 1

tf W

tl tl EX85153003 2

HA HA tfA tlA QTC QTC QTC LABORERS ARE WOT TREATED EQUALLY AS OTHER CRAFTS.

IE..LABORERS CAtltfOT L EAVE THEIR llORK AREA UHTIL AFTER THE HHISTLE BLOllS.

OTHER CRAFTS LEAVE A LITTLE EARLIER.

CONSTRUCTION DEPT COtlCERtf.

CI HAS WO ADDITIONAL IHF ORt'1ATIOtf.

-GEtfERIC COtlCERtl-LABORERS ARE tlOT TREATED AS FAIR AS THE OTHER CRAFTS ARE.

COWSTRUCTIOtf DEPT.

COWCERlf.

CI HAS tl0 ADDITIONAL ItfFORl1ATIOtl.

-GEtfERIC COWCERW-HAHAGEMEHT DOES tlOT TREAT LABORERS F

AIRLY AHD EQUALLY AS THEY DO OTHER C

RAFTS.

CONSTRUCTION DEPT.

CONCERN.

CI HAS WO ADDITIONAL IHFORHATIOH.

-GEtfERIC COHCERtf-COHCERlfS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY tfUt1BER.

4~*

4

FEREtlCE ECPS132J" ECPS132C EQUENCY REQUEST P

ISSS Rlltl EGORY:

tlP MGT.

8 PERS.

ISSUES TENNESSEE LEY AUTHORITY OFFICE OF NUCLEAR POllER EMPLOYEE COtlCERN PROGRAM SYSTEM (ECPS)

EtlPLOYEE COtlCERtl INFORMATION BY CATEGORY/SUBCATEGORY SUBCATEGORY-716 TRAItlIWG JOB STEllARTS Otl FIRE l'lATCH PAG 2

RUtl TIt'1E 10: 0') - 3~

RUtl DATE 03/10/87 S

H SIJB R PLT OWCERtl tlUtlBER CAT CAT D

LOC 1

REPORT APPL 2 SAF RELATED BF BL SQ NB HISTORICAL COtlCERN REPORT ORIGItl CONCERN DESCRIPTIOW REF.

SECTIOtl CAT MP SUBCAT 716 166-00101 HP 71606 tl llBW T50207 1 tl tl tl tl 2

WA NA tlA WA QTC TVA VIOLATED THEIR Ol'IW POLICY AWD TH AT OF THE UNION BY WOT TRAIWIWG THE JOB STEWARD OW FIRE HATCH RESPOWSIBI LITIES.

(ttAtlES/DETAILS TO THE SPECI FIC CASE ARE KNOHtl TO QTC AllD NITHHE LD TO MAItlTAItlCONFIDENTIALITY)z CO tlSTRUCTION DEPT.

COWCERtl.

CI HAS NO FURTHER INFORMATIOtt.

-85"188-00201 MP 71602 tl QBW 1 tl N

N W

T50228 2

WA tlA llA WA 193-00301 T502<i6 MP 70515 S HBtl 1

W W

tl W

2 tlA tlA WA tlA 02 MP 71603 S

HBN 03 tlP 70516 S

1<BW 1tl WNN 2 tlA WA tlA WA 1

tl tl tl tl 2

NA NA WA tlA 116-00301 MP 71601 N llBN 1

W tl tl tl T50101 2

WA WA tlA tlA 1'70-00101 MP 71602 tl HBW 1

W W

W N

T50207 2 tlA WA tlA NA QTC QTC QTC QTC CRAFTS NOTED PERFORtlIWG DUTIES OUTSI DE THEIR JURISDICTIOtl.

DETAILS llITH HELD DUE TO COtlFIDEWTIALITY.

CONSTR UCTIOtl DEPT.

COtlCERW.

CI HAS tl0 FUR THER INFORMATION.

CI QUESTIONS THE RIGHT OF TVA TO HIR E CRAFT (KtlOHW) DEPT.

(Ktl0llW) AS "SK ETCHERS".

COtlSTRUCTIOtl DEPT.

CONGER N.

CI HAS tl0 FURTHER IttFORMATIOtt.

tl0 FOLLOH-UP REQUIRED.

CI EXPRESSED THAT EEO AtlD THE EtlPLOY EELS UtlIOtl ARE Itl TVA MAtlAGEt'lEllTvS BACK-POCKET", AtlD THAT EEO PERSOtltlEL ARE WOT COOPERATIVE WITH FMPLOYEES Itl PROCESSING EEO COMPLAINTS.

DETAI LS Ktl0lltl TO QTC, llITHHELD DUE TO COtl FIDEWTIALITY.

tl0 FURTHER ItlFORtlATIO N tlAY BE RELEASED.

CONSTRUCTION DEP ARTHEtlT CONCERN.

CI HAS NO FURTHER INFORMATION.

INSULATORS ARE WOT RECOGNIZED AS CRA FTS; tlOT GIVEtl SAME ORGAtlIZATIOtlAL R EPORTItlG AS OTHER CRAFT UNDER SAME M

AWAGER.

WOT GIVEtl TIME TO CLEAN UP AFTER WORK, ALTHOUGH OTHER CRAFTS AR E.

MAtlAGER (KtlOlltl) SAID THAT tl0 OtlE FROM THIS CRAFT MOULD EVER BE PROMO TED TO MAtlAGEMEWT POSITION--THIS PRO BABILITY tlOT APPLIED TO OTHER CRAFTS CI HAS WO MORE ItlFORMATIOtl.

tlO F

OLLOH UP REQUIRED.

CONCERtlS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY NUMBER.

4 0

FEREtlCE ECPS132 J-ECPS132C EQUEHCY REQUEST P

ISSS RHII EGORY i 11P-IPGT.

8 PERS.

ISSUES TEHtlESSEE LEY AUTHORITY OFFICE OF tlUCLEAR POHER EHPLOYEE COtlCERtl PROGRAH SYSTEtl (ECPS)

Et1PLOYFE COHCERtl ItIFORMATIOII BY CATEGORY/SUBCATEGORY SUBCATEGORY'16 FAVORITISM AtlD DISCRIHIIIATIOIIANOIIG CRAFTS PAG 3

Rutl TINE 10:Oq:3g RUtl DATE - 03/10/87 OIICERH tlUIIBER CAT S

H SUB R PLT CAT D LOC 1

REPORT APPL 2 SAF RELATED BF BL SQ HB HISTORICAL CONCERN REPORT ORIGIN CONCERN DESCRIPTIOW RFF.

SECTION I

CAT HP SUBCAT 716 116'-00501 T50101 127-007 01 T50236 HP 71601 W HBII HP 71608 tl IIBW 1

W tl tl H

2 HA WA tlA HA 1 tl H

tl tl 2 ttA tlA tlA tlA IH-85-116"005 IN-85-127-007 QTC QTC HAHAGEMEtIT DOES tlOT LIKE ItlSULATIOtl CRAFT BECAUSE ITS PEOPLE STICK TOGET HER.

CRAFT ItlSISTS OW GETTIHG ALL 0 F THEIR JURISDICTIONAL IIORKi AWD THI S

COULD BE THE SOURCE OF FRICTIOIIp B

UT NAWAGEHEHT SEEI1S TO SINGLE CRAFT OUT (EXAt1PLE KIIOIltl HHERE PERSOtl FROth THIS CRAFT IIAS SItlGLED OUT FOR JOB RULE EHFORCEt1EtlT ACTIOtl HITHELD TO HAIWTAIW COIIFIDEHTIALITY) WO FOLLOH UP REQUIRED.

CRAFT PERSOtltlEL HAVE A REPRESEtlTATIV E

OW CONTRACT tIATTERSp BUT OWLY HAVE "OtlE" VOTE l<HILE EtlGINEERItlG PERSON WEL EACH GET A VOTE OW COtlTRACTS.

C I FEELS THIS IS DISCRIthIIIATIOII TO TH E CRAFT PERSOtltlEL.

COtlSTRUCTIOW DEP ARTNEtlT COtlCERN.

CI HAS tl0 FURTHER IHFORIIATIOII.

NO FOLLOH UP REQUIRED. 172-00101 HP 71602 H HBN 1

W tl tl tl T50025 2 tlA tlA HA HA 172-00<i 01 HP 71602 N IIBN 1

W tl tl tl T50088 2 tlA WA tlA tlA 180-00101 NP 71601 tl HBtl 1 tl tl tl tl T50088 2

IIA tlA tlA NA QTC QTC QTC HATERIAL RUIIWERS 8 SUPERVISIOW ARE W

OT ItlSULATORS HOIIEVER; THESE PEOPLE ARE PERFORI1IHG INSULATOR IIORK.

CONC ERNED INDIVIDUAL IDENTIFIED AtlOTHER PERSOtl IIHO HAS KWOIILEDGE OF THE ABOV E

OTHER CRAFTS (ELECTRICIAtlS AWD CARPE tlTERS)

BEING ASSIGtlED AtlD PERFORHIIIG ItlSULATORS IIORK; QUALIFICATIOtlS QUE STIOWABLE.

ADDITIONAL DETAILS Itl FI LE.

RELEASE OF DETAILS COULD COt1PRO HIS E CI '

COtlFIDEHTIALITY.

CRAFT (ASBESTOS WORKER)

IIORALE IS LO II BECAUSE CRAFT DOES tlOT HAVE THEIR OIIW REPRESENTATIVE TO HELP COORDItlAT E IIORK AtlD OVERTIIIE PROBLENS.

CONCERNS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY IIUHBER.

0 C

0

FLREWCE ECPS132 J-ECPS132C EQUEHCY REQUEST ISSS Rlltl EGORY:

tlP t1GT.

8 PERS.

ISSUES TENNESSEE LEY AUTMORITY OFFICE OF tlUCLEAR POllER EMPLOYEE COtlCERH PROGRAM SYST Etl ( ECP S )

EMPLOYEE COtlCERN ItlFORMATIOH BY CATEGORY/SUBCATEGORY SUBCATEGORY~ 716 FAVORITISM AHD DISCRIthIHATION AMONG CRAFTS PAGE RUtl TIME 0<i:39.

RUW DATE 03/10/87 SUB OtlCERH tlUtlBER CAT CAT S

H R PLT D

LOC 1

REPORT APPL 2 SAF RELATED BF BL SQ llB HISTORICAL CONCERN REPORT ORIGIN COHCERtl DESCRIPTIOH REF.

SECTION CAT MP SUBCAT " 716 181-01001 MP 71601 tl HBtl T50258

~ 1 W

H W

W 2 tlA WA tlA NA QTC UPPER MAtlAGEMEWT PLAYS FAVORITISM HI TH ALL CRAFTS EXCEPT OtlE (CRAFT KHOll W).

THIS SPECIFIC CRAFT IS TOLD TO "HIT THE DOOR IF YOU DOtl'T LIKE IT".

CONSTRUCTION DEPARTtlEWT CONCERN.

CI HAS NO FURTHER IWFORtlATIOW. 187-00101 T50199 25<i-00201 T50026 t'1P 71601 tl HBH 1

W tl tl H

IH-85-187-001 2

HA tlA WA tlA tlP 71601 N HBtt 1

tl N

H H

IN-85-256-002 2

WA tlA WA HA QTC QTC MAtlAGEMEtlT UtlFAIRLY TREATS EMPLOYEES AtlD HAS HAD BAD RELATIOtlSHIP ESPECI

.ALLY llITH INSULATOR CRAFT.

MOPALE I S Dotltl.

CI HAS WO FURTHER IWFORMATI OH.

COtlSTRUCTIOW DEPT.

COtlCERtl.

LABORERS ARE BEING MISTREATED BY CRA FT SUPERVISIOtl.

C/I GAVE FOLLOllItlG EXAMPLES:

GENERAL FOREtlAtl (tlAME GIV EW) BIRD-DOGGItlG LABORERS.

THIS HAS BEEN OCCURRItlG SItlCE 1972.

LABORER S

TOLD TO DO OWE JOB BY FOREMEtlp GEtl ERAL FOREMAtt (NAME GIVEtl) TELLS CREll TO DO DIFFEREtlT JOB.

HHEH ASKED IIH ICH JOB TO DO GEtlERAL FOREMAtl DID tl0 GIVE LABORERS A STRAIGHT AtlStlER.

T HIS HAPPENS ALL THE TIME TO LABORER S. 269-00101 tlP 71601 W llBtl 1

tl tl W

H T50026 2 tlA tlA tlA HA QTC MOST PIPING FOREtlAtl, GEtlERAL FOREMAN AtlD SUPERItlTEHDEtlTS ARE FROtl LOCAL tt CI3.

THIS IS DISCRItlIWATORY.

UNIT S 182.

"85-293-02601 CO 11200 S llBH T50267 02 MP 71602 S HBtt Itl YWY 2 tlA SR HA SR 1WH tl W

2 tlA NA HA WA QTC A GROUP OF CRAFT ARE DOItlG EtlGItlEERI HG IIORKp E.G.

p DRAHItlG LOGIC.

DETAI LS KtlOlltl TO QTCp llITHHELD DUE TO COW FIDEtlTIALITY.

tlO FURTHER ItlFORtlATIO tl tlAY BE RELEASED.

COtlSTRUCTIOW DEP ARTMEtlT COtlCERW.

CI HAS tl0 FURTHER ItlFORI'lATIOtl ~

CONCERtlS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY tlUMBER.

F EREllCE ECPS132J-ECPS132C EQUEHCY REQUEST P - ISSS RHt1 EGORY:

tlP ttGT.

8 PERS.

ISSUES TEHtlESSEE LEY AUTHORITY OFFICE OF tlUCLEAR POllER Et'IPLOYEE COtlCERtl PROGRAt'I SYSTEM (ECPS)

EHPLOYEE CONCERN ItlFORNATION BY CATEGORY/SUBCATEGORY SUBCATEGORY: 716 FAVORITISH AWD DISCRIHIHATIOH AHOWG CRAFTS PAG 5

RUtl TItlE 10:04:39 RUtl DATE 03/10/87 OtlCERW HUtlBER CAT S

H SUB R PLT CAT D

LOC 1

REPORT APPL 2 SAF RELATED BF BL SQ tlB HISTORICAL COtlCERH REPORT ORIGIN CONCERN DESCRIPTIOH REF.

SECT IOtl I

CAT

" tlP SUBCAT 716 3~)3-00101 T50060 thP 71601 H WBtt 1

W N

H tl 2 tlA ttA tlA tlA QTC FALLING OBJECTS IH REACTOR BLDG UNIT 182.

THERE HAS APPAREtlTLY tl0 ACTIO H TAKEN.

THE COtlCERtlED ItlDIVIDUALtt AS INJURED IH 1982.

THE COtlCERtlED I tlDIVIDUAL SUGGESTED THE POSSIBILITYp THE FALLItlG OBJECTS HERE RELATED TO THE FACT LOCAL CRAFTS HERE ATTEtlPTI tlG TO "RUW OFF TRAVELERS". 371-00201 HP 71603 H llBH 1 tl tl tl tl T50223 2 tlA tlA HA HA 376-00<101 HP 71601 tl llBtl 1 tl H

tl tl T50015 2

HA HA tlA HA 381-00301 IH 60200 S

HBH 1

W H

N Y

-T50018 2 tlA WA tlA HO 02 HP 71601 S ttBtl 1

W N

tl H

2 ttA HA tlA HA QTC IROHllORKERS ARE GENERICALLY HARASSED llITH RESPECT TO JOB RULESp ttHILE OT HER CRAFT (PARTICULARLY STEAtlFITTERS

)

ARE tlOT.

ItlCIDEHTS HERE RELAYED R ELAYED REGARDItlG THE PROHIBITIOtl OF PLAYIWG HORSESHOES AtlD OF REMOVIHG S HIRTS DURING LUWCHp llHICH ALL OTHER CRAFTS EXCEPT STEAHFITTERS ARE FORCE D TO CotlPLY WITH.

RESULT IS A DECRE ASED It) DISCRItlItlATED CRAFT HORALE.

.QTC CI FEELS THAT THE LABOR UtlIOtl GRIEVA HCE PROCESS DOES HOT FUNCTION PROPER LY.

DETAILS Ktl01IW TO QTCp llITHHELD DUE TO COHFIDEHTIALITY.

HO FURTHER IWFORtlATIOtl ttAY BE RELEASED.

COtlSTR UCTIOtl DEPARTtlEHT COHCERtl.

CI HAS N

0 FURTHER IWFORt'lATIOH.

QTC ttAtlAGEHEHT'S OPEtl DISCRIHINATIOH AHO tlG CRAFTS.

(WAME AthD DISCRIHIttATED C RAFT KHOl<tt TO QTC)

COHCERIIS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY HUHBER.

..-1'REtlCE ECPS132J-ECPS132C

"=QUEHCY REQUEST ISSS - RllM EGORY:

thP thGT.

8 PERS.

ISSUES TEtlHESSEE LEY AUTHORITY

.OFFICE OF tlUCLEAR POllER EMPLOYEE CONCERN PROGRAl'1 SYSTEtl (ECPS)

EMPLOYEE COtfCERtf IHFORMATIOtl BY CATEGORY/SUBCATEGORY SUBCATEGORY t 716 FAVORITISM AtlD DISCRIMIHATIOtf At10HG CRAFTS PAG 6

RUtf TIME 10: 04: 39.

RUtf DATE " 03/10/'87 OHCERH tlUMBER CAT S

H SUB R PLT CAT D LOC 1

REPORT APPL 2 SAF RELATED BF BL SQ

'llB HISTORICAL CONCERN REPORT ORIGIN CONCERN DESCRIPTIOH REF.

SECTION CAT t1P SUBCAT - 716 "85-386-00201 T50101 MP 7.1601 N HBtl 1

H tl tl tl 2

WA HA tN tfA QTC SOME CRAFTS RECEIVE PREFEREtlTIAL TRE ATMEtlT OVER OTHERS.

EG:

MAtlAGER (Ktf Olltl) llILL STOP BY llHERE OtlE CRAFT (K WollN) IS HORKIWG AWD SOCIALIZE HITH THE llORKERS.

BUT llHEtl THIS thAWAGER PASSES AtfOTHER CRAFT'S llORKERS (Ktl011 N) llHO ARE HAITItlG FOR tlATERIAL HE ll ILL GIVE THEIR FOREMAtl A "CHEllItlG OU T" FOR HASTItlG TIthE.

ALSO p DESPITE PAST TVA POLICY OF SUPERVISORS WOT B

EFRIEWDItlG SUBORDItlATESp thAtlY PEOPLE NITHItf TVA GOT PROt10TED OR TRAtlSFER RED BECAUSE OF PERSONAL FRIEtfDSHIP R

ATHER THAN QUALIFICATIOtlS.

CI H 416-00101 MP 71601 H

1'lBH 1

H H

tl H

T50012 2 tfA NA WA tfA 643-00601 MP 71602 H

thBN 1

H H

H H

T50036 2

HA tN tfA HA IN-85"616-001 QTC QTC THERE IS A LARGE EXCESS OF STEAMFITT ER PERSONtlEL Otf llBHP SITE Itl RELATIO tf TO THE tlUt1BER OF SUPPORT CRAFT.

T VA IS CURRENTLY HIRItfG STEAtlFITTERSp AWD IW THE PROCESS OF LAYIWG OFF SU PPORT CRAFT.

CI ALLEGES THAT FAVORI TISM MUST EXIST BETHEEW COGNIZANT TV A MAWAGEMEtfT AHD THE LOCAL STEAMFITT ER UtlIOtl TO CAUSE THIS SITUATIOtl.

C OHCERW IS GEtlERIC Itf tfATUREp AtlD tlO WAt1ES OR OTHER SPECIFICS ARE AVAILAB LE thAHAGEt1EtlT OFTEtf ASKS A CRAFT TO ASS UME AtlOTHER CRAFTS RESPOtlSIBILITIES 453-00801 t1P 71602 W

MBW T50030 1 tl tf tl tf Itf-85-053-008 QTC 2

WA HA WA tfA CRAFT thEthBERS ARE REQUIRED TO HORK 0 UTSIDE THEIR CLASSIFICATIOtf 65<)-00701 MP 71602 W llBtf 1 Il tl tf H

T50037 2 tlA tN tfA HA 062-00201 MP 71601 tl lhBtf 1

tl tl tf W

T50020 2 tlA HA tN tfA IH-85-654-007 IH-85-662-002 QTC QTC CRAFT OFTEtl IS REQUIRED TO DO AHOTHE R CRAFT'S HORK CAUSItlG FRICTION At10H G CRAFTS.

UPPER MAHAGEthEtlT DISCR IthATES AMOtlG C RAFT (HAthES/DETAILS KWOlltf TO QTC)

COWCERlfS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY tlUthBER.

1

FEREtlCE ECPS132J-ECPS132C

."=QUEWCY REQUEST 0 - ISSS RHH EGORY~

HP 11GT.

8 PERS.

ISSUES TEtlWESSEE LEY AUTHORITY OFFICE OF tlUCLEAR POllER EMPLOYEE COtlCERN PROGRAt1 SYSTEtt (ECPS)

EHPLOYEE COtlCERtl INFORt1ATIOW BY CATEGORY/SUBCATEGORY SUBCATEGORY'16 GRIEVANCE PROCEDURE PAG 7

RUtl TINE 10:0<i:39.

RUtl DATE 03/10/87 SUB 3tlCERtl t<Ut1BER CAT CAT S

H R PLT D LOC 1

REPORT APPL 2

SAF RELATED BF BL SQ HB HISTORICAL CONCERN REPORT ORIGItl CONCERtl DESCRIPTIOtl REF.

SECTION t'AT t1P SUBCAT 716 "85-692-90801 HP 71603 N HBtl T50029 1

W N

tl tl 2 IlA tN tN tlA QTC SOHE GRIEVAtlCES FILES ARE RETURtlED A S

NO ACCEPTED-Et1PLOYEE DOE NOT HAVE RIGHT TO HAVE EACH GRIEVAtlCE FILED A ND EVALUATED.

(ttAt1ES/DETAILS KWOHtl TO QTC) 503-00201 T50032 504-00101

. T50063 518-00101 T50032 MP 71601 tl HBtl 1

W tl tl tl Itl-85-503-002 2 tlA WA tlA NA HP 71601 N HBN 1

tl tl N

N IN"85-506-001 2 tN tN tlA NA NP 71601 N HBN 1 tl W

W N

IN-85-518-001 2 tN NA tN tlA QTC QTC QTC FOREtlhtl'S SHACK ttOVED FROW JUST OUTS IDE BUILDItlG TO OTHER SIDE OF COOLItl G TOHERS TO KEEP CRAFTS (KWOHtl) AHAY FROt1 "BRASS ALLEY" AT QUITTIWG TItlE LABORERS ARE WOT EQUALLY TREATED It(

RESPECT TO OTHER CRAFTS'ELATIVE TO ENFORCE11EWT OF JOB AWD SAFETY RULES EXAt'1PLES CITED HERE l.

LABORERS ARE REQUIRED TO RETURtl TO CRAFT SHAG K

OW FRIDAYS HHILF OTHER CRAFTS ARE WOT.

2.

POllER AWD OTHER DIVISIOII PE RSOtltlEL ARE ALLOHED TO HEAR ATHELETI C

SHOESp AtlD tlOT HEAR SAFETY GLASSES Itl THE REACTOR BUILDIttGp HHILE LABO RERS AtlD OTHER CRAFTS ARE REQUIRED T 0

FOLLOH SAFETY RULES.

WO FURTHER D

ETAILS ARE AVAILABLE.

HAWAGEHENT DOES tlOT TREAT ALL CRAFTS EQUALLY.

(tlA11ES KWOHtl TO QTC)

"85"611-00101 ltP 71607 W HBN 1

W N

W W

T50058 2 tlA WA tlh NA

'8561<i 00301 HP 71603 tl HBN 1 tl W

N N

T5011<i 2

WA WA NA NA IW-85-611-001 IN"85-616-003 QTC QTC THE CARPEtlTERS DEPT TAKES RESPOWSIBI LITY FOR OTHER CRAFTS BUILDItlG SCAFF OLDS.

THIS OCCURS APPROX EVERY HEEK IN UNIT 2.

SAFETY INSPECTORS REJEC T THE STRUCTURE 8 CARPEtlTERS TAKE TH E BLAHE.

THE GRIEVAtlCE PROCESS IS ALLOHED TO DRAG OUT FOR A LOtlG TIt1E Itl HOPES TH AT Et1PLOYEES HILL LOSE PATIENCE OR T

HAT FIXED TINE LIMITS HILL BE EXCEED ED.

ERT HAS DETAILS.

FURTHER RELEA SE OF IWFORHATIOW HOULD Cot1PRONISE C

ONFIDEWTIALITY.

COtlCERWS ARE GROUPED BY FIRST 3

~ DIGITS OF SUBCATEGORY t<UHBER.

CQ

'1

~

FEREtlCE ECPS132 J-ECPS132C EQUEtlCY

- REQUEST P

ISSS RllH EGORY:

HP HGT.

8 PERS.

ISSUES T Etl W ES SEE LEY AUTHORITY OFFICE OF NUCLEAR POWER EtlPLOYEE COtlCERW PROGRAH SYSTEH (ECPS)

EWPLOYEE COtlCERtl IWFORHATIOW BY CATEGORY/SUBCATEGORY SUBCATEGORY'16 FAVORITISH AWD DISCRIthlttATION At'lOWG CRAFTS PAG

8 RUW TItlE 10: 06: 39, RU!l DATE - 03/10/87 S

H SUB R PLT OWCERN NUtlBER CAT CAT D LOC 1

REPORT APPL 2 SAF RELATED BF BL SQ l'lB HISTORICAL CONCERN REPORT ORIGIN CONCERtl DESCRIPT ION REF.

SECTIOtl CAT HP SUBCAT 716 632" 00201 HP 71601 W

13Bth T50242 1WW tl W

2 tlA WA tlA tlA QTC TVA CRAFT HAtlAGERS AtlD SUPERVISORS R

EPEATEDLY PASSED OVER EXPERIEtlCED Eth PLOYEE IW FAVOR OF LESS EXPERIEtlCED OR ItlEXPERIEWCED EMPLOYEES llHO HEPE tlEHBERS OF LOCAL UtlIOW RATHER THAN T RAVELERS FOR PROtlOTIOtl TO LEADERSHIP POSITIOtlS.

DETAILS KtlOH TO QTCp HI THHELD DUE TO COtlFIDEtlTIALITY. tl0 F

URTHER IHFORMATIOtl t1AY BE RELEASED.

CI HAS WO FURTHER ItlFORHATION.

COtl STRUCTIOW DEPARTHEWT CONCERN. 665-00101 t1P 71601 N HBN 1 tl W

tl tl T50 127 2 tlA NA tlA tlA 665-00201 tlP 71608 W llBtl 1

W W

W tl T50061 2 tlA tlA NA WA QTC QTC REtlOVAL OF HBWP JOB FRON LOCAL I3 JU RISDICTIOtl IW 1983 llAS CAUSED IW Atl ATTEt1PT TO "SQUELCH" REPORTIWG OF CR AFT EtlPLOYEE CONCERNS.

THIS IlAS ACC OHPLISHED BY CREATING THE POSITION 0

F JOB STEllARD AS At) ItlTERHEDIARY BET llEEtl EHPLOYEE/CRAFT STEHARD AtlD TVA tIAttAGEt1EtlT.

THE JOB STEllARD CAtl, At)

D OFTEN DOES REFUSE TO PROCESS ENPLO YEE COtlCERWS.

REASONS FOR tlOT PROCE SSIWG SELECTED CONCERNS ARE WOT PROV IDED TO CRAFT.

CONSTRUCTION DEPT.

C OWCERtl.

CI DECLItlED TO PROVIDE FURT HER ItlFORHATIOW.

CI UNABLE TO OBTAItlp FROt4 UWIOtl OR T

VAp REASOtlS llHY THE llBtlP PROJECT IIAS REtlOVED FROtl THE LOCAL 43 JURISDICT Iotl AtlD PLACED UNDER THE CONTROL OF THE IWTERtlATIOWAL.

JURISDICTIONAL T RAtlSFER OCCURRED It) 1983.

CI SPECIF ICALLY REQUESTED QTC TO PERFORH At) I tlVESTIGATIOW TO DETERHIttE THE REASOtl FOR THIS ACTIOtl.

tl0 FURTHER DETAIL S AVAILABLE.

I 669-00101 T50067 WP 71601 tl llBN 1

W tl tl tl IN-85"669-001 2 tlA NA tlA WA QTC LABORERS ARE WOT TREATED EQUALLY TO OTHER CRAFTSp I.E.p LABORERS HUST LE AVE FROI1 WORK SHACKp AtlD OTHER CRAFT S

ARE ALLOllED TO LEAVE FROH WORK ARE A.

COtlCERNS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY ttUHBER.

f

%)jP

0

F EREWCE ECPS132 J "ECPS132C EQUEWCY REQUEST P

ISSS RllN EGORY:

HP thGT.

& PERS.

ISSUES TEtltlESSEE LEY AUTHORITY OFFICE OF tlUCLEAR POllER EtlPLOYEE CONCERN PROGRAH SYSTEN (ECPS)

EtlPLOYEE COtlCERW IttFORNATIOtl BY CATEGORY/SUBCATEGORY SUBCATEGORY'16 HORK JURISDICTION AtlOWG CRAFTS PAG 9

RUN TINE 10: OA: 39 RUW DATE 03/10/87 OWCERN NUHBER CAT S

H SUB R PLT CAT D

LOC 1

REPORT APPL 2

SAF RELATED BF BL SQ llB HISTORICAL COWCERtl REPORT ORIGIN CONCERN DESCRIPTIOW REF.

SECT IOtl CAT tlP SUBCAT 716 693-00301 T50122 tlP 71602 S llBN 02 OP 30806 S HBll 1

W W

W W

2 ttA lLA tlA tlA I-85-669-HBtl QTC LABORERS It) THE t10DIFICATIOW AtlD FIE LD SERVICES DO CEHEtIT HASOW HORK IWC LUDIWG PATCHING REDHEADS POURIWG CO WCRETEp GROUTItlG BASEPLATES, AWD LAY IWG BLOCKS.

CI HAItlTAItlS THAT CENEtl T t1ASOttS GO THROUGH A 2 1/2 YEAR APP REtlTICESHIP AtlD tlUST HAVE 6 YEARS EX PERIEtlCE BEFORE HIRItlG IN AT llBtlP llH ILE THE LABORERS GET OWLY 20 tlItlUTES OF CLASSROOM TRAItlItlG.

CI FEELS TH IS PRACTICE IS UtlFAIR AtlD TO DATE TH E CEttEttT NASOtl UtlIOtl HAS FAILED TO C

ORRECT THE SITUATION.

ttANES OF PRItl CIPALS ARE KWOHW.

CI HAS WO ADD 695-00101 t1P 71601 N llBN 1

tl tl W

tl T50072 2 ttA tlA WA tlA QTC THIS IS AW "ItlTERtlATIOtlAL"JOB, BUT THE CHATTAtlOOGA LOCAL (it%3)

CONTROLS EVERYTHINGp AtlD LEAVES EVERYOtlE ELS E

OUT Itl THE COLD.

THE llEtl HHO BUIL T THE PLANT ARE PICKED AT AtlD GET RUtl OFFp WHILE THOSE OUT 'OF LOCAL 63 GET SIT DOHW JOBS IW AIR CotlDITIOWE D OFFICES. 7 06-0 0<) 01 T5006 c4 HP 71601 N tlBN

-85"733-00201 T50116 CO 10900 S

HBN 02 tlP 71602 S

HBtl 1

W W

W W

2 tlA NA tlA WA 1

tl tl W

Y 2

WA tlA NA SR 1 tl N

N tl 2

NA tlA tlA NA IN-85-706"000 QTC IN"85-733-002 QTC HAtlAGEttftlT DISCRIHItlATES AHOtlG CRAFT S.

CI HAS WO NORE DETAIL.

(DEPARTH ENTS KtlONW TO QTC)

THE NORK OF ItlSERTItlG CABLES It( PEtlE TRATIOW AREAS SHOULD BE DONE BY ELEC TRICIAtlS WOT BY INSULATORS BECAUSE I WSULATORS DON'T HAVE AtlY IDEA AS TO llHAT IS Itl THERE.

REMOVAL OF FOAN 0 R FIRE PROTECTION BARRIER BY IWSULAT ORS flIGHT SPOIL THE CABLES OR EtlERGI SE AtlD KILL SOtlEBODY.

PEWETRATIOtlS ARE ALL OVER THE PLAtlT.

UtlIT 1

& 2.

CI HAS tlO FURTHER ItlFORt1ATIOtt.

CO tlSTRUCTIOtl DEPT.

COWCERtl.

COtlCERWS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY WUNBER.

=EREtlCE ECPS132J-ECPS132C

QUEtlCY REQUEST 3

ISSS RI ill

":GORY: tlP t]GT.

8 PERS, ISSUES TENNESSEE LEY AUTHORITY OFFICE OF NUCLEAR POllER Et1PLOYEE COtlCERtl PROGRAtl SYSTEH (ECPS)

EMPLOYEE COtlCERW IttFORttATIOH BY CATEGORY/'SUBCATEGORY SUBCATEGORY'16 GRIEVANCE PROCEDURE PAG 10 RUtl TIt1E 10-0%.-39.

RUtl DATE - 03/10/87

)WCERW tlUHBER

- CAT S

ti SUB R PLT CAT D LOC 1

REPORT APPL 2 SAF RELATED BF BL SQ tlB HISTORICAL COtlCERtl REPORT ORIGIN COtlCERW DESCRIPTIOtl REF.

SECTION CAT HP SUBCAT 716 "85-738-00501 T50099 ttp 21603 W HBtt 1

H tl H

tl 2 tlA HA HA NA QTC FILED GRIEVAtlCE ttITHIW THE REQUIRED 10 DAY PERIOD-SUPERItlTEtlDEWT TURtlED IT D011W FOR UttTIHELY FILItlG.

(ttAttE S KtlOllH TO ERT) CI HAS WO FURTHER Itl FORMATION.

FOLLOH UP WOT REQUIRED. 700-00001 HP 71603 W HBtl 1 tl tl tl W

T50199 2 tlA tlA HA tlA 769-00301 HP 71601 W llBH 1 tl H

tl tl T50073 2

HA tlA tlA NA 769-00101 HP 71602 tl t'IBH 1

W H

tl H

T50077 2

HA HA WA HA 77ii-00301 tlP 71608 tl llBH 1

H H

W W

T50115 2 tlA HA tlA HA QTC QTC QTC QTC EHPLOYEE FILED GRIEVANCE AGAItlST TVA AHD IIOtlp BUT DID tlOT RECEIVE FULL R

ESTITUTIOtlp AWD TVA HAWAGERS llHO CA USED THE PROBLEH HERE WOT DISCIPLINE D AtlD CI FEELS THIS HAS UtlFAIR.

DET AILS Ktl0lltl-TO QTC>

llITHHELD TO t1AIWT AIH COWFIDEtlTIALITY.

CI DECLINED TO GIVE FURTHER IWFORNATIOW.

COWSTRUC TIOH DEPT.

COtlCERtl.

SUPERVISIOtl TREATS LABORERS UNFAIRLY THEY DEWY THEtl THE SAtlE "BREAKS" GIVEN TO OTHER CRAFTS SUCH AS TALK IWG TO OTHER HORKERS.

WO FURTHER DE TAILS AVAILABLE.

WO FOLLON-UP REQUI RED.

CRAFTS TOO SEtlSITIVE ABOUT OTHER CRA FTS DOItlG llORK Otl THE BORDERLINE BET llEEtl JURISDICTIONS (EG tlILLHRIGHTS I tlSTALL VALVE OPERATORS p BUT PIPEFITT ERS GET ttAD IF t1ILLHRIGHTS TURtl VALV E HAtlDLE.)

t1AHAGEttEttT DID tlOT IttFORH EMPLOYEES OF A LETTER FROH UA (UtlIOH) THAT STA TED TRAVELERS ARE HO LONGER TO BE CO HSI DERED TRAVELERS.

( tlAthES/DETAILS KHOlltl TO QTC AtlD RELEASE OF ItlFORttAT ION IlOULD J EOPARDIZE CI '

CONFIDEtlTI ALITY).

CONSTRUCTION DEPARTtlEWT CONC ERN.

FOLLOH UP REQUIRED.

COtlCERHS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY tlUHBER.

'. EREtlCE ECP S132 J-ECPS132C

-QUEtlCY REQUEST ISSS Rl<H

GORY:

t1P tlGT.

8 PERS.

ISSUES TEtltlESSEE LEY AUTHORITY OFFICE OF tlUCLEAR POllER EtlPLOYEE COHCERt3 PROGRAH SYSTEH (ECPS)

ENPLOYEE COHCERtl ItlFORttATIOtl BY CATEGORY/SUBCATEGORY SUBCATEGORY: 716 HORK JURISDICTION AttottG CRAFTS PAG ll RUtl Tlt1E - 10:04:39 RUtl DATE 03/10/87 S

tl SUB R PLT

)ttCERtl tlut<BER CAT CAT D LOC 1

REPORT APPL 2 SAF RELATED BF BL SQ HB HISTORICAL COtlCERH REPORT ORIGIN CONCERN DESCRIPTIOtl REF.

SECTIOtl t'AT HP SUBCAT - 716 821-00801 l1P 71602 tl llBtl T50198 1

H tl tl H

2 WA tlA HA tlA QTC TVA PURPOSELY ASSIGNS HORK OF OWE CR AFT TO AtlOTHER CRAFT HHEW THEY KtlOtlp BY COHTRACTp HHICH CRAFT IT BELOtlGS TO.

TVA JUST KEEPS THE BICKERING G OIHG OH BETHEEW CRAFTS.

(KWOHH) COtl STRUCTIOtl DEPT.

COtlCERW.

CI HAS tl0 ADDITIOtlAL IHFORHATIOH.

-85"S22-00201 ttP 71601 W HBtt 1

W H

W H

T50220 2 tlA HA tlA NA 822-00301 tlP 71601 N HBtt 1 tl tl tl tl T50220 2

HA WA HA HA 868-00<i01 NP 71603 H tlBN 1 tl W

tl tl T50157 2

WA NA NA tlA QTC IN-85-822-005 QTC QTC CRAFT ttAWAGEHEttT REFUSED TO ItlCREASE HAtkPOHER LEVEL UtlTIL UtlIOW AGREED T 0 ACCEPT tlAtlAGER'S BUDDY AS A t1EHBER DETAILS KtlOlltl TO QTC.

ttITHHELD DU E TO COWFIDEtlTIALITY.

CONSTRUCTION DEPT.

COtlCERtl.

CI DECLItlED TO PROVI DE AHY ADDITIONAL IWFORHATIOH.

HAttAGEHEttT SOLICITED COt'1PLAItlTS FROt1 CRAFT Et1PLOYEES IH 1985p BUT DID tl0 T RESOLVE COHPLAItlTS OR IHPLEHEttT ll0 RK RULES UttIFORtlLY At10tlG CRAFTS.

TO t1AKE THIS POItlT CLEARS CI STATED TH AT OtlLY LABOR DEPARTt1EWT PERSOWttEL H

AVE TO LEAVE THEIR llORK AREAS.

GO T

0 THEIR CRAFT SHACK AtlD THEW LEAVE F RON THERE TO BRASS SHACK AT QUITTItlG TItlE.

COWSTRUCTIOtl DEPT.

COtlCERW.

CI DECLINED TO PROVIDE ANY ADDITION AL IHFORHATIOW.

HAWAGEtlEtlT (KttOHtl) AL1'lAYS ALLOHS EtlP LOYEES TO "llItl"A GRIEVAtlCE IF IT IS A GRIEVANCE THEY DO tlOT 1'lAHT GOItlG TO YttOXVILLE.

COtlSTR.

DEPT.

COtlCERtl CI HAS HO SPECIFICS.

FOLLOtlUP NO T REQUIRED.

COtlCERtlS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY HUHBER.

P 0

EREtlCE ECPS132J-ECPSi32C

QUEWCY REQUEST ISSS Rtttt

-GORY:

t)P t'tGT.

& PERS.

ISSUES TENNESSEE LEY AUTHORITY OFFICE OF NUCLEAR POHER EtlPLOYEE CONCERtl PROGRAM SYSTEH (ECPS)

~

EHPLOYEE COtlCERtl IHFORttATIOH BY CATEGORY/SUBCATEGORY SUBCATEGORY> 716 COtlCERWS HITH ItlSUFFICIEtlT ItlFORt1ATIOH TO EVALUATE PAGE 12 RUtl TINE - 10:06.-39.

RUtl DATE 03/10/87

)tlCERH WUtlBER CAT S

fl SUB R PLT CAT D

LOC 1

REPORT APPL 2 SAF RELATED BF BL SQ llB HISTORICAL COtlCERN REPORT ORIGItl CONCERN DESCRIPTIOW REF.

SECTION f CAT tlP SUBCAT 716

-85"859-00301 T50087 HP 71608 tl HBt) 1 tl H

tl tl 2 tlA tlA HA HA QTC HAtlAGENEtlT ROUTItlELY DISREGARDS PROV ISIOHS OF TVA LABOR AGREEttEtlTS.

EXA tlPLE EXPRESSED HAS THAT EVEWItlG SHIF TS ARE llORKED HHEtt ttORK COULD JUST A

S EASILY BE PERFORHED DURItlG DAY SHI FT.

HAttAGEHEtlT ItlDIVIDUALS EXPRESS DISREGARD FOR AGREEthEttT PROVISIOHSp AtlD THE EFFECT THIS DISREGARD HAS OH EHPLOYEE tlORALE.

DETAILS KHOlltl TO HTCr ttITHELD DUE TO DOtlFIDEtlTIALITY.

-85"931-,00101 T50093 HP 71601 tl HBH 1

W H

H W

IN85931001 2 tlA HA HA HA QTC THE LABORER DEPARTttEHT IS UtlDER.STAF FED.

C/I HAS HO FURTHER IttFORt1ATIOH tlO FOLLOH UP REQUIRED. 109-00101 HP 71603 tl HBW 1 tl N

tl W

T502c49 2 ttA tlA tlA NA 266-01201 HP 71601 tl HBH 1

H tl tl H

T501<i2 2 tlA WA tlA WA

'86-277-00301 HP 71601 H l'lBH 1

W tt tl tl T50251 2

HA HA HA HA QTC QTC QTC SOtlE TVA SUPERVISORS HAVE WUtlEROUS G

RIEVAHCES FILED AGAItlST THEtl AtlD tlO CORRECTIVE ACTIOtl HAS BEEN TAKEN.

tl UCL EAR POt lER

( tlAHES/DETAILS KtlOtlW TO QTC AtlD RELEASE OF THIS ItlFORtlATIOH HOULD JEOPARDIZE CI'S COtlFIDEHTIALI TY.)

tlO FURTHER IWFORtlATIOH HAY BE RELEASED.

tlO ADDITIOtlAL IttFORt1ATION AVAILABLEIH FILE.

WO FOLLOH UP RE QUIRED.

t1AtlAGEHEHT (KWOlltl) TREATS SPECIFIC C

RAFT LIKE "DIRT" RATHER THAN AS A SK ILLED CRAFT HITH RESPECT.

(ttAHES/DE TAILS TO THE SPECIFIC CASE ARE KtlOlltl TO QTC AtlD llITHHELD TO HAItlTAItlCOtl FIDEltTIALITY).

NUCLEAR POHER COtlCER tl.

CI HAS WO FURTHER ItlFORtiATIOtl.

CRAFT ttAttAGEMENT IS tlOT FAIR Itl THEI R TREATthEttT OF FOREthEtl.

DETAILS KtlO lltl TO QTCp ttITHHELD TO HAIttTAItt CONF IDEtlTIALITY.

WO FURTHER ItlFORHATIOW MAY BE RELEASED.

COtlSTRUCTIOH DEPA RTtlEtlT COHCERtl.

COtlCERtlS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY HUHBER.

~s P

P

EREtlCE ECPS132 J-ECPS132C

QUEWCY REQUEST ISSS RHN

'GORY: tip HGT.

& PERS.

ISSUES TEtlWESSEE LEY AUTHORITY OFFICE OF NUCLEAR POllER ENPLOYEE COtlCERN PROGRAM SYSTEtl (ECPS)

EHPLOYEE COtlCERtl ItlFORtlATIOtt BY CATEGORY/SUBCATEGORY SUBCATEGORY 716 CONCERtlS HITH IWSUFFICIEtlT It<FORHATIOtl TO EVALUATE PAG

13 RUtl TINE IO:Oii:39, RUtl DATE 03/10/87

)tlCERtl WUHBER CAT S

H SUB R PLT CAT D LOC 1

REPORT APPL 2

SAF RELATED BF BL SQ HB HISTORICAL CONCERN REPORT ORIGIN CONCERN DESCRIPTIOtl REF.

SECTIOt>

CAT HP SUBCAT 716

-86"291-00201 T50167 NP 71608 W ttntt 1

W W

W W

2 WA tlA WA tlA QTC THE UNIONS ARE USED AS A TOOL TO ItlS ULATE TVA NAttAGEHEttT FROt1 THE EHPLOY EES THAT HAttAGEttEttT HAS llISTREATED.

tlUCLEAR POHER COtlCERtl.

CI HAS WO F

URTHER INFORHATIOtt.

tl0 FOLLONUP REQ UIRED. 302-00701 ttp 71601 W HBtt 1

W tl tl W

T50161 2

WA NA tlA NA

-85"002-00701 tlP 71601 W HBN 1

W tl tl N

T50158 2 tlA tlA WA WA 028-00101 tlP 71606 W llBW 1 tl tl W

N T50256 2 tlA tlA WA WA 069-00101 HP 71503 S

l<BW 1

tl tl W

N T50257 2

WA NA tlA WA 02 tlP 71605 S

l'lBN 1

W W

W tl 2

WA WA tlA NA IN-86-302"007 QTC QTC QTC QTC CRAFT (KtlONtl) IS SHOHtl FAVORITISM OV ER ANOTHER CRAFT (KttOt<W).

tlO SPECIF ICS KttOHW.

CONSTRUCTION DEPT CollCER tl.

CI HAS tl0 FURTHER ItlFORtlATIOW.

tlO FOLl.OllUP REQUIRED.

BETllEEtl LATE 81 AtlD EARLY 82'HOP S

TEttARDS At/9 "LOCAL" FOREflEW (llAHES K NOlltl) llERE VERBALLY HARASSING CRAFT "TRAVELERS" IW AW ATTEtlPT TO GET THE TRAVELERS TO QUIT.

THE VERBEL BADG'RItlG HAS DOtlE OFF SITE, VIA TELEPMO tlE OR IW BARS.

THE ALLEGED ItlTEtlT 0 F THE HARASSHENT HAS TO GET TRAVELER S

TO QUIT SO LOCALS OR NORE LOCALS C OULD BE HIRED.

THIS COWCERtl IS GENE RIC AtlD THE CI HAS tlO SPECIFIC IWFOR tlATIOtl.

NO FOLLOllUP REQUIRED.

GEtlERAL FOREtlAW AWD PIPE FITTERS SUP ERINTEtlDEtlTS ARE tlOT ALLOllED TO SIGtl STATEHEWTS UNLESS IT PASSES THROUGH THE CtlA APPROVAL SYSTEH.

tlO FURTHE R DETAILS AVAILABLE.

WO FURTHER IWF ORHATIOW IW THE FILE.

tl0 FOLLOW-UP REQUIRED.

CI QUESTIONS THE ACCURATE CLOSItlG OF A COWCERtl BY TVA llHEtl THE COtlCERW A

DDRESSED TVA POLICY.

(ttAttES/DETAILS TO THE SPECIFIC CASE ARE KtlOllW TO Q

TC AtlD l'lITHHELD TO l'1AIWTAIW COWFIDEtl TIALITY).

ttO FURTHER ItiFORHATIOW HA Y BE RELEASED.

COWCERtlS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY tlUMBER.

~,

".EREt/CE ECPS132J-ECPS132C

.QUEtlCY

- REQUEST ISSS RllM

=GORY: tlP tlGT. 8 PERS.

ISSUES TEWtlESSEE EY AUTHORITY OFFICE OF tlUCLEAR POllER EMPLOYEE COWCERtl PROGRAM SYSTEtt (ECPS)

EMPLOYEE COtlCERN ItlFORMATIOtl BY CATEGORY/'SUBCATEGORY SUBCATEGORY> 716 COtlCERWS llITH IWSUFFICIEtlT IWFORMATIOtl TO EVALUATE PAG RUW TItlE - 10:04:39 RUtl DATE -

03/10/87'ttCERtt tlUMBER CAT SUB CAT S

H R PLT D LOC 1

REPORT APPL 2 SAF RELATED BF BL SQ WB HISTORICAL COtlCERtl REPORT ORIGIN CONCERN DESCRIPTIOW REF.

SECTIOtl CAT t1P SUBCAT 716 i"86-005-00901 T50260 tlP 71608 W SQtl 1

W tl W

tl 2 tlA tlA NA NA QTC TVA OlltlS SOME OF THE UtlIOtlS AttDp THE

REFORE, THE UtlIOtlS DO tlOTHIllG FOR TH EIR MEMBERS EXCEPT TAKE THEIR DUES.

NUCLEAR POllER COtlCERtl.

CI HAS tlO F

URTHER ItlFORtlATIOtl.

~-86-001-00901 MP 71601 W t'tBtt 1

W W

W N

T5023<i 2

WA WA WA NA P-86-013-00501 t1P 71603 tl WBtt 1

W tl W

tl T502~i0 2 tlA WA tlA NA "85-007-00201 MP 71601 N HBN 1

W W

W W

T500 <i6 2 tlA tlA tlA NA "85-03ii-00301 t P 71601 tl llBN 1

tl W

N W

T50086 2

NA ttA tlA tlA QTC QTC HI"85-007-002 QTC QTC SPECIFIC SUPERVISORS ARE ILLEGALLYI tlTERFERItlG Itl UtlIOtl BUSINESS.

(NAME S/DETAILS KWOHW TO QTC AWD HITHHELD TO MAItlTAIWCOWFIDEttTIALITY.)

tl0 FU RTHER ItlFORtlATIOtl tlAY BE RELEASED.

NUCLEAR POllER COtlCERW.

CI HAS WO FU RTHER ItlFORMATION.

tl0 FOLLOll UP REQ UIRED.

THE MERIT SYSTEM BOARD DOES NOT ASSI ST EMPLOYEES IN THE PROPER llAY TO SU BMIT A GRIEVAtlCE AttD HILL REJECT THE GRIEVAtlCE BASED ON THE FACT IT HAS tlOT BEEtl COtlPLETED AtlD/OR PROCESSED PROPERLY.

COtlSTRUCTION DEPARTt1ft{T C OWCERW.

CI HAS WO FURTHER IWFORt'IATI ON.

THERE IS A SIGtlIFICAWT EXCESS OF STE AtlFITTER CRAFT It( RELATIOtl TO THE WU tlBER OF SUPPORT CRAFT.

SUPPORT CRAF

, T ARE BEItlG LAID OFF AtlD tlORE STEAtlF ITTERS ARE BEItlG HIRED.

CI STATED T HAT THIS IS A RESULT OF MOST TVA COtl STRUCTIOW MAWAGEMEtlT HAVING CAtlE FRO M THE STEAttFITTER CRAFT.

tlO FURTHER DETAILS AVAILABLE.

PREFEREtlCE GIVEN TO ELECTRICIAlls FRO M CHATTANOOGA LOCAL 175 OVER TRAVEL CARD ELECTRICIAtlS FROM OTHER LOCALS.

CI CITES EXAtlPLE IlHERE ELECTRICAL FOREthAtt (WAtlE KWOllW) tlADE STATEMEtlT THAT LOCAL PEOPLE SHOULD HAVE THE J OBS AtlD OUT OF TOlltl PEOPLE SHOULD LE AVE." THIS OCCURRED DURItlG DECEMBER 1982.

ADDITIOtlAL IWFORtlATIOW It) FIL E ~

COWCERtlS ARI GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY tlUtlBER.

l

'EREtlCE ECPS132J-ECPS132C

QUEtlCY

- REQUEST ISSS RI<II

GORY:

NP NGT.

8 PERS.

ISSUES TEtltlESSEE LEY AUTHORITY OFFICE OF tlUCLEAR POllER.

EtlPLOYEE COtlCERH PROGRAN SYSTEM (ECPS)

ENPLOYEE CONCERN IHFORNATIOtk BY CATEGORY/SUBCATEGORY SUBCATEGORY: 716 GRIEVANCE PROCEDURE PAG

15 RUtl TItlE - 10: 09: 39, RUtl DATE - 03/10/87

)tlCERtl IIUNBER CAT S

H SUB R PLT CAT D LOC 1

REPORT APPL 2 SAF RELATED BF BL SQ NB HISTORICAL COtlCERtl REPORT ORIGIN CONCERN DESCRIPTIOW REF.

SECTIOtl CAT t1P SUBCAT - 716 09<i-00201 NP 71603 H NBtl T50250 lN tl WH 2

HA HA tlA HA QTC CI APPEARED BEFORE GRIEVANCE BOARD R EGARDIHG IIORK SUSPEtlSIOII.

tl0 COtlSIDE RATIOtl 1'IAS GIVEtl FOR CAUSE OF VIOLAT XOH.

DETAILS KWOIIW TO QTC, IIITHHELD TO NAIWTAIIICOWFIDEtlTIALITY.

tlO FU RTHER IWFORNATIOW t1AY BE RELEASED.

COtlSTRUCTIOtl DEPARTNEtlT COtlCERW.

tl0 FOLLON UP REQUIRED.

-85 "066-01901 NP 71608 tl l<BII 1

W tl tl W

T50265 2

WA WA HA HA 054-00701 NP 71601 tl NBH 1 tl tl tl tl T50239 2 tlA WA tlA HA "85-062-00101 NP 71603 W IlBN 1 tl H

H N

T50152 2 tlA tlA tlA NA

-85"100-02901.

NP 71601 H NBN 1

W W

W W

T50212 2

WA HA IIA tlA 74 CONCERHS FOR CATEGORY NP SUBCATEGORY,716 QTC QTC QTC HI"85-100-029 QTC CI IIAS ItlFORtIED BY IthNEDIATE SUPERVI SOR (N-3)

TO EXPECT SOtIE TYPE OF RET RIBUTIOW AIID/OR HARASSIIEtlT FRON CI'S UtlIT SUPERVISOR (N-5)

AS A RESULT 0

F CI FILItlG GRIEVAtlCES.

ADDITIONAL DETAILS KHONtl TO QTCp HITHHELD DUE T 0 CO)IFIDEWTIALITY.

WO FURTHER ItlFOR NATIOtl NAY BE RELEASED.

tlUCLEAR POI'I ER DEPARTNEtlT COtlCERW.

NAtlAGEtlEtlT (IIAI)ES KIIOIIII) LOOKS DOHtl UPOtl LABORERS AWD THEIR MOPALE IS LO II.

Itl TVA LABORERS HAVE THE DIRTIES T JOB AWD ARE DISCRINItlATED AGAINST It) THE NATTER OF TAKItlG BREAKS AIID Q UITTIWG TIt1E OBSERVATION, ETC.

CI H

AS WO FURTHER IIIFORIPATIOW.

tlUCLEAR POIIER DEPARTNEWT COtlCERtl.

WO FOLLOII UP REQUIRED.

CI EXPRESSED THAT DELAYS OCCUR It( TH E

PROCESXWG OF ENPLOYEE GRIEVANCES D

UE TO RESPONSIBLE PERSONNEL IGWORIIIG THE DINE LIt1ITATIOWS SET FORTH Itl T HE ARTICLES Of AGREEtIEWT (ORAtlGE BOO K FOR AtltlUAL SALARIED El'IPLOYEES).

C OHSTR.

DEPT.

COtlCERtl.

CI HAS HO FUR THER IWFORNATIOtl.

tl0 FOLLOHUP REQUI

RED, TOO t1AHY CRAFTS AtlD OTHERS Otl SITE.

CI HAS WO FURTHER IIIFORI1ATIOII.

AHO HYIPOUS'OHCERW VIA LETTER.

COtlCERtlS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY HUNBER.

k C'

ATTACHMENT B Labor Relations List of Concerns by Issue This Subcategory Report (71600) addresses eight issues raised by 74 concerns.

71601 - Favoritism and Discrimination Amon Crafts EX-85-052-004 EX-85-101-002 EX-85-110-003 EX-85-132-005 EX-85-137-001 EX-85-153-003 IN-85-116-003 IN-85-116-005 IN-85-180-001 IN-85-181-010 IN-85-187-001 IN-85-254-002 IN-85-269-001 IN-85-343-001 IN-85-374-004 IN-85-381-003 IN-85-384-002 IN-85-416-001 IN-85-462-002 IN-85-503-002 IN-85-504-001 IN-85-518-001 IN-85-632-002 IN-85-645-001 IN-85-669-001 IN-85-695-001 IN-85-706-004 IN-85-749-003 IN-85-822-002 IN-85-822-003 IN-85-931-001 IN-86-246-012 IN-86-277-003 IN-86-302-007 PH-85-002-007 WBP-86-001-009 WI-85-007-002 WI-85-034-003 WI-85-054-007 WI-85-100-029 71602 - Work Jurisdiction Amon Crafts EX-85-170-001 EX-85-188-002 IN-85-172-001 IN-85-172-004 IN-85-293-026 IN-85-443-006 IN-85-453-008 IN-85-454-007 IN-85-693-003 IN-85-733-002 IN-85-769-001

'N-85-821-008 71603 Grievance Process EX-85-193-003 IN-85-371-002 IN-85-492-008 IN-SS-614-003 IN-85-738-005 IN-85-740-004 IN-85-848-004 IN-86-109-001 WBP-86-013-005 WI-85-044-002 WI-85-062-001 71604 Trainin Job Stewards on Fire Watch EX-85-166-001

ATTACHMENT B (continued) 71605 Ob'ectivit of Concern Processin PH-85-049-001 71606 - Si nature Authorit of Su ervisors PH-85-028-001 71607 Car enters Blamed for Unsafe Scaffolds IN-85-611-001 71608 - Concerns with Insufficient Information to Evaluate IN-85-127-007 IN-85-645-002 IN-85-774-003 IN-85-859-003 IN-86-291-002 SQP-86-005-009 WI-85-046-019

t'