ML18033A625
| ML18033A625 | |
| Person / Time | |
|---|---|
| Site: | Browns Ferry  |
| Issue date: | 01/06/1988 |
| From: | Russell J TENNESSEE VALLEY AUTHORITY |
| To: | |
| Shared Package | |
| ML082340470 | List:
|
| References | |
| 70500, 70500-V07-R04, 70500-V7-R4, NUDOCS 8902160342 | |
| Download: ML18033A625 (80) | |
Text
b EMPLOYEE CONCERNS SPECIAL PROG VOLTE 7 hhQVAGEMENT AM3 PERSONAL CATEGORY SUBCATEGORY REPORT 70S00 EQUAL EMPLOYhLENT OPPORTUNITY UPDATED TVA NUCLEAR POWER
4 1[
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70500 REPORT TYPE:
Management and Personnel Subcategory REVISION NUMBER:
4 TITLE:
Equal Employment Opportunity PAGE l OF 44 REASON FOR REVISION:
Deletion of one concern transferred to I & H Category PREPARED BY:
PREPARATION SIGNATURE DAT P7 PEER:
SIGNATURE REVIEWS DATE SIGNATURE D TE TAS:
SIGN TURE D TE CONCURRENCES SIGNATURE DATE CEG-H:
SRP:
SIGNATUR C)D'FE 7 s
DATE 2200T CSP MANAGER I-6. BB DATE N/A MANAGER OF NUCLEAR POWER CONCURRENCE (FINAL REPORT ONLY)
DATE
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70500 FRONT MATTER REV:
3 PAGE i OF viii Preface This subcategory report is one of a series of reports prepared for the Employee Concerns Special Program (ECSPf 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.
Additionally, at the end of each subcategory report will be a Subcategory Summary Table that includes the concern numbers; identifies other subcategories that share a concern; designates nuclear safety-related, safety significant, or non-safety related concerns; designates generic applicability; and briefly states each concern.
Either the Subcategory Summary Table or another attachment or a combination of the two will enable the reader to find the report section or sections in which the issue raised by the concern is evaluated.
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70500 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 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 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:
70500 FRONT MATTER REV:
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.
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 forrnal, written description of a circumstance or circumstances that an employee thinks unsafe, unjust, inefficient or inappropriate; usually do'cumented on a K-form or a form equivalent to the K-form.
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70500 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' 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.g.,
- generic, specific, nuclear safety-related, unreviewed safety-significant question).
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70500 FRONT MATTER REV:
2 PAGE v OF viii Acronyms AI AISC ANSI ASTM AWS BLN CAQ CAR CATD CCTS CEG-H CFR CI Administrative Instruction American Institute of Steel Construction As Low As Reasonably Achievable American Nuclear Society
'merican 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 Certified Material Test Report COC DCR DNC Certificate of Conformance/Compliance Design Change Request Division of Nuclear Construction
<see also NU CON)
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NlJMBER:
70500 FRONT MATTER REV:
2 PAGE vi OF viii DNE DNQA Division of Nuclear Engineering Division of Nuclear Quality Assurance
, DNT Division of Nuclear Training DOE DPO DR ECN ECP ECP-SR ECSP ECTG EEOC EMRT EN DES ERT FCR FSAR GET HCI 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 HVAC Heating, Ventilating, Air Conditioning Installation Instruction INPO IRN Institute of Nuclear Power Operations Inspection Rejection Notice
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70500 FRONT MATTER REV; 2
PAGE vii OF viii L/R MRAI MI MSPB NCR NDE NPP NPS NQAM NRC NSB NSRS NU CON NUMARC OSHA ONP OWCP PHR PT QA QAP QC Labor Relations Staff Modifications and Additions Instruction Maintenance Instruction Merit Systems Protection Board Magnetic Particle Testing Nonconforming Condition Report Nondestructive Examination Nuclear Performance Plan Non-plant Specific or Nuclear Procedures System Nuclear Quality Assurance Manual Nuclear Regulatory Commission Nuclear Services Branch Nuclear Safety Review Staff Division of Nuclear Construction (obsolete abbreviation, see DNC)
Nuclear Utility Management and Resources Committee Occupational Safety and Health Administration (or Act)
Office of Nuclear Power'ffice of Workers Compensation Program Personal History Record Liquid Penetrant Testing Quality Assurance Quality Assurance Procedures Quality Control QCI Quality Control Instruction
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70500 FRONT MATTER REV:
2 PAGE viii OF viii QCP QTC RIF Quality Control Procedure Quality Technology Company Reduction in Force RT Radiographic Testing SQN Sequoyah Nucl'ear Plant SI Surveillance Instruction SOP Standard Operating Procedure SRP Senior Review Panel SWEC Stone and Webster Engineering Corporation TAS Technical Assistance Staff TSL Trades and Labor TVA Tennessee Valley Authority TVTLC Tennessee Valley Trades and Labor Council UT Ultrasonic Testing VT Visual Testing WBECSP Watts Bar Employee Concern Special Program WBN Watts Bar Nuclear Plant WR WP Work Request or Work Rules Workplans
EQUAL EMPLOYMENT OPPORTUNITY Subcategory Report 70500 Executive Summary This subcategory includes 83 employee concerns which raised 16 issues.
The general areas of concern are pay and promotion, accommodation of handicapped workers, discriminatory environment, and the Equal Employment Opportunity Complaint System.
The major findings were that:
Corrective action was needed to ensure more effective management oversight of evaluations for pay increases and of foreman selections and to ensure a management evaluation of the reasons for the under-representation of women in higher paying job classifications.
Corrective action was needed to define line management's role in improving the effectiveness of the Affirmative Action Program and to clarify the responsibilities of supervisors for the accommodation of injured employees.
The major unresolved problem in this subcategory is the need for a more effective Affirmative Action Program.
ONP senior management recognizes that EEO affirmative action vill only be effective when each manager is assigned clear, realistic responsibility and held accountable for meeting that responsibility.
A new Affirmative Action Program Plan was approved on September 30, 1986.
The goals established by this plan will be clearly communicated to line managers and incorporated into their Management Appraisal System objectives.
The performance of managers in meeting the goals will be monitored on a quarterly basis.
I 3947T Page 1 of 1
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70500 REVISION NUMBER:
4 PAGE 2
OF 44 1.0 CHARACTERIZATION OF ISSUES The concerns in the Equal Employment Opportunity (EEO) Subcategory run the gamut from complaints about harassment of women, minorities, and handicapped individuals to a few charges of "reverse" discrimination from employees who feel too much is being done to favor minorities and women.
In general, the sentiments expressed can be characterized as dissatisfaction with TVA's efforts to achieve equal opportunity.
The concerns are relatively evenly divided between specific allegations of discrimination experienced or observed by concerned individuals (CIs) and general charges of discriminatory policies or practices.
The subcategory consists of 82 concerns, 3 of which originated at sites other than Watts Bar Nuclear Plant (WBN).
The concerns are divided fairly evenly on the bases of race,
- gender, and handicapped status and cover a wide range of emplopnent and work environment
- issues, Many, if not all, of the issues expressed in these concerns have generic applicability to the other nuclear plant sites and to TVA as a whole.
The 16 issues in this subcategory are classified under four elements:
(1)
Pay and Promotion 70501 70502 70503 70504 70505 Minorities receive lower pay increases Veteran not promoted in 11 years Promotions are based on religion Not enough minority and female foremen Male/female pay rates not equal (2)
Accommodation of Handicapped Workers 70506 Work restrictions are not respected 70507 Disabled veterans are treated unfairly 70508 Permanently disabled employees not accommodated (3)
Discriminatory Environment 70509 Affirmative Action not enforced 70510 Reverse discrimination is practiced 70511 Racial discrimination is practiced 70512 Male/female privacy is inadequate 70513 Age discrimination is practiced (4)
Equal Employment Opportunity Complaint System 70514 Complaint processing is slow 70515 EEO Staff is not independent 70516 EEO Staff is not responsive
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70500 REVISION NUMBER:
4 PAGE 3
OF 44 e
To locate the issue in which a particular concern is evaluated, consult the following attachments.
Attachment A, Subcategory Summary Table Attachment B, List of Concern Numbers 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.
2.0
SUMMARY
2.1 Characterization of Issues This subc'ategory evaluates 16 issues in the following four elements affecting equal employment opportunity.
The elements are:
(1)
Pay and Promotion (2)
Accommodation of Handicapped Workers (3)
Discriminatory Environment (4)
The Equal Opportunity Complaint System 2.2 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.
Employees,
- managers, personnel professionals, and EEO experts were interviewed for their insights into the issues contained in the four elements.
The Equal Opportunity Staff provided labor market and workforce statistics and analyses of relevant equal opportunity discrimination, complaint and counseling
- data, Civil rights laws, executive orders, and Federal EEO guidelines were reviewed along with TVA Office of Nuclear Power (ONP) policies on EEO to identify requirements and ONP criteria for each issue.
2.3
~Findin 8
The issues were examined against the established requirements and criteria.
The following were the major findings:
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70500 REVISION NUMBER:
4 PAGE 4
OF 44 Pay and Promotion On average, white males who work for TVA are better paid than black males; both male groups are better paid than women who work for TVA.
The structure of ONP's workforce makes a balance of the sexes or races difficult to achieve because the occupations crucial to ONP themselves lack balanced representation.
Apprenticeship training programs which had recruited minorities and women were eliminated because ONP's workforce was being drastically reduced during the period of these concerns.
On the other hand, because of promotion actions at the WBN construction
- site, the percentage of minorities and women who are foremen is higher than the percentage of the overall workforce.
Corrective action is needed to ensure more effective management oversight of evaluations for pay increases and for foreman selection.
Corrective action is also needed to address the under-representation of women in the higher paying job classifications.
Accommodation Because TVA follows Federal guidelines, ONP has a large percentage of veterans on its workforce.
- However, the percentage of disabled veterans is less than half the Federal government average for such employees.
The addition of a Veteran's Affairs Coordinator should improve ONPs ability to accommodate disabled veterans.
TVA has been praised in recent Federal government reports for its efforts in rehabilitating injured employees and (where possible) returning them to appropriate work.
Corrective action is needed to remind supervisors of their responsibilities in accommodating injured employees and to see that those responsibilities are carried out (See the Management and Personnel subcategory report 71300, Medical Programs, for further treatment of worker compensation and medical constraints,)
Discriminatory Environment ONP (like TVA as a whole) has under-representation of "protected classes."
This is particularly true in management, technical, and craft positions.
These occupations are dominated by white
- males, making recruitment of minorities difficult.
- However, a
review of TVA's regulations reveals a significant effort has been made to see that they ensure equal opportunity.
Still, labor union hiring practices and TVA's major reductions in its nuclear program workforce during the period of these concerns hindered the efforts to achieve a balance of races and sexes.
Corrective action needs to be taken to more clearly define line management's role in making affirmative action work.
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70500 REVISION NUMBER:
4 PAGE 5
OF 44 D.
The Equal Opportunity Complaint System As of 1986, the Equal Employment Opportunity Complaint System's average resolution time for a complaint was 496 days.
Federal regulations call for resolution of a complaint within 180 days.
However, Federal agencies seldom meet this time limit.
- Indeed, in a 1983 EEO Commission Report, TVA ranked fifth out of 21 major Federal agencies in low resolution time for EEO complaints.
Some of the delay is caused by factors in the complaint process that are beyond TVA's control.
Recent changes to speed up the process have been made in that part of the complaint system under TVA's control.
2.4 Collective Si nificance The major unresolved problem in this subcategory, the need for a more effective Affirmative Action Program, cannot be solved until line management responsibility is clearly defined, Keeping in mind the makeup of ONP's workforce and the projected changes in the size of that workforce, ONP line managers need to be given realistic affirmative action responsibilities'EO affirmative action is only effective when each manager is assigned clear, realistic responsibility and held accountable for meeting it.
2.5 Cause Greater effectiveness of the ONP Affirmative Action Program was hindered by a shrinking workforce, by the need for personnel from occupations over-represented by white males, and by the union seniority system which makes hiring and retaining for workforce balance difficult. Affirmative action also suffered from the lack of clear definition of line management's responsibility for the effectiveness of the program.
2.6 Corrective Action ONP's affirmative action goals as established in the Affirmative Action Program Plan approved on September-30, 1986, will be clearly communicated to line managers and incorporated into their Management Appraisal System objectives.
Their performance in meeting the goals will be monitored on a quarterly basis.
Recruitment efforts will be enhanced and current employees will be offered opportunities of financial support for continuing education and on-the-job training at higher level positions.
Additional resources in the Division of Nuclear Personnel will monitor and provide support to line managers in achieving affirmative action goals.
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70500 REVISION NUMBER:
4 PAGE 6
OF OI 3.0 EVALUATION PROCESS The evaluation was conducted according to the Employee Concerns Task Group (ECTG) Evaluation Plan and the Management and Personnel Evaluation Plan.
The case files were reviewed.
Source documents were researched in the effort to identify the requirements and criteria that governed each issue.
To ensure that all EEO-related concerns were fully represented in this evaluation, the Employee Concern Program System List of Concerns by Category and Subcategory was reviewed to identify concerns that had EEO implications.
Fifty-one concerns were identified and added to the concerns originally included in this study.
The concerns were subdivided into elements that identify the situations and practices employees are concerned about rather than into the class groups (such as women, minorities, handicapped).
This grouping facilitates both evaluation and, hopefully, the development of necessary corrective action by the appropriate organizations.
Then the elements were further subdivided into issues.
3.1 Interviews with Mana ers and Em lo ees Fifty-six managers and employees were interviewed to obtain information on policies and procedures, to gather data on workforce demographics, and to learn about their experiences in EEO-related matters.
Individuals interviewed included 16 line managers, 9 personnel officers, 10 employees and employee representatives, and 8 Equal Opportunity Staff members.
In addition, 13 of the concerned individuals were interviewed at length by the evaluator of this subcategory under confidentiality releases obtained by Quality Technology Company (QTC).
3.2 Com arison of TVA WorkForce with Civilian Labor Force Workforce demographic data were collected from several
- sources, including, "Annual Affirmative Action Accomplishment Reports" for WBN, "TVA Number of Employees by Organization" (compiled by Information Management Systems (IMS) Branch, Division of Personnel),
Office of Construction (now ONP)
"Employee Force Reports, TVA On Board Status
- Reports, Representation by Schedule and Level Reports" (compiled by the Equal Opportunity Staff),
and specific information collected by the evaluator from affected organizations.
Civilian Labor Force comparative data were taken from the Equal Employment
'pportunity Commission (EEOC)
Mana ement Directive 707.
Percentage under-or-over-representation for each schedule and grade for TVA occupations are included in the "Representation by Schedule and
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70500 REVISION NUMBER:
4 PAGE 7
OF 44 Level Reports by TVA Organization."
This information is being used for the first time in the affirmative action planning process this fiscal year.
Additional comparisons are made using information included in several government publications such as the Annual Re ort on the Em lo ent of Minorities Women and Handica ed Handica ed Individuals in the Federal Government reports by the KEOGH'.3 Review of Discrimination Com laint Activit The Equal Opportunity Staff (EOS) maintains a data base on the issues and subjects that employees (and applicants) contact EOS counselors about and on the formal complaints of discrimination that are filed, Data on complaint activity were collected and compared for Division of Nuclear Construction (DNC), all of ONP (excluding Construction),
WBN (including both the DNC workforce and the ONP permanent plant personnel) and TVA-wide.
Of course, statistics on counseling contacts and complaints filed cannot be used as proof of discrimination.
They are useful as a data point from which to judge the extent of employee perceptions of discrimination.
3.4 Review of Reference Materials and Files A literature search was conducted to obtain statistical information and expert opinion on the issues and elements raised in the employee concerns.
Complaint files and correspondence were reviewed to ascertain the history and general environment that may have influenced the employee concerns expressed, 3.5 Re uirements and Criteria The determination of discrimination and the standards governing affirmative action goals are mandated by Federal law, Executive
- Orders, and guidelines of oversight agencies.
Comparative information on the relative standing of Federal agencies in achieving. equal employment opportunity is available in reports published by oversight agencies, such as the
- EEOC, and by nonprofit agencies serving protected
- groups, such as the National Urban League.
The goals of government agencies sometimes can be attained only if programmatic activities are compatible with proposed actions.
In a retrenchment
- period, such as the one TVA's nuclear program was going though during the timeframe of these
- concerns, not losing ground can be a great victory.
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70500 REVISION NUMBER:
a PAGE 8
OF aa a.o FINDINGs Concerns about similar issues were grouped to facilitate investigation.
The findings are presented in subsections under five main headings:
Intimidation and Harassment, Pay and Promotion, Accommodation, Discriminatory Environment, and Equal Employment Opportunity Complaint System.
Subheadings addressing specific issues within the main headings contain generic investigative results for the issues as well as any available specific investigations of individual concerns.
4.3.
Pa and Promotion Issues
~Back round Section 703 of Title VII of the Civil Rights Act of 1964, as
- amended, states that "j.t shall be an unlawful employment practice for an employer to discriminate against any individual with respect to his compensation...
because of such individual's race,
- color, religion, sex, or national origin."
Review of the two interrelated issues of pay rates and promotional opportunity account for significant activity in the EEO discrimination complaint system:
Pa and Promotion Counselin Contacts Fiscal ear TVA-wide DNC ONP WBN 1982 1983 1984 1985 70 87 96 87 32 13 23 12 ll 9
16 10 9
5 15 4
Pa and Promotion Com laints DNC ONP WBN 1982 1983 1984 1985 28 18 19 19 1
2 6
3 7
1 3
1 Data from the EOS's 1983 report, Status of Minorities and Women in TVA:
h Ten-Year Stud (1972-1982),
updated for 1983-85, reveal some basis for concern by minority and female employees, as the following table on average salaries indicates:
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70500 REVISION NUMBER:
4 PAGE 9 OF 44 Avera e Salaries TVA-Wide in Thousands of Dollars 1976-1985 Year Women Men Nonminorit Women Men 1976 10.8 1977 11.2
'1978 11.9 1979 13.3 1980 14,7 1981 15.6 1982 16.2 1983 16.9 1984 18.6 1985 19.4 12.9 13.7 14.8 16.3 18..4 20.0 21,6 23,3 25.6 26.4 11.8 12.2 12.9 14.2 15.7 16.6 17.1 17.9 19.8 20.6 The differential for Annual Trades and follows:
16.5
- 17. 5 18.6 20.2 22.0 23.8 26.7 28.7 31.2 31.9 Labor employees is as Avera e Salaries for Annual Trades and Labor in TVA
~in Thousands of Dollars Fiscal Minorit Year Women Men 1983 21.9 22.9 Women 22.2 Men 24.2 1984 22.8 23.4 23.6 25.4 1985 22.8 23.5 23,2 25.4 While average salary statistics are not sufficient evidence to prove illegal discrimination, they do show the basis for employee perceptions.
Promotion issues also require complex regression
- analyses, which are planned by the EOS, to determine rates of progression by class group in TVA.
However, information on the comparative levels of women and minorities in TVA reveals
- that, almost unilaterally across the schedules, minorities and women cluster at the entry levels, except in the lower paying female or minority-dominated schedules, such as clerical and janitorial, Within this element, five issues emerge that will be evaluated in subsequent sections. 'ssues based on a single concern include:
70501 - Minorities Receive Lower Pay Increases
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70500 REVISION NUMBER:
4 PAGE 10 OF 44 Descri tion IN-85-488-002 705 Supervisor discriminates against minorities in pay increase To provide the heads of TVA offices with information that can assist them in avoiding unfair treatment for women, minorities, persons over 40, and handicapped individuals, proposed management merit increases are evaluated prior to award by EOS.
Results of recent EOS studies reveal that minorities received significantly lower evaluations in four of the five years the system has -been studied.
No comparable data'exist on Salary Policy Merit Pay.
- However, the possibility of discrimination as a reason for the lower evaluations needs to be addressed.
7D502 - Veteran Not Promoted in ll Years IN-$5-563-001 7D5 Veteran not promoted in 11 years According to data compiled for the TVA Affirmative Action FY 1985 Accom lishment Re ort for Veterans, a total of 3,323 employees were promoted by TVA in FY 1985, 28 percent of whom were veterans.
Xn the Trades and Labor classifications, 486 employees were promoted, of whom 48 percent were veterans.
This concern, although possibly valid for the individual, does not identify a problem for veterans as a group.
70503 - Promotions are Based on Religion MI-85-046-008 705 Promotions based on religious affiliations The MBN Employee Concern Site Representative investigated this concern at the individual's request.
This investigation resulted in not only the upgrade of the individual, but also four of his coworkers, because of a faulty selection procedure that was used by supervision in the unit.
All affected individuals report being very
- pleased, as would be expected; however, it is equally good to note that other employees in the unit expressed pleasure at this
- decision, too.
However, no'vidence was found to suggest that religious affiliation was a factor in the promotion.
No additional corrective action is necessary.
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70500 REVISION NUMBER:
4 PAGE ll OF 44 4.1.1 70504 - Minority and Female Foremen The following eight concerns raise. the issue of discrimination against minorities and women for foremen's positions:
Concern Number Descri tion EX-85-108-004 IN-85-554-002 IN-85-565-001 IN-85-757-003 IN-86-157-004 IN-86-192-001 IN-86-237-001 MBP-86-001-001 Not enough Black foremen/Construction Discrimination/Blacks in dual-rate and foreman No Blacks/women foreman Construction No Black foreman Of 130, only 2 minority/no women foreman/Construction No minority foreman, 100 in craft/ONP Denied foreman job because of race No Black foremen and no opportunity to apply for vacancies/ONP Discussion Foreman positions are not considered management and are covered by the bargaining agreement, the Trades and Labor General Agreement for Annual and Hourly Operating and Maintenance Employment or for Construction Employment.
Section A-V. of the former states "Management determines when crew foremen are required, reviews qualifications, and makes selections."
Section H-V. of the latter slates:
- Where, in the judgment of management, immediate craft supervisors (i.e.,
foremen) are required, they 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 with TVA.
Both agreements contain the same statement in support of equal opportunity:
TVA and the Tennessee Valley Trades
& Labor (TVT&L) Council recognize the need for and wholeheartedly support an effective affirmative action program for recruiting, promoting, and retaining qualified female', minority, and other protected classes of employees.
It is further recognized and agreed that the achievement of affirmative action goals is a mutual objective of TVA and the TVT&L Council.
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70500 REVISION NUMBER:
4 PAGE 12 OF 44 A Construction Management Assistant at WBN, surveyed all Trades and Labor crafts in Construction to obtain current data on women and minority foremen (information which is otherwise unavailable)..
This information was compared in the following table with the total employment, by race and sex within each craft:
CONSTRUCTION TRADES AND LABOR EMPLOYEES AT WATTS BAR JUNE 1986 NUMBER MINORITIES PERCENTAGE MINORITIES NUMBER WOMEN PERCENTAGE WOMEN TOTAL EMPLOYEES BOILERMAKERS CARPENTERS MILLWRIGHTS ELECTRICIANS ZRONWORKERS STEAMFITTERS TEAMSTERS LABORERS OPERATING ENGINEERS PAINTERS SHEETMETAL WORKERS MACHINISTS BRICKLAYERS MISCELLANEOUS 1
3 3
3 1
13 3
12 9
4.6 18 1
4 3.6 10 16 6
0 25 0
0 0
0 0
0 0
2 2.5 0
10 11 65 17 123 26 359 49 79 24 49 34 5
4 7
TOTAL 47 5.5 8
.9 852
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70500 REVISION NUMBER:
4 PAGE 13 OF 44 CONSTRUCTION TRADES AND LABOR FOREMEN AT WATTS BAR CRAFT June 1986 NUMBER WOMEN/
TOTAL PERCENTAGE MINORITY FOREMEN FOREMEN FOREMEN BOILERMAKERS CARPENTERS MILLWRIGHTS ELECTRICIANS IRONWORKFRS STEAMFLTTERS TEAMSTERS LABORERS OPERATING ENGINEERS PAINTERS SHEETMETAL WORKERS MACHINISTS BRICKLAYERS MISCELLANEOUS TOTAL Conclusion 0
1(Black Man) 0 1(Black Man) 1(Black Man) l(Black Man) 0 1(Black Man)
DUAL RATE 0
l(Black Woman) 1(Black Man) 0 0
0 1
8 2
12 5
33 1
6 80 0
- 12. 5 0
8.3 20 3
0 16.6 0
20
'33 0
0 0
8.75 COMBINED-TOTAL 1,25 FEMALF.
7.5 MINORITY The data indicates a higher percentage of both minority and female foremen in DNC Trades and Labor categories than their percentage representation in the overall workforce.'he ONP data, which was compiled by Personnel Officer Jill Maynor, reported 5.5 percent minority general
- foremen, 4.8 percent minority foremen, 3 percent
- female, and 3 percent minority dual-rated foremen (printout available).
ONP's Affirmative Action Performance Summary reports 9.6 percent minor'ity in Trades and Labor.
Therefore, ONP (excluding DNC) has a lower percentage of women and minorities at the foremen level than at the workforce level.
Individual allegations of discrimination will be investigated by the OIG.
This issue is not factual for DNC.
- However, the percentage of ONP plant operations female -and minority foremen is much lower than the percentage of women and minorities in the overall permanent plant workforce.
Therefore, the possibility of discrimination as a factor in the disparity in the ONP figures needs to be addressed.
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70500 REVISION NUMBER:
4 PAGE 14 OF 44 4.1.2 70505 - Male/Female Pay Rates Four employee concerns raised the issue of different rates of pay for men and women:
IN-85-249-001 IN-85-656-001 IN-85-806-001 IN-85-842-004 Male employee'iven more salary than female Male hired at same level as those with seniority Male hired at top of schedule/females at bottom Females don't get on-the-job training, so males advance more rapidly Discussion Section 1604.3 of the EEOC's Guidelines on Discrimination Because of Sex prohibits separate lines of progression and seniority systems based on sex, and Section 1904.8 allows for a defense based on the Equal Pay Act to be raised under Title VII.
The Equal Pay Act of 1963 states that:
No employer shall discriminate between employoes on the basis of sex by paying wages to employees at a rate less than that paid to-employees of the opposite sex for equal work on jobs requiring equal skill, effort, and responsibility and which are performed under similar working conditions, except where such payment is made pursuant to (I) a seniority system; (II) a merit system; (III) a system which measures earnings by quantity or quality of production; or (IV) a differential based on any other factor than sex.
The gap between the average salaries of TVA male and female employees is actually widening.
Although minority men are" still well below the average for their white male counterparts their percentage of white male salaries have increased 4.6 percent from 1976 to 1985.
The picture for both minority and white women in the agency is far less encouraging.
Minority women have lost 4.6 percent in the comparison and nonminority women have lost 6.9 percent.
The following table compares the percentage of TVA white male average salaries earned by minority men and women and white women employees over the last ten years:
TVA EMPLOYEE CONCERNS.
SPECIAL PROGRAM REPORT NUMBER:
70500 REVISION NUMBER:
4 PAGE 15 OF 44 Avera e Salaries of Minorities and Women as Percenta e of White Male Earnin s
1976 1977 1978 1979 1980 1981 1982 1983 1984 1985
- 65. 4'L 64.0%
- 63. 9'L 65,8%
66.87 65.5%
- 60. 7'L 58.9%
59.6%
60.8%
71.5%
- 69. 7'L
- 69. 37 70.3%
71.4%
- 69. 7'L
- 64. O'L 62.4%
63.57 64.6%
- 78. 27 78.3%
79.57 80.7%
83.6%
84.07 80, 9'L 81.2%
82.0%
82.8%
The downward fluctuations around 1980-1983 can partially be attributed to the salary negotiations of 1981 that resulted in the "recircling" (or freezing) of many clerical, janitorial, and public safety employees (Schedules SB, SF, and SG),
Heavy concentrations of women and minorities work on these schedules.
The concurrent decision to "split" the Management (M) Schedule into lower-paying and higher-paying categories based on labor market rates also influenced minority and female earnings relative to their white male counterparts.
It is important to remember that these average salary statistics are only one bit of information and are not sufficient evidence to prove discrimination.
Because of the importance of training for individual employee development and upward mobility, EOS has developed a system to track employee training for Salary'Policy employees by class groups.
The system has been used to measure the percent of men, women, minorities, handicapped, and employees over 40 who have received training, the average number of hours of training and the average ezpenditures for training, for the last two fiscal years.
Results of the studies indicate a significantly lower percentage of women, minority, handicapped, and employees over 40 being trained.
- Women, handicapped, and employees over 40 received significantly fewer hours of training, and women and minority employees received significantly less travel and per diem for training.
Concerns IN-85-249-001, IN-85-656-001, and IN-85-806-001 were raised by women employees in the same work unit who question the selection of a former craft journeyman for training in the clerical schedule (SB) that leads to an administrative (SA) position.
The man, who is the son of a high-ranking craft supervisor, was hired at the "topped-out" grade of SB-3, Step 8, while women who were already working as TVA clerks were hired for the same training program as SB-2s,
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70500 REVISION NUMBER:
4 PAGE 16 OF 44 The salary paid the man in question placed him at a higher rate of pay than 87 percent of the work unit, most of whom had been in the unit for some years.:
The difference in pay between the man in question and the woman who entered the training program the same day was
$5,545 (his
$16,510/hers
$10,965).
This woman had been working as an SB-3 clerk in Construction, but in order to enter the training program was forced to accept a cut to an SB-2.
The man in question was awarded 520 hours0.00602 days <br />0.144 hours <br />8.597884e-4 weeks <br />1.9786e-4 months <br /> of credit for one year of college (biology) and several years of night school, as well as one year of expediting experience while a TVA craftsman.
According to the concerned individual, another
- employee, also male, was given only-320 hours of credit for his eight years of Navy experience which was directly related to the work performed in this job.
The female employees feel that the selection was motivated by sex discrimination and favoritism.
This situation is being investigated by the Office of the Inspector General.
Conclusion The gap between the average salaries for males and for women is widening because women are under-represented in the higher paying job classifications.
Training expenditures which could be one means of closing that gap also favor men, Almost two dollars are expended for training men for each dollar spent on women.
Greater efforts need to be made to recruit qualified women into the higher paying classifications.
Greater effort also needs to be made to provide educational support for those female employees who have the ability and initiative to move from the clerical and other support schedules to the managerial and other professional schedules.
Therefore, this issue requires corrective action.
4.2 Accommodation Issues B~ack round Section 501 of the Vocational Rehabilitation Act of 1973, as
- amended, states:
"the Federal Government shall become a model employer of handicapped individuals."
Federal agencies are required to make "reasonable accommodation to the known physical or mental limitations of qualified handicapped 'applicants or employees unless the agencies can demonstrate undue hardship on the operation of
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70500 REVISION NUMBER:
4 PAGE 17 OF 44 their programs."
Such accommodation can include making facilities accessible, job restructuring, use of special equipment or interpreters, etc.
The determination of hardship would take into account the size of the agency programs (numbers of employees, etc.),'he size of the budget, and the type of operation, as well as the cost of the accommodation.
4.2.1 70506 - Pork Restrictions/Medical Constraints The following eleven concerns raise the issue of work restrictions/medical constraints:
IN-85-235-Xll IN-85-335-001 IN-85-433-003 IN-85-539-002 IN-85-593-003 IN-85-689-001 IN-85-723-001 IN-85-770-005 IN-85-958-001 WI-85-044-006 MI-85-051-001 Craft superintendent said he would terminate all employees on work restrictions Employees harassed to work out of restrictions Employees ordered to work outside restrictions Injured employees should avoid full duty until TVA authorizes Management requests employees to work outside their restrictions CI reinjured when TVA violated restrictions TVA Medical refused to accept doctor' advice TVA doctor changed private doctor restriction CI was unfairly treated with regards to medical restrictions CI's restrictions removed by supervisor TVA management overrode restrictions
~Book round There are legal and medical differences in the classification of injured employees as "handicapped."
The concerns in this grouping raise issues about accommodation of injured employees who have work restrictions (or medical constraints) imposed on them to protect their health and safety and the safety of fellow employees.
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70500 REVISION NUMBER:
4 PAGE 18 OF 44 Discussion Many of these concerns have also been assigned to the Medical Subcategory for evaluation.
However, just as in the case of harassment of persons because of handicap, decisions that adversely affect employees and that are based on a handicap (or a perceived handicap) could violate both the Rehabilitation Act and TVA policy, The TVA General Release Manual,Section VII HEALTH SERVICES, defines medical constraints (commonly referred to as work restrictions) as:
individualized. considerations of capacity, environment, or other needs that the examining physician applies, based on significant findings peculiar to a person's health status.
The TVA medical examiner applies medical constraints to inform responsible management that special accommodation(s) may be required to enable the individual to perform the full range oX'ertinent job duties safely and effectively.
Employees who work under medical constraints are considered "conditionally approved provided management determines that the medical constraints can be observed,"
and that:
a candidate or an employee with a health impairment that limits but does not preclude medical approval for the type of work proposed is placed in this class.
When conditional approval is given, the examining physician describes briefly on the appropriate forms the nature of recommended medical constraints.
TVA Instruction VIII INJURY, Exhibit 5, states; "If medical evidence indicates that the employee is able to perform limited duty, the supervisor should attempt to provide work for the employee within his/her limitations."
The EEOC regulations E ual Em lo ent 0 ortunit in the Federal Government, Subpart G - Prohibition Against Discrimination because of a Physical or Mental Handicap, are quoted and discussed.
Only in instances when TVA can demonstrate "undue hardship" is the agency relieved of its obligation to provide "reasonable accommodation, including job restructuring" to handicapped individuals as defined by the regulations.
The regulations do not address specific time limits or situations of'emporary handicap.
(See subcategory reports 71300 (Medical Programs]
and 90100 (Management of Safety] for further information on medical restrictions)
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70500 REVISION NUMBER:
4 PAGE 19 OF 44 The EEO Complaint System lists "work restrictions" as an
- issue, with the following activity levels:
Counselin Contacts on Work Restrictions Issues Fiscal ear TVA-wide DNC ONP WBN 1982 1983 1984 1985 8
14 11 11 0
0 2
5 4
0 4
1 Counselin Contacts on Work Restrictions as an Issue Fiscal ear TVA-wide DNC ONP WBN 1982 1983 1984 1985 1
0 0
1 0
0 1
1 0
0 0
No references to medical constraints/work restrictions were found in the "TVA Working Rules for TEL Employees" and no violations or penalties are prescribed for employees working outside their restrictions or for supervisors requiring employees to do so.
As noted above in the TVA Instruction, supervisors "should attempt to provide work for the employee" on restrictions, but are not required to do so. If indeed the temporary restrictions constitute a handicapping condition, the agency would be required to make accommodation unless it resulted in undue hardship, At WBN Construction 447 TSL employees (out of a total of 852 or 52 percent) were on some type of medical constraint as of June 26, 1986.
Employees on restrictions are carried on employment rolls whether or not they are actually working; therefore, some of'hese employees are drawing pay and are working within their restrictions..
Some are neither working nor drawing pay.
Concerns IN-85-723-001 and IN-85-770-005 question TVA physicians refusing to accept private physicians'ecommendations on restrictions, and concerns WI-85-044-006 and WI-85-051-001 question management removal of restrictions.
An information release prepared September 7,
- 1982, by the Division of Medical Services
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70500 REVISION NUMBER:
4 PAGE 20 OF 44 reports that "TVA physicians are challenging questionable work restrictions and 'hold off duty'lips by private attending physicians."
These actions were attempts to improve management of TVA's injury compensation program.
The cost of compensation, which is charged back to TVA plus administrative cost, was 4 percent of TVA's payroll budget in FY 1985
($41 million).
Conclusion There is no clear direction to supervisors that employees on medical work restrictions may be subject to the protection of EEO law, including the right to reasonable accommodation.
Therefore, corrective action is required.
4.2.2 70507 Disabled Veterans The following five concerns raise the issue of employment of disabled veterans:
Concern Number EX-85-072-003 EX-85-145-001 IN-85-245-004 PH-85-003-029 WI-85-072'-002 TVA does not give disabled vets special consideration CONST rehiring gives preference to 10%
disabled vets, but not in layoffs TVA's affirmative action program does not work, no disabled vet on M scale in TVA TVA plans'o fire all disabled vets Nov.
2', including those with job-related injuries NUC PQR dept. filled jobs with nonvets when disabled vet and other vet working in dept.
had applied
~Back round A separate subcategory (721) under. Management and Personnel evaluated Veterans Preference concerns.
The issue of disabled veterans is also considered here because of its affirmative action requirements and close relation to handicapped discrimination.
TVA has statutory oblig'ations with respect to veterans under the Veterans Preference Act of
- 1944, as
- amended, which requires that preference be given in selection for appointment and for retention in RIF.
Section 2014 of the Vietnam Era Veterans'eadjustment Assistance Act of 1974 adds to these obligations'in the Federal government for disabled veterans:
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70500 REVISION NUMBER:
4 PAGE 21 OF 44 It is the policy of the United States and the purpose of this section to promote the maximum of employment and job advancement opportunities within the Federal Government for qualified disabled veterans and veterans of the Vietnam Era.
The U.S. Office of Personnel Management (OPM), which is responsible for compliance with these Acts, defines a
disabled veteran as a person who:
"(1) has served on active duty in the armed forces; (2) has been separated from the armed services under honorable conditions; and (3) either:
(a) has established the present existence of a service-connected disability (including recipients of the Purple Heart) or (b).is receiving compensation, disability retirement benefits, or a person,-under a statute administered by the Veterans Administration or a military department,"
Discussion OPM selected TVA for an onsite review of its Disabled Veterans Affirmative Action program in March 1984, "because of its relatively large size, its importance as a major employer in the Southeast
- region, and the number of inquiries and complaints about the Agency's disabled veteran employment policies."
Twenty-three disabled veterans working at TVA requested interviews with OPM representatives during the
- review, They expressed concern with TVA's lack of recruitment and low hiring levels for disabled veterans'PM's general finding was that "as a class, disabled veterans have been neglected at TVA." Citing TVA's "relatively high overall veteran employment (46.1 percent compared to 39.5 percent Government-wide),"
TVA was asked "why was the disabled veteran employment percentage so low (only 2.0 percent compared to 4.6 percent)
Government-wide?"
TVA actions in response to the OPM review include the inclusion of disabled veterans in the most recent TVA Board policy statement on EEO and Affirmative Action, distributed to all employees on April 27, 1985:
Me intend to identify and eliminate any lack of awareness, patronizing or discriminatory posture, be it subtle or
- blatant, toward minorities, women, or handicapped individuals, including disabled veterans.
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:,70500 REVISION NUMBER:
a PAGE 22 OF aO TVA Manager of Employee Relations, William H. Thompson, sent a January 26, 1986, memorandum to all heads of offices supporting the recommendations OPM had made in the areas of recruitment and advancement of disabled veterans, particularly those with 30-percent or more disability, Of particular interest to this evaluation was the ONP's decision to increase employment opportunities for disabled veterans in areas outside restricted areas requiring special clearance, a
decision that was reported as an accomplishment in TVA's FY 1985 Disabled Veterans Affirmative Action Accomplishment Report.
Also reported was the series of onsite workshops conducted by the Knoxville Vet Center between March May 1985 at WBN.
Over 400 Vietnam,
- Korean, and World War II veterans participated.
The Division of Personnel has also recently announced the creation of a new position in TVA to coordinate "veterans affairs." The issues of veterans preference and disabled veterans affirmative action are covered in the new TVA-wide Su ervisor's Handbook and accompanying mandatory training program for all TVA employees.
The OPM review cited labor union referral practices as a
"formidable barrier" to employment of disabled veterans in Trades and Labor positions, which account for nearly half of TVA employment.
Section A.III of the Construction General Agreement and Section H.III of the Operating and Maintenance General Agreement state:
Applicants with status of veteran with a compensable disability of 10 percent or more incurred in military service are appointed first in the order of their qualifications.
Within a qualifications group, applicants with veterans'reference are appointed before those without such preference.
Among those with veterans'reference applicants who have status as noncompensable disabled'veterans are appointed first.
When veterans began to claim preference in hiring and rehiring at TVA employment offices. instead of being referred by the union halls, union officials complained to TVA.
In an April 26, 1983 memorandum from (then) Director of Labor Relations William H. Thompson, TVA responded:
TVA has no choice except to fully comply with the Veterans Preference Act and the General Agreement which require that we give appropriate consideration for employment to anyone who is preference-eligible, qualified, and informs TVA of'is/her availability...TVA representatives cannot become involved in assisting any organization enforce its internal rules which may conflict with TVA's responsibility for employment decisions.
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70500 REVISION NUMBER:
4 PAGE 23 OF 44 The representation of disabled veterans in the overall TVA workforce between 1980 and 1985 is as follows:
REPRESENTATION OF DISABLED VETERANS IN WORKFORCE Year Total WorkForce 10'L to 30'L>>
30'L fP or more>>
Com ensable Disabled Veterans 9/30/80 9/30/81 9/30/82 9/30/83 9/30/84 6/30/85 52,139 50,509 40,337 37,505 33,958 33,689 577 1.11 223 697 1.38 342 549 1.36 322 498 1.33 313 442 1.30 293 429 1.27 282
- 0. 43 0.68 0.80 0.83 0.86 0'4 The representation of disabled veterans on each TVA employment schedule's of June 30, 1985 is:
DISABLED VETERANS WORKFORCE BY SCHEDULE JUNE 30 1985 Total Schedule WorkForce Com ensable Disabled 10'L to 30'L>>
30'L
'L 8
Veterans or more>>
P TEL 1,175 4,214 3,266 166 4,031 391 835 529 4e058 16 15,001 13 1.11 21 0.50 14 0.43 1
0,60 45 1.12 15 3.84 23 2.75 7
1.32 59 1.45 0
0.00 231 1.54 6
19 5
1 31 13 7
2 28 0
170 0.51 0.45 0.15 0.60 0.77 3,32 0.84 0.38 0.69 0.00 1.13 Total Note:
33,682
>> 4 disability 429 1.27 282 0.84
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER'0500 REVISION NUMBER:
4 PAGE 24 OF 44 The tables show that, while well below the Government
- average, of 4.6 percent, Trades and Labor employment is not the deterrent to disabled veteran representation that it might be expected to be because of its rigorous requirements for physical ability.
Rather the Salary Policy schedules are all below the TVA average, with the notable exception of Schedule SF (janitorial), which has a combined total of 7.2 percent disabled veterans, and Schedule SG (Public Safety),
which has a 3.6 percent combined total.
Salary Policy employees account Xor 55.5 percent of all TVA employment.
- However, the presence of 87 Management (M) Schedule disabled veterans contradicts concern IN-85-245-004, which stated that there were no disabled veterans on the M scale at TVA.
One concern about firing all disabled veterans (PH-85-003-029) was raised by an electrician in DNC.
This concern is similar to those raised by employees citing that all persons on work restrictions were to be terminated on November 1, 1985.
This allegation is being, investigated by the OIG.
Conclusion The percentage of disabled veteran TVA employees (2.11 percent) is less than half the Federal government average of 4.6 percent.
A Veterans'ffairs Coordinator and more effective training of supervisors on requirements concerning disabled veterans should address many of the concerns dealt with in this issue.
4.2.3 70508 - Permanently Disabled Employees Four concerns raise the issue of accommodation of handicapped individuals (whose disabilities appear to fall under this classification, based on the K-forms)
Concern Number Descri tion IN-85-011-001 IN-85-939-004 IN-86-291-003 PH-85-003-X28 Discrimination/handicapped craft CONST No consideration of limitations in assignments No transfers for handicapped'eed for evaluation for appropriated placement
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70500 REVISION NUMBER:
4 PAGE 25 OF 44 Discussion As a Federal
- agency, TVA aspires to become "a model employer of handicapped individuals."
According to a report recently released by the
- EEOC, however, TVA is ranked 61 (out of 78 agencies) based on the percentage of the workforce with "targeted disabilities."
The study, which is based on 1983
- data, reveals that 5.15 percent of the Federal workforce is handicapped and 0.89 percent have "targeted disabilities"-convulsive disorders, mental illness and retardation, and distortion of limbs and spine, TVA reported 0.44 percent targeted disabilities, which is less than half of the Government average.
- However, such comparisons of TVA with other federal agencies do not take into consideration the difference in the nature of TVA's work force because of the large number of construction and craft workers.
In its Ninth (1984)
Re ort to Con ress on the Em lo ment of the Handica ed in the Federal Government the EEOC reported that the percentage of handicapped employees had risen to 5.45 percent (TVA reported 4.16 percent);
those with targeted disabilities had risen to 0.96 percent (TVA reported 0.49 percent),
As of September 30,
- 1985, TVA reported 4.15 percent of its work force as having disabilities, 0.50 percent with targeted disabilities.
The percentage is
- dropping, and as of May 31,
- 1986, the TVA work force was 4.11 percent handicapped and 0.48 percent with targeted disabilities.
ONP lists 3.41 percent of the total workforce as disabled, as of May 31,
- 1986, and 0.42 percent with targeted disabilities.
The following tables show yearly trends, by total work force and by schedule:
TVA REPRESENTATION OF HANDICAPPED INDIVIDUALS Year Total Work Force Handica ed Individuals N~eatas eted Disabilities Tat eted Disabilities 9/30/80 9/30/81 9/30/82 9/30/83 9/30/84 9/30/85 r
52,139 50,509 40,337 37,505 33,958 33,689 Data not 1b376 1,107 1,123 1,244 1,199 available 2.72 2.74 2.99 3,66 3.56 201 163 164 168 165 0.40 0.40 0.44 0.49 0.49
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT e NUMBER:
70500 REVISION NUMBER:
4 PAGE 2e OF 44 Schedule Total MorkForce TVA REPRESENTATION OF HANDICAPPED INDIVIDUALS BY SCHEDULE JUNE 30 1989 Handica ed Zndividnals X~ar eted Disabilities Disabilities iP SA SB SC SD SE SF SG SX M
P TLL Total 1,175 4,214 3,266 166 49031 391 835 529 4,058 16
'5,001 33.682 45 172 90 5
163 26 36 20 179 0
463 1,199 3'3 5
0.43 4.08 38 0.90 2.76 18 0.55 3.01 0
0.00 4.04 24 0.60 6.65 3
0.77 4.31 4
0.48 3.78 0
- 0. 00 4.41 13 0,32 0.00 0
- 0. 00 3.09 60 0.40 3.56 165 0.49 Motal does not include three TVA board members and four board secretaries.
As stated in Section 4.3, Federal agencies aro required to make "reasonable accommodation" to handicapped employees and applicants who are otherwise qualified.
The burden of proof of "undue hardship" that would relieve agencies of the need to accommodate rests with the agencies themselves.
If employees have become disabled through work-related injuries, additional regulations are applicable.
Such employees are entitled to benefits under the Federal Employees'ompensation Act,(FECA), generally referred to as Morkers'ompensation.
According to the TVA Personnel Manual Instruction RESTORATION, employee Compensation (Section 7):
Most TVA employees who receive worker's compensation are eligible for certain restoration rights under conditions provided by Federal law and regulations.
In general, an employee who recovers sufficiently to perform the duties of his/her former position. within one year of commencement of compensation is restored to that former position and is generally treated as if he/she had not been absent from work.
An employee who fully recovers after more than one year from the date compensation began is entitled to priority consideration for his/her former position, if available, or for an equivalent position.
e
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70500 REVISION NUMBER:
PAGE 27 OF 44 An employee who, without limitation on time lapse since compensation
- began, is partially recovered from a compensable injury and who is able to return to limited duty must be accorded ever reasonable effort on the part of TVA to place him/her in a position for which qualified, including any medically required work restrictions.
Such placement would be to a vacant osition.
An employee who is physically disqualified for the position to which he/she has restoration rights (including an equivalent position) is entitled, within one year of the date compensation
- began, to be restored to another position for which he/she is qualified and which will provide like seniority, status, and pay or the nearest approximation thereof consistent with the circumstances in the employee's
- case, including any medically required work restrictions.
An employee is not refused restoration because of physical disability unless the disability would; Make duty performance impossible, Reduce job efficiency below the level normally considered as acceptable, Cause the employee's presence on the job to jeopardize the safety or health of the employee or others, or Be a basis for separation or disability retirement.
Construction workers currently account for two-thirds of all initial workers'ompensation claims.
The dollar amount expended by TVA for compensation has gone from $ 6 million in 1972 to
$ 41 million in 1984, and accounts for 4 percent of TVA's total payroll.
In 1979, Charles Bonine, Jr.,
(then)
Manager of TVA's Management
- Services, requested that heads of TVA offices and divisions be reminded of the "Affirmative Action Obligation for Employees Injured on the Job":
Because of the present escalation of OWCP costs, it is necessary that top-management support be given to the rehabilitation and selective placement of injured former employees.
To meet our affirmative action responsibility to these handicapped
- workers, the following recommendations should be implemented:
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70500 REVISION NUMBER:
4 PAGE 28 OF 44 If possible, return the injured employee-to his/her former position.
Identify job modifications in order to provide "lighter" but essential and productive work.
Survey other duties to identify suitable alternate positions for these workers.
Refrain from making general judgments in determining if an individual is capable of performing a job.
Examine the actual daily job tasks and match them with the specific worker's abilities.
As part of our responsibility to handicapped applicants who are receiving compensation benefits and were injured on TVA job sites, special effort and individual attention are required in handling such cases if the ultimate goal of successful job placement is to be achieved.
Conclusion The recommendation in Mr. Bonine's memorandum, if vigorously pursued by all TVA organizations, would serve as evidence of TVA's effort to accommodate disabled employees.
It would also reduce the heavy burden of Workers'ompensation cost currently borne by the agency'upervisors need to be made aware of and held accountable for their responsibilities in accommodating handicapped employees.
4a3 Discriminator Environment
~Back round All the concerns in the EEO subcategory express perceptions of a discriminatory environment, so this element serves as a summation of the issues previously discussed as well as an "umbrella" under which some remaining rather discrete issues can be addressed.
An overall view of TVA employment regulations, policy statements,
- programs, and studies reveals significant effort to ensure equal opportunity.
The present evaluation offers ample proof of the attention TVA management has paid and continues to pay to EEO and affirmative action, and employment of women, minorities, and handicapped individuals.
Despite these efforts, the TVA workforce continues to be overwhelmingly dominated by white male employees.
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70500 REVISION NUMBER:
4 PAGE 29 OF 44 Efforts to improve this imbalance are hindered by labor union referral practices (see also subcategory report 71600, Labor Relations) and by the fact that the agency has for a number of years now been undergoing a drastic reduction in the overall size of the workforce, Additionally, the structure of ONP's workforce makes a
balance of the sexes, for instance, extromely difficult to achieve because of the lack of balanced race and sex representation in two occupations more crucial to ONP than to most other Federal agencies.
Over half of the ONP workforce is made up of craft workers.
A far lower percentage of women are employed in crafts than are employed in Federal agencies nation-wide.
- Again, a large percentage of ONP's employees are engineers, another occupation that is itself dominated by white males.
Consequently, comparisons of ONP or TVA as a whole with other Federal agencies tend to be biased against them because such comparisons do not take into account the imbalanced (i.e., largely white male) force from which TVA must draw.
For example, the recently released EEOC Annual Re ort on the Em lo ment of Minorities Women and Handica ed Individuals in the Federal Government FY 1983 ranks Federal agencies (for the first time since the report has been published) according to tho percentage representation of protected groups.
At the time the report covers (1983), out of a total of 79 agencies, TVA ranked 79 in the porcontage of women in the total workforce.
Out of 78 age'ncies, TVA ranked 78 in the percentage of minorities in the total workforce.
Out of 78 agencies, TVA ranked 61 in the percentage of persons with "targeted disabilities."
Because of the uniqueness of TVA's classification
- system, TVA was not included in the other ranking made in the report, which included more specific measurements of average pay grades across classes and percentage within professional level schedules.
But based on the salary and schedule dispersion data presented in previous sections, TVA's performance in these areas would likely be below government averages as well.
What TVA can more fairly be judged upon,
- however, is how energetically it has recruited women and minorities.
It should also be judged upon equality of advancement for equally qualified employees from within the organization.
4.3.1 70509 - Affirmative Action in TVA The following four concerns (and indeed almost all the previously evaluated'ssues) deal with dissatisfaction with TVA's affirmative action efforts:
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70500 REVISION NUMBER:
4 PAGE 30 OF 44 Concern Number IN-85-293-022 IN-85-563-001 PH-85-003-014 NP-86-005-006 TVA denies equal opportunity Management does not enforce Alcoholic Anonymous TVA does not comply with AA No AA program at Matts Bar Affirmative action, under the principles of Title VII of the Civil Rights Act of 1964, is defined as being "those actions appropriate to overcome the effects of past or present practices,
- policies, or other barriers to equal employment opportunity" (Title 29, Chapter XIV, Code of Federal As a Federal
- agency, TVA is required to submit annual Affirmative Action Plans and Accomplishment Reports to the Equal Employment Opportunity Commission (EEOC) detailing specific activities designed to enhance the full range of employment o'pportunities for women, minorities, and handicapped individuals (including disabled veterans).
Affirmative action requirements are included under Title VII of the Civil Rights Act of 1964, as amended; the Vocational Rehabilitation Act of 1973, as amended; and the Vietnam Era Veterans Readjustment Act of 1974.
TVA has prepared and submitted the annual Affirmative Action Plans and Accomplishment Reports.
The most recent TVA Board Policy statement regarding equal opportunity and affirmative action was distributed to all employees April 27,
- 1985, and states:
Me are taking this opportunity to reaffirm our commitment to equal employment opportunity and to affirmative action and to emphasize to you what your responsibilities are.
Employees who have managerial or supervisory oversight of any kind have a special obligation to aggressively carry out TVA's policy on equal opportunity and affirmative action programs designed to eliminate the present effects of past discrimination.
Recent years have brought increasing legal challenges about the constitutionality of affirmative action,
- which, some opponents claim, is reverse discrimination.
- However, two Supreme Court rulings on July 2, 1986, strongly supported affirmative action to remedy past discrimination against minorities in the American workplace.
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM 4
REPORT NUMBER:
70500 REVISION NUMBER:
4 PAGE 31 OF 44 For affirmative action purposes TVA is required to compare its labor force with the Southeast labor market (percentages provided by the U.S.
EEOC).
ONP has a long way to go to attain a representative workforce as the following table on percentage of jobs shows.
PERCENTAGE OF JOBS BY SCHEDULE HELD BY WHlTE MALES
.OFFICE OF NUCLEAR POWER AS OF MAY 31 1986 Total
$P Schedule 4 Held CLF 4=
200 1278 1967 159 1606 29 78 1558 1460 2736 513 11584 SA (Administrative)
SB (Clerical)
SE (Technician)
SF (Janitorial)
SC (Technical)
SD (Technical)
SX (Technical)
M (Management)
TA (Trades
& Labor)
TB (")
TD (w) 36.5 14.5 73.0 58.0 82.0 79 '
86.0 92,0 93.0 88,5 78.5 76.0 62 F 6 27.1 45.5 63.4 60,6 60.6 60.6 62,6 57.5 57.5
<Civilian Labor Force expected percentage based on Southeast
- Region, as given by U.S.
Equal Employment Opportunity Commission (EEOC)
While the absolute numbers of women and minorities are relatively low, ONP's efforts are reflected in its February 1986 Affirmative Action Accomplishment Report.
The total number of management schedule employees increased 1 percent; the number of female managers increased 23 percent.
The total number SC schedule employees (professional technical) decreased 19 percent; the number of Black males on SC schedule decreased only 16 percent; and the number of females increased 1 percent.
The total number of hourly trades and labor employees decreased 41 percent; the number of Black males decreased 38 percent; and the number of females increased 5 percent.
Those statistics clearly show conscious effort on the part of ONP management, particularly when reductions-in-force are controlled chiefly by veterans'reference and seniority.
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
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4 PAGE 32 OF 44 Conclusion This evaluation confirms. that TVA does. have affirmative action programs and that an ONP Affirmative Action Program exists and includes WBN.
Upper management has consistently voiced support for affirmative action.
- However, enforcement of affirmative action goals does constitute a problem.
For
- example, TVA's flexibilityunder the relatively new call-by-name hiring procedure for trades and labor employees has not resulted in significant affirmative action gains.
Partly, the problem with enforcement is the one described above:
the labor pool among engineers and craft workers is largely white male.
- However, the problem with enforcement can be traced to the root cause of many of ONP's management woes:
line managers have not been given clearly dofined responsibilities for affirmative action progress.
Consequently, they have not been held individually accountable for the effectiveness of the program.
4.3.2 70510 - Reverse Discrimination The eight concerns that raise issues of preferential treatment of "protected classes" including women, minorities, the handicapped, and persons over 40 are as follows:
EX-85-093-002 IN-85-308-002 IN-85-785-003 IN-85-843-003 IN-86-074-003 IN-86-106-001 IN-86-137-009 IN-86-216-001 TVA hires minorities regardless of qualifications Partiality in treatment of males and females 90% of female subjouneymen not doing their job Black Public Safety Officers not disciplined fairly Females should not get special treatment/performance TVA forced to hire 8 cannot fire quota persons Promotions based on sex
- g. race/minority requirements Females can't open valves/unable to do job Five of the eight concerns in this section were raised by ONP permanent plant employees at WBN, and only one was identified by the K-form as being from WBN DNC.
TVA EMPLOYEE CONCERNS
'SPECIAL PROGRAM REPORT NUMBER:
70500 REVISION NUMBER:
4 PAGE 33 OF 44 Barry R. Goss, editor of Reverse Discrimination (New York:
Prometheus Books, 1977), offers:
"as a working definition, we can say that reverse discrimination is giving special or preferred treatment to persons who are members of racial or religious or ethnic groups or a sex against whose mombership generally unjust discrimination was or is being practiced."
Examination of the report, "Representation by Schedule 6,
Level" for ONP revealed that as of May 31, 1986, white male employees were significantly over-represented in all schedules except SA, SB, and SF.
Soe table on Percentage of
- Jobs, by Schedule, Held by White Males in section 4.4,1, Conclusion The perceptions that women and minority employees are less qualified or are given special treatment in discipline, promotions, and performance review are not borne out by workforce representation, service reviews (management merit pay only),
and records of disciplinary actions compiled in individual EEO investigations.
Results of previous evaluations conducted by EOS indicate that women, minorities, and handicapped employees tend to have higher level educational credentials than nonminority males in the same positions.
- However, the fact that
- some, presumably, white male employees feel that EEO regulations "force" hiring "quotas" for unqualified employees indicates the need for improved communication and interaction between employees in hopes of increasing trust and mutual respect.
There also is a need to educate employees on exactly what affirmative action is and is not and the reasons for it.
4.3.3 70511 - Racial Discrimination The following fourteen concerns raise the issue of'acial discrimination:
Concern Number Descri tion EX-85-048-005 EX-85-118-002 XN-85-204-002 TVA hiring discriminates against Black veterans/CONST CONST Mgmt discriminates against Blacks Evidence of discrimination in TVA ratio of'lacks to Whites in all depts.
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4 PAGE 34 OF 44 IN-85-444-001 IN-85-603-001 lN-85-906-002 IN-86-049-002 IN-86-157-002 IN-86-268-001 SQP-86-005-006 WBP-86-001-005 IN-86-250-001 MBP-86-005-001 MI-85-035-005 Craft locals and TVA discriminate against minorities in hiring, firing and advancement Racial discrimination in Public Safety ONP hiring practice Discrimination by CONST against Blacks and females Mhy does CONST have "racists" running this job Racial discrimination at WBN
'upervisors make it known that minorities not desired Black terminated for sleeping/2 whites given only oral warnings CI is experiencing job discrimination Discrimination in hiring, termination,
- training, and promotions CI was discriminated against As stated previously, discrimination on the basis of race in any employment decision including hiring, advancement, discipline, termination, and layoff, is a violation of Federal law and TVA policy.
A review of FEO complaint activity reveals that racial discrimination consistently accounts for the largest proportion of complaints filed.
- However, A four-year comparison of complaints filed on the basis of race shows a decline over the four year period.
Fiscal Year TVA-wide DNC ONP WBN 1982 111 1983 77 1984 66 1985 43 41 13ll 3
19 16ll 16 10 8
5 4
A review of EEO counseling contacts about racial discrimination revealed:
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4 PAGE 35 OF 44 Fiscal Year WBN DNC WBN ONP Permanent Plant 1982 1983 1984 1985 35 27 31 28 Significant levels of complaint activity on racial discrimination in the Public Safety Service are not listed here; a site-specific accounting was not available for the evaluation.
Concern IN-85-603-001 was raised by a Black Public Safety Officer who was concerned about hiring and promotional opportunities for minorities within his organization, citing difficulties with management and personnel policies and with enforcement.
Investigation revealed that the unique requirements for applications on Public Safety Officer positions (training classes) and for selection into the service are somewhat confusing.
For
- example, six Black female clerk monitors 'thought they had applied for officer vacancies at WBN, but had not renewed their applications in time for consideration.
One of these was a job steward, a position that requires extensive knowledge of personnel policies.
A review of PSS officer application procedures might bo useful, as well as improved communications. between management and employees.
Concern IN-85 -603-001 is also being investigated by the OIG.
Conclusion While the numbers of complaints about racial discrimination have declined steadily they still constitute a significant problem which must continue to be addressed.
The various aspects of racial discrimination are discussed separately in the sections of this report on harassment, pay and promotion, and affirmative action.
4.3
~ 4 70512 - Male/Female Privacy Issues.
The following 12 issues were raised by employees concerned about TVA practices related to gender-based privacy:
Concern Number Descri tion EX-85-043-001 XN-85-191-001 IN-85-309-001 IN-85-311-010 IN-85-843-002 IN-85-850-007 Public Safety women unwilling to perform Female Public Safety "pat downs"/assignments Female Public Safety "pat downs"
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM PEPORT NUMBER:
70500 REVISION NUMBER:
4 PAGE 36 OF aO IN-86-107-001 IN-86-137-008 LN-86-187-003 IN-86-21<-006 XX-85-117-001 XX-85-117-002 No screens for men's urinal //2 air lock Female Public Safety "pat downs" Rad dressing rooms at Browns Ferry Nuclear Plant (BFN)
Discussion awhile no specific EEO laws or implementing regulations could be found related to these
- issues, there are some well-publicized court cases that have been decided or settled that dealt with similar issues, including the differential pay rates for women prison guards based on male prisoner privacy and the female television sports correspondents who were barred from the dressing rooms of male teams.
Privacy issues can result in unequal employment.
Interviews with Public Safety management, and consultants indicated that segregating "pat down" searches by sex was an accepted industry practice.
However, if that practice results in preferential or punitive treatment, such as post nr shift assignments based on sex, the possibility of sex discrimination exists.
Both male and female Public Safety Officers have complained about the practice.
The concerns about radiation "suit-up" dressing areas and the men's urinal are requests for privacy.
Both could be handled by providing portable screens, as Radiation Control Instruction (RCI)-l,Section VI.O states:
A suitable dressing screen, if requested, shall be provided to ensure additional privacy for changing from work clothes into modest apparel before donning C-zone clothing.
RCI-9 dated December 31, 1985, paragraph VI.B.2. states:
Protective clothing and equipment requirements.
The use of personal clothing under protective clothing is not recommended by Health Physics.
An individual may still wear such personal clothing.
- However, (except for shoes) the individual assumes personal responsibility for his outer personal clothing and their possible contamination.
TVA has no responsibility to replace personal clothing contaminated unless Health Physics recommends use of such clothing.
To respect an individual's privacy, TVA will provide a dressing screen or similar partition behind which personnel may change to protective clothing.
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4 PAGE 37 OF 44 The evaluator observed a training class in "dressing out" procedures to better understand the problems with privacy at C-Zone "step-off pads."
As was indicated in W.
C. Bibb's January 27, 1986 response to concern XX-85-117-002:
An individual may request privacy screens as outlined above for the purpose of donning C-zone clothing,
- However, the individual should assure that garments underneath the C-zone clothing will provide him/her desired modesty protection when exiting the C-zone since privacy screens are impractical at step-off pads.
Conclusion Since the employee concern XX-85-117-001 was dated December 13, 1985, XX-85-117-002 was dated December 20,
- 1985, RCI-l, VI.O was dated December 17,
- 1985, and RCI-9 was dated December 31, 1985, it would appear that the instructions were revised in order to address the concerns expressed.
The availability of screens, on request, at the dressing out areas and the acceptance of "modesty clothing" under protective. clothing would seem to be adequate responses to these concerns.
Privacy screens could also be made available, on request, for temporary urinals, such as the one in concern IN-85-850-007.
4.3.5 70513 - Age Discrimination Concern IN-86-234-001 alleged age discrimination.
Discrimination against persons over 40 is prohibited under the Age Discrimination Act of 1975.
The employee said that he or she was transferred to a different department to make way for a younger person who was not capable of performing all of the required job functions.
This concern is being investigated by the Office of the Inspector General.
4.4 E ual Em lo ent 0 ortunit Com laint S stem Ten concerns deal with TVA's system for handling EEO complaints, These nine concerns raise three separate issues:
(a)
The timeliness of complaint processing; (b)
The independence of the Equal Opportunity Staff; (c)
The responsiveness of the Equal Opportunity Staff to employee inquiries and employee needs.
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70500 REVISION NUMBER:
4 PAGE 38 OF 44 4.4.1 70514
- Timeliness of Complaint Processing Three concerns raising the timeliness issue are:
IN-85-627-008 XK-85-116-015 MBP-5-015-008 Allegation submitted to EEO have not been properly completed.
The EEO Staff takes an excessive length of time to review complaint and reprisal
.issues such that schedule requirements are not met.
Employee filed an action with EEO and was on time with,all aspects of'iling, but EEO had not responded within the time establi'shed by TVA procedure.
Discussion TVA's EEO complaint procedure is governed by Federal regulations, including:
29 CFR 1613.220 Avoidance of'elay (a)
The complaint shall be resolved promptly.
To this end both the complainant and the agency shall proceed with the complaint without undue delay so that the complaint is resolved within 180 calendar days after it was filed, including time spent in the processing of the complaint by the complaints examiner under 1613.218.
The EO Staff acknowledges that this time is very often not met.
For FY 1985, the average number of days to resolve a
complaint was 495 days, For FY 1986, the average number of days to resolve a complaint was 496 days.
A report on Precomplaint Processing and Complaint Processing for FY 1983 issued by the EEO Commission showed that out of 21 major Federal
- agencies, TVA had the fifth best time from complaint filing to closure.
TVA's EO Staff made significant changes in its complaint procedure in October 1985.
One major purpose of the changes was to reduce that part of the processing time under its control.
Although the new procedures have not been in effect long enough to fully evaluate their success in reducing average
- times, the Chief of the Complaint Processing Staff has observed some improvement.
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4 PAGE 39 OF 44 Conclusion Although the three concerns raising the timeliness issue are substantiated, recent changes have been made in that part of the complaint system under TVA's control.
These changes need to be given time to demonstrate their effectiveness in reducing average times.
4.4.2 70515 - Independence of the EEO Staff Three concerns raising the independence issue are:
EX-85-071-003 EX-85-193-003 IN-85-343-003 The EEO Board at Watts Bar takes sides with management.
EEO is in the TVA management's "back-pocket."
The possibility exists that EEO is not effective because it is employed by TVA and not an independent agency.
Discussion The EEO Staff is a TVA corporate staff reporting to the Manager of Employee Relations.
It is totally independent of ONP.
An EEO complaint is filed with the staff which investigates the complaint.
A decision is issued by TVA's Director of EEO. If an employee is dissatisfied with the decision, it may be appealed to the EEOC in washington or a
lawsuit may be filed in the appropriate United States District Court.
Of all complaints closed in FY 1985, approximately 29 percent were settled, a decision was made for the employee in 10
- percent, and 15 percent. were cancelled for failure of the employee to pursue or the complaint was withdrawn by th' employee.
According to the EEO Staff, it is not unusual for the complaint process to be emotionally charged.
At times, both the employees filing the complaint and the accused managers will state that the staff is favoring the other side.
Conclusion These three concerns could not be substantiated.
Employees dropped their complaints, accepted settlements, or received favorable decisions in over 50 percent of the complaints filed.
Appeal routes outside the agency are available to employees who are dissatisfied with the agency's final decision.
0
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70500 REVISION NUMBER:
4 PAGE 40 OF 44 4.4.3 70516 - Responsiveness of the EEO Staff (EX-85-193-003 is being counted in both 70515 and 70516)
Four concerns raising the responsiveness issues are:
EX-85-193-003 IN-85-632-007 00-85-005-012 WBP-6-002-005 EEO personnel are not cooperative with employees in processing EEO complaints, EEO is not responsive to employee inquiries concerning cases employees have filed.
People in the EEO department in Knoxville are not responsive to employees on leave due to injuries or medical grounds.
EEO does not investigate discrimination charges equally for a11 employees.
Discussion According to the EEO Staff, they receive and respond to a
large volume of telephone calls from employees about their complaints.
A system is in place to respond quickly and report on the status of the complaints
- However, they cannot be responsive to employees who are involved in settlement negotiations and want a preview of what the final decision will be if they do not settle.
If requested, investigators will meet with employees in their homes or preferably in a
public place, such as a public library.
The EEO Staff has been accused by White employees of favoring Blacks and by Black employees of favoring Whites; females feel that male complaints are pursued more vigorously and males feel that complaints by females are pursued more vigorously.
The Director of EEO stated, "Anyone that loses, suspects we pick on their class."
Conclusion The appeals available to dissatisfied complainants serve as a safeguard against any discrimination.
Although no evidence was found to support the concerns, the time delays discussed in 4.4.1 make the employees'rustration and feelings that the staff is not responsive understandable,
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70500 REVISION NUMBER:
4 PAGE 41 OF 44 5.0 COLLECTIVE SIGNIFICANCE ONP has not yet achieved the representation of minorities and women in many categories that is desirable.
Consequently, the major unresolved problem revealed in this subcategory is the lack of progress made in meeting Affirmative Action goals.
During the timeframe of these concerns the ONP workforce was (and still is) dominated by white males.
Any assessment of the efforts to bring that workforce closer to a balance of the races and sexes needs to consider that these constraints existed:
(1)
A drastically declining workforce which had few new job opportunities during this timeframe that could be used to make up ground on affirmative action.
(2)
The small proportion of minorities and women among craft workers and engineers, two of ONP's largest employment categories.
(3)
The union seniority system--because women and minorities were often among the last hired, they were also among the first to go in the layoffs and reductions-.in-force going during this time period.
Constraints (2) and (3) still exist and therefore must also be considered in determining what is a realistic affirmative action program for ONP.
- However, having said that, it is also necessary to say that until
- recently, ONP's affirmative action effort has not received effective attention from top ONP management.
Affirmative action has suffered not so much from the lack of good intentions or even of honest effort.
Rather it has lacked the centralized direction and unity of purpose which establishes clear lines of authority and responsibility for middle and lower management.
The success of ONP's affirmative action effort rests not on what top managoment
- says, but on what it does.
No significant progress will be made on affirmative action until management responsibilities for the program are clearly defined.
What are realistic goals for ONP, given the constraints mentioned above?
What are the responsibilities of line managers in meeting those goals?
What help must line managers be given in order to meet those responsibilities?
What happens to line managers who fail to meet clearly defined, realistic affirmative action responsibilities'.
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70500 REVISION NUMBER:
4 PAGE 42 OF 44 6,0 CAUSES 6.1 Im'lementin Affirmative Action The lack of effectiveness of ONP's affirmative action efforts has been caused by the need of its workforce for a large proportion of employees from occupations dominated by white males, by the fact that the workforce was shrinking rather than growing during the timeframe of these
- concerns, and by the union seniority system which gives an advantage to those who have worked the longest and which therefore gave preference in a majority of cases to white males.
Implementation of affirmative action in particular and of EEO efforts in general have also been hampered by failure to define line management responsibility realistically so that line managers could be held accountable for meeting specific target goals.
6.2 Trainin and Career Paths
- Women, the handicapped,'nd employees over 40 receive significantly fewer hours of training than white males under forty.
Women and minorities also receive significantly less in travel expenses and per diem for training.
7.0 CORRECTIVE ACTIONS INITIATED AS A RESULT OF THIS EVALUATION The manager of ONP will clearly communicate his commitment to accomplish affirmative action goals by having responsibility and accountability among line managers.
The office's FY 1987 affirmative action goals as established in the Affirmative Action Program Plan approved on September 30, 1986, will be clearly communicated to line managers and incorporated into their Management Appraisal System objectives, Their performance in meeting the goals will be monitored on a quarterly basis (705-NPS-01).
Employees in the under-represented areas will be encouraged and supported in obtaining a college education in the areas where there are ONP job opportunities.
Information will be provided about job opportunities within the office and financial support for continuing education.
Present minorities in the engineering entry level will be developed for possible senior and management level positions.
Opportunities for on-the-job training in senior and management level positions will be provided (705-NPS-01).
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM
'REPORT NUMBER:
70500 REVISION NUMBER:
4 PAGE 43 OF 44 Recruiting efforts will be enhanced to identify available potential employees in all under-represented areas.
Specifically, the ONP will work with the college recruitment program in the Division of Personnel, will direct Cincinnati Employment, Inc. to actively seek minority and female candidates, and will request continuous referral of minority and female candidates from the Applicant Information System operated by the Division of Personnel.
The ONP will continue working with the Training and Orientation Project and place handicapped employees in targeted positions (CATD 705-NPS-01).
In addition to the above action, DNC will attempt to increase the number of minorities and women in the trades and labor schedule by (a) encouraging selecting supervisors to use union referrals and the call by name procedure to employ more protected class
- members, (b) requesting area and project employment offices to provide a list of protected class candidates with their qualifications, and (c) monitoring the requisitions from selecting supervisors to see if they are requesting minorities and women (CATD 705-NPS-01).
The newly established Management Review Board will approve all employment, selection, and'promotion or temporary promotion for positions on the management schedule.
These boards will require the manager recommending the action to include information on the number of minority and female candidates considered, and submitted
( CATD 705-NPS -01 ).
Additional resources in the Division of Nuclear Personnel will monitor and provide support to organization managers in achieving affirmative action goals (CATD 705-NPS-Ol).
i Site an '~pWn ~~dPs ~@/~ ~dum remin supervi 'off'jg~4hgg Qy$yn~$ Q}fs h; Cafidbdate inj and of tIhe need for better coryaynic io with iQu+ emp Employe
$ with.~@cg@8raintg ~1 onito~e Qpbely are not orking b@KSi8&t
-2 1ng ed employees oyees.
to ensure they ONP is workpla concern will be applica will be Qh
'j,IIag ~+ harassme in Ivy llArVHb A'"'Lbiih giilM W
'ha semen
'reminde~g ~gNgand fQhF) aery.
ssme ion to ~+boyd han ica C8 lo 11 f in the months Supervisors t and its ture violations Site and di >saon grec ors wx r
documentati pp~h4 g +CAN)~QilppT2ifS~ to ensue protected c 'ass'eikM 4np ogdYt M4;~afe4. fagg+
(CATD 70 that
-NPS-04).
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70500 REVISION NUMBER:
4 PAGE 44 OF 44 8.0 ATTACHMENTS Attachment A - Subcategory Summary Table Attachment B - List of Concerns by Element
REFERENCE
- ECPS132J-ECPS132C FREQUENCY REQUEST ONP VASSS RWM CATEGORY<
HP HGT.
& PERS.
ISSUES ATTACIP" A
TENNESSEE VALLEY AUTHORITY OFFICE OF NUCLEAR POWER EHPLOYEE COtlCERtl PROGRA11 SYSTEI1 (ECPS)
EHPLOYEE COtlCERW INFORMATION BY CATEGORYrSUDCATEGORY SUBCATEGORY> 705 EEO PAGE 1
RUN TI11E - 16434'4400 RUti DATE - 07r28r 87 S
H SUB R PLT CONCERN NUNBER CAT CAT D LOC 1
REPORT APPL 2 SAF RELATED BF BL SQ WB HISTORICAL COWCERII REPORT
. DRIGIH COtlCERH DESCRIPTIOtl REF.
SECTION CAT NP SUBCAT - 705 EX 0443-00101 NP 70512 S
WBN 1
H H
N N
2 HA HA HA HA 1
N N
N Y
2 HA HA HA HO QTC SOt1E IIOHEN IN PUBLIC SAFETY ARE tlOT WILLING OR ABLE TO PERFORll THEIR JOB COIISTRUCTIOW CONCERN.
CI HAS WO ADDITIONAL IWFORHATIOW.
NO FOLLOWUP REQUIRED.
EX 0448-00501 T50168 HP 70511 tl WBti 1
N tl ti ti EX-85-Oc48-005 2
HA HA HA HA QTC TVA HIRItlG PRACTICES DISCRIHIWATE AG AIWST BLACK VETERAIIS.
CONSTRUCTION CONCERN.
CI HAS HO ADDITIONAL IWFOR HATIOII ~
EX 071-00301 MP 70515 N
WBN 1 tl tl N
tl T50256 2
HA WA NA tiA EX. 072-00301 HP
. 70507 S
WBtl 1 tl fi ti II T50187 2
NA tiA tlA NA 02 HP 72105 S
WBN 1 tl tl tl tl 2
HA HA HA NA QTC QTC THE EEO BOARD AT IIATTS BAR TAKES SID ES WITH 11AtlAGEHEWT.
COIISTRUCTIOtl CO IICERtl.
tlO FURTHER IIIFORt1ATIOtl IW Tlt E FILE.
tlO FOLLOW-UP REQUIRED.
TVA DOES HOT GIVE DISABLED VETERANS AWY SPECIAL CONSIDERATION.
COHSTRUC TIOW DEPT CONCERN.
CI HAS WO ADDITI DWAL IHFORHATION.
GENERIC COWCCRH.
EX 108-004401 NP 705044 tl WBN 1 tl tl tl W
T50201 2
HA HA HA WA EX 118-00201 T50203 02 IH 60300 S
WBN 1
tl W
tl Y
EX-85-118-002 2 tlA WA NA tlO HP 70511 S
WBH 1
H W
H II
. 2 tlA tlA HA tlA EX 093-00201 HP 70510 ti WBN 1
H tl tl tl T502c45 2 tlA tlA tlA tlA QTC QTC QTC CI EXPRESSED THAT TVA HIRES NIIIORITI ES4 REGARDLESS OF THEIR QUALIFICATIO IIS.
CI DECLItlED TO PROVIDE FURTHER IHFORI'IATION.
tlO ADDITIOtlAL ItlFORt1AT IOtl IS AVAILABLEIti THE FILE.
TVA DISCRIHIIIATES WHEW THEY CHOOSE T
HEIR FOREI1Etl; HOT ENOUGH BLACKS.
CO IISTRUCTIOtl DEPT.
CONCERN.
CI HAS tlO ADDITIOHAL ItlFORt1ATIOtl.
"GEWCRIC C OWCERH-l1AWAGEt1EtlT DISCRIHIIIATES AGAItlST BLA CKS.
CONSTRUCTION DEPT.
COWCEPW.
C I HAS WO ADDITIONAL IWFORNATIOH.
(H ANES AtlD DETAILS ARE KtlOWW TO QTC AW D ARE WITHHELD TO t1AIHTAIW CONFIDENT IALITY).
CONCERNS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY tIUHBER.
REFERENCE ECPS132J-ECPS132C FREQUEtlCY REQUEST OHP - ISSS - RIIN CATEGORYa MP NGT.
8 PERS.
ISSUES TENNESSEE VALLEY AUTHORITY OFFICE Of NUCLEAR POllER EMPLOYEE CONCERN PROGRAM SYSTEM (ECPS)
EMPLOYEE CO)ICERII ItlFOR)lATIOH BY CATEGORY/SUBCATEGORY SUBCATEGORY'05 EEO PAGE
2 RUtt TINE 16:3I:00 RUtl DATE 07/28/87 COtlCERN NUMBER CAT S
H SUB R PLT CAT D LOC 1
REPORT APPL 2
SAF RELATED BF BL SQ IIB HISTORICAL CONCERN REPORT ORIGI W CONCERN DESCRIPTIOW REF .
SECTION CAT I'1P SUBCAT 705 EX 145-00101 T50200 NP 70507 S l)Btl 02 NP 72105 S llBH 03 NP 72103 S
WB)I 1
N tl tl N
2 NA HA WA HA 1H H
tt N
2 NA WA HA WA 1W tl H
H 2
HA WA HA HA QTC TVA POLICY Itl COtlSTRUCTIOtl REHIRItlG GIVES A VETERANS PREFERENCE FOR 10%
DISABLED VETERA)IS BUT THIS POLICY IS HOT BEING FOLLOHED ON LAY-OFFS.
CO NSTRUCTIOH DEPT.
CO)ICERW.
CI HAS HO FURTHER INFORMATION.
EX 193-00301 T50266 02 03 NP 70515 S HBtl 1
W tl tl tl 2
HA HA HA HA NP 71603 S
HBN 1 tl tl tl tl 2
WA WA HA HA NP 70516 S
HBH 1
N tl N
tl 2
WA WA HA WA QTC CI EXPRESSED THAT EEO AND THE EMPLOY EE'S UIIIOW ARE IN TVA )PA))AGE)IEHT'S "
BACK"POCKET", AND THAT EEO PERSO)IHEL ARE WOT COOPERATIVE MITH EMPLOYEES Itl PROCESSItlG EEO COtlPLAItlTS ~
DETAI LS KtlOlltl TO QTC, I)ITHHELD DUE TO COW FIDEWTIALITY.
HO FURTHER IHFOR)IATIO H NAY BE RELEASED.
COtlSTRUCTIOtl DEP ARTt1EtlT COtlCERH.
CI HAS NO FURTHER IIIFORNATI0)I.
IN 011-00101 IH 60300 S
HBN 1 tl tl tl Y
T50030 2
WA WA HA HO 02 MP 70508 S IIBN 1
W H
W H
2 HA tlA t)A tlA QTC TVA DISCRIMINATES AGAINST HAHDICAPPE D CRAFT PERSOtlHEL i)HOSE HANDICAPS AR E tlOT MILITARY SERVICE RELATED.
CiI HAS BEEtl EXCLUDED FROM OVERTItlE OH HEEKEt)DS BECAUSE OF C/I 'S HA)IDICAP A tlD t)Otl-VETERAtl STATUS.
TIIIS STARTED 0 YEARS AGOp UNDER FOR)lfR ELECT.
GE NERAL FOREl'lAN (WANE GIVEtl), AtlD IS P
RESEtlTLY OCCURRIWG UtlDER CURREtlT ELE CT.
GEIIERAL FOREMAN (t)ANE GIVEN).
C
/I QUESTIONED ELECT.
GEt)ERAL FOREtlAtl ABOUT THIS DISCRIMINATORY POLICY TO HARDS HAt)DICAPPED tlOH-VETERA)IS.
GDI ERAL FOREMAN TOLD C/I THAT HE IIA CONCERNS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY tlUMBER.
REFERENCE ECPS132J-ECPS132C FREQUENCY REQUEST ONP ISSS RWN CATEGORYE NP MGT.
8 PERS.
ISSUES 1 EtlHESSE E VALLEY AUTHORITY OFFICE OF tlUCLEAR POWER EMPLOYEE COtlCERtl PROGRAM SYSTEM (ECPS)
EMPLOYEE CONCERN INFORMATION BY CATEGORY/SUBCATEGORY SUBCATEGORY: 705 EEO I'AGE RUH TINE 16 i30: 00 RUtl DATE - 07/28/87 CONCERtl NUMBER SUB CAT CAT S
H R PLT D LOC 1
REPORT APPL 2 SAF RELATED BF BL SQ WB HISTORICAL CONCERN REPORT ORIGIN COIICERH DESCRIPTIOtl REF.
SECTIOtl CAT NP SUBCAT - 705 IH 191-00101 T50065 NP 70512 S
WBH 1 tl H
N N
2 HA HA tlA NA 1tl H
N,Y 2
HA NA NA HO Itl-85-191-001 QTC WHEN FEMALE PUBLIC SAFETY OFFICfRS A
RE ASSIGtlED TO SECURITY POST WHERE "
PAT DOIIWS" ARE REQUIRED'HEY CAH'T DO THEN SItlCE TVA HAS A POLICY THAT FEMALE OFFICERS CAW'T "PAT DOllH" MAL E EMPLOYEES.
THIS CAUSES TIIO (2)
PR OBLENSi 1)
HALES DO ALL Ttlf "PAT DOll tlS" (WORK) SItlCE t10ST OF THE PERSOWtl EL REQUIRItlG "PAT DOlltlS" ARE MALES.
2)
THE FEMALE OFFICERS GET RE-ASSIG HED TO OTHER POST WHERE THERE IS LES S ACTIVITY.
EXAMPLE: PORTAL EtlTRAWC E
LOCATED Otl 708'L.,
THE NAItl ftlTR AtlCE TO POWER BLOCK.
IN 200-00201 T50007A NP 70511 H
WBH r
1H II W
W 2 tlA IIA tlA NA WI "85-002-001 QTC ALTHOUGH TVA IS LEGALLY BOUND TO FQU AL Et1PLOYNEtlT LAIIS, TIIE POLICY IS HO T REFLECTED Itl ACTUAL PRACTICE.
EVI DEtlCE OF THIS IS THE RATIO OF BLACKS AWD OTHER MINORITIES TO WHITES IW A LL DEPARTtlfIITS IN 235-X1101 T50239 02 03 IN "85-245-00001 T50091 IH 60200 S
WBH 1
N H
H Y
2 HA HA HA HO NP 70506 S
WBtl 1 tl N
tl W
2 tlA HA WA HA MP 70601 S
WBH 1
H H
H H
2 HA HA WA HA NP 70507 N WBN.
1 H
W W
H 2
WA WA NA WA QTC III-85-265-000 QTC SUPERItllftlDEtlT (tlANE KWOWtl) AtltlOUtlCE D TO CRAFT (DATE AWD DISCIPLINE KWON tl) TIIAT HE PLAtltlfD TO TERHItlATE ALL EMPLOYEES Otl MEDICAL RESTRICTIONS IF IT WAS HUNAtlLY POSSIBLE.
DETAILS K tlOWW TO QTCp WITHHELD DUE TO COIIFIDE WTIALITY.
tlO FURTHER ItlFORIIATIOH tlA Y BE RfLEASED.
CONSTRUCTION DEPARTt1 EtlT COtlCERW.
CI HAS tlO FURTHER ItlFO Rt1ATIOtl.
WO FOLLOW UP REQUIRED.
TVA'S AFFIRMATIVE ACTIOtl PPOGRAI1 DOE S
tlOT WORK AS EVIDEtlCED BY tlO DISABL ED VETERAtl BEIIIG IN A "N" LEVEL POSI TIOtl WITHIN THE TVA SYSTEM.
CONCERNS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY tlUNBER,
REFERENCE
" ECPS132J"ECPS132C FREQUENCY REQUEST ONP ISSS RtlH CATEGORY'P HGT.
& PERS.
ISSUES TENNESSEE VALLEY AUTHORITY OFFICE OF NUCLEAR POWER ENPLOYEE CONCERN PROGRAN SYSTEtt (ECPS)
EHPLOYEE COHCERtl IHFORttATIOtl BY CATEGORY/SUBCATEGORY SUBCATEGORY'05 EEO PAGE RUtl TINE - 16 i 36: 00 RUtl DATE 07/28/87 CONCERN NUHBER CAT S
tt SUB R PLT CAT D LOC 1
REPORT APPL 2 SAF RELATED BF BL SQ llB HISTORICAL CONCERN REPORT ORIGIN CONCERN DESCRIPTION REF.
SECTION CAT MP SUBCAT 705 IH 219-00101 T50025 IH 60300 S
NBH 02 HP 70505 S NBtl 1N N
tl Y
2 WA NA HA WO 1 tl W
tl tl 2
NA WA NA tlA QTC DISCRINItlATIOW HALE ENPLOYEES (HAl1E GIVEN) ItITH LESS SENIORITY AHD EXPER IEtlCE RECEIVE NORE SALARY TllAtl FEt'IAL E
ENPLOYEES (tlAtlE GIVEN).
HALE EtlTE RS TOP OF SB-2 RAtlGE-FENALE EtlTERS BOTTOtl OF SB-2 RAtlGE EVEtl TltOUGlt SltE HAS NORE TINE llITH TVA AND EXPERIEtl CE IH -85"293-02201 MP 70509 tl ttBN 1 tl N
H tl T50266 2
HA HA HA HA QTC TVA OFFICIALLY IS At) "EQUAL OPPORTUtl ITY ENPLOYER" BUT It) FACT DEtlIES EtlP LOYEES TltE "OPPORTUNITY" IF TklEY DO tlOT BELOtlG TO THE "CLIQUE".
tthttES/D ETAILS KtlOlltl TO QTC, llITHHELD TO llAI tlTAItl COtlFIDENTIALITY.
tlO FURTHER I tlFORtlATIOH tlAY BE RELEASED.
COtlSTRU CTIOW DEPARTHEWT COHCERH.
CI HAS tto FURTHER ItlFORttATIOtl.
IN -85"308-00201 T50256 IH 60300 S
NBN 02 NP 70510 S NBtl 1
W H
H Y
2 NA tlA HA WO 1
W H
H W
2 HA HA WA HA QTC PARTlALITY Itl TREATHEttT BETllEEtl tlhLE AHD FEttALE EHPLOYEES Itl GROUP (KWOll N).
tlUCLEAR POWER COWCERtl.
HO ADDI TIOWAL INFORMATION AVAILABLEIH FILE tlO FOLLOW-UP REQUIRED.
IN 309-00101 T50222 02 HP 70512 S
HBN '
tl H
tl tl Itl-85-309 "001 2
WA NA WA HA OP 31202 S
HBN 1 tl tl tl Y
2 HA WA NA WO QTC NOttEtl ARE HOT PERHITTED TO llORK CERT AItl PUBLIC SAFETY POSTS DUE TO SEARC tt REQUIREHEtlTS.
thEtt ARE REQUIRED TO SllITCH POSTS TO FILL TtlIS DEttAttD. Tlt E ttALE'S POST IS OFTEN SllITCltED Itt T ttE t'tORttIttG AFTER THEY REPORT TO l'lORK EVEtl THOUGH TtlE SCHEDULE IS tlnDE OU T Tll0 llEEKS It( ADVAtlCE.
CI COULD tlO T PROVIDE AtlY ADDITIOtlAL ItlFORl'IATIO!l tlUC.
POllER DEPT.
COtlCERH.
CONCERNS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY tlUl'1BER.
REFERENCE ECPS132J-ECPS132C FREQUENCY REQUEST ONP ISSS RHN CATEGORYi NP NGT.
8 PERS.
ISSUES TEtltlESSEE VALLEY AUTHORITY OFFICE OF IIUCLEAR POWER ENPLOYEE COtlCERN PROGRAN SYSTEN (ECPS)
ENPLOYEE COtlCERtl ItlFORt1ATIOW BY CATEGORY/SUBCATEGORY SUBCATEGORY< 705 EEO RUtl TINE 16: $6: 00 RUtl DATE 07/28/87 CONCERN NUNBER CAT S
H SUB R PLT CAT D LOC 1
REPORT APPL 2
SAF RELATED BF BL SQ HB HISTORICAL CONCERN REPORT ORIGIN CONCERN DESCRIPTIOH REF.
SECTION CAT
- NP SUBCAT - 705 IN 311-01001 NP 70512 S HBtl T50220 02 OP 31202 S
HBH 1
N tl tl W
2 HA IIA HA WA 1
N H
H Y
2 tlA HA HA NO Ill-85"311-010 QTC FENALE OFFICERS ARE ROUTINELY ASSIGII ED TO AREAS OTIIER THAtl THOSE SCHEDUL ED DUE TO SEXUAL DUTY LINITATIOIIS.
THIS CAUSES LOH NORALE BECAUSE HALE OFFICERS CAtltlOT AtlTICIPATE THE APEA TO IIHICH THEY HILL BE ASSIGNED AWD, THEREFORE'htlNOT DRESS PROPERLY OR OTHERWISE PREPARE FOR THE JOB ASSIGII NEWT.
HO FURTHER DETAILS AVAILABLE FRON CI.
IIUC.
POHER CONCERtl.
IN 335-00101 T50056 02 IH 60200 S
HBN 1
N H
H Y
2 HA HA HA WO NP 70506 S
HBN 1
N tl tl tl 2
NA WA HA HA EHPLOYEES ON RESTRICTIONS (HAtlDICAP)
ARE HARASSED TO WORK OUT OF THEIR R
ESTRICTIOttSi IE WELDER WITH A IIEARIW G II1PAIRHEHT Otl A tl0tl-HELDIWG RESTRI CTIOtl IS ASKED TO HELD.
0/85 (WAt1ES OF PEOPLE HHO ASKED THAT WELDER TO WELD ARE KNOHtl)
IN 303-00301 IIP 70515 tl HBN 1 tl H
tl tl T50040 2
HA NA WA WA QTC UPWARD IIOBILITY OF NItlORITY EHPLOYEE S.
THE POSSIBILITY EXISTS THAT EEO IS NOT EFFECTIVE BECAUSE IT (EEO) IS EtlPLOYED BY TVA> tlOT At) ItlDEPEtlDEtlT AGEtlCY.
IN 033-00301 T50 041 IH 60600 S
HBN 02 NP 70506 S
HBH 03 NP 70601 S
HBW 1
N N
H Y
2 HA HA HA NO 1
H H
H H
2 WA HA WA HA 1
H H
H W
2 HA NA HA IIA IW-85-CI33-003 QTC EHPLOYEES ORDERED TO OR EXPECTED TO WORK OUTSIDE THEIR t1EDICAL RESTRICTI OtlS.
(tlANES 8 DETAILS KHOHtl TO QTC)
IN II%4-00101 NP 70511 N HBH 1
H tl H
tl T50035 2 IIA NA tlA IIA QTC CRAFT LOCALS AIID TVA DISCRIHIWATE AG AItlST NItlORITY GROUPS REGARDItlG HIRI WG FIRIWG, AtlD ADVAWCEHEIIT POLICIES IIITHItl TVA.
HIWORITY GROUP PERSOtltl EL NUST WORK FIVE TINES HARDER TO BE CONSIDERED EQUAL.
(tlAI'1ES Ktl01ltl TO QTC)
CONCERNS ARE-GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY tlUNBER.
REFERENCE ECPS132J" ECPS132C FREQUENCY REQUEST OtlP ISSS -
RWN CATEGORY>
NP MGT.
& PERS.
ISSUES TEtlNESSEE VALLEY AUTHORITY OFFICE OF tlUCLEAR POllER El'IPLOYEE COtlCERtl PROGRAM SYSTEM (ECPS)
EMPLOYEE COtlCERtl ItlFORt1ATIOtl BY CATEGORY/SUBCATEGORY SUBCATEGORY-705 EEO PAGE 6
RUtl TIME - 16 s 3h c 00 RUtl DATE 07/28/87 S
H SUB R PLT CONCERN NUMBER CAT CAT D
LOC 1
REPORT APPL 2.SAF RELATED BF BL SQ HB HISTORICAL CONCERN REPORT ORIGIN COtlCERN DESCRIPTION REF.
SECTION.
CAT
- HP SUBCAT 705 IN -85"488-00201 NP 70501 N
WBN T50029 1 tl tl
. tl tl 2
WA HA HA WA IN-85-188-002 QTC SUPERVISOR DESCRININATES AGAItlST NItl ORITES WITH REGARD TO PAY ItlCREASES IN -85"539"00201 T500CI2 tIP 70506 S
WBW 02 MP 71310 WBH 1
N tl N
N It)-85-539-002 QTC 2
HA HA HA WA 1 tl tl tl N
2 WA HA HA NA INJURED EMPLOYEES SHOULD AVOID A FUL L
DUTY STATUS UIITIL AUTHORIZED BY TV A.
(DETAILS K!IOWN BY QTC)
Itl -85"554"00201 T500CI7 IH 60300 S
WBW 02 MP 70500 S
WBtl 1
H W
W Y
2 tlA NA tlA NO 1
N N
H N
2 NA HA HA HA QTC DEPARTIIEIIT SUPERVISIOtl (WANE AND DEP ARTHEtlT KHOlltl) DISCRIMINATES AGAINST BLACKS Itl AltARDING OF DUAL RATE AtlD FOREMAN POSITIONS.
FURTHER DETAII.S ARE AVAILABLE BUT CANNOT BE PROVIDE D DUE TO COWFIDEIITIALITYREQUIREIIEWT S.
COtlCERW IS GEtlERICALLY EXPRESSED AT THIS POItlT, MAY BE PERSOtlALLY EX PRESSED AFTER CI RECOtlTACTS ERT.
IN 563-00101 T50112 02 MP 70502 S
WBN 1
H N
N H
IW"85-563-001 2
HA WA IIA WA NP 70509 S
WBtl 1
H H
tl tl 2
HA IIA tlh tlA QTC AFFIRtIATIVE ACTIOtl PROGRAM tlOT BEItlG FOLLOWED.
AFTER ll YEARS WAS NEVER OFFERED A PROHOTIOtl.
SELECTIOW FOR ADVAtlCEt1EtlT IS PER THE BUDDY SYSTEI1 WAS NEVER EVEtl OFFERED g CHANCE.
HO VA PROGRAM PREFERENCES.
CI WOULD PROVIDE HO FURTHER IWFORHATIOW.
NO FOLLOW UP REQUIRED.
IN 565-00101 NP 70504 N
WBN 1
H H
tl tl T50219 2
WA WA WA WA QTC RACIAL DISCRItIIHATIOtl.
tlO BLACKS OR WOHEtl Itl FOREHAtl POSITIONS.
CI DEC LINED TO PROVIDE FURTHER ItlFORHATIOtl CONSTRUCTION DEPARTMENT COtlCERH.
IN 593-00301 T50055 02 03 IH 60300 S
WBN 1
N tl tl Y
2 NA WA HA HO MP 70506 S
WBN 1
H H
H H
2 WA WA IIA WA NP 70601 S
WBII 1 tl W
tl ll 2 tlA tlA WA tlA QTC TVA tlhtlAGEMEtlT EXPECTS AWD REQUEST E
HPLOYEES TO IIORK OUTSIDE THEIR I'IEDIC AL RESTRICTIONS.
(tlAHES/DETAILS KtlO WW TO QTC)
COtlCE RE GROUPED BY FIRST 3 DIGITS OF SUBCA(EGORY WUHB
REFERENCE
- ECPS132J-ECPS132C FREQUENCY REQUEST OtlP ISSS RHN CATEGORY'P HGT.
8 PERS.
ISSUES TENNESSEE VALLEY AUTHORITY OFFICE OF IIUCLEAR POIIER EMPLOYEE COWCERtl PROGRAM SYSTEH (ECPS)
EHPLOYEE COtlCERtl ItlFORI1ATIOII BY CATEGORYrSUBCATEGORY SUBCATEGORY) 705 EEO 0
PAGE 7
RUtl TINE 16:36:00 RUtl DATE 07r28r87 S
H SUB R PLT CONCERN NUMBER CAT CAT D LOC IH 603-00101 IH 60300 S
HBN T50057 02 HP 70511 S IIBN 1
REPORT APPL 2 SAF RELATED BF BL SQ llB 1
N N
N Y
2 HA NA HA NO 1
N N
W H
2 NA IIA NA HA HISTORICAL CONCERN REPORT ORIGIN QTC COWCERH DESCRIPTIOW DISCRIHIIIATIOW (RACIAL) HAHE IS KN Ol IH.
REF.
SECTION CAT MP SUBCAT - 705 IN 627-00801 HP 70510 N NBtl 1
W H
H N
T50196 2 tlA NA NA HA IN 632-00701 NP 70516 tl HBtl 1
W ti tl tl T5026?
2 HA NA tlA tlA IN 656-00101 NP 70505 tl HBII 1 tl tl N
tl T50061 2 tlA NA HA tlA QTC QTC QTC ALLEGATIOWS SUBHITTED TO EEO HAVE HO T BEEtl PROPERLY CONPLETED.
(
HANESrD ETAILS TO THE SPECIFIC CASE ARE KIIOH tl TO QTC AtlD HITHHELD TO HAItlTAItlCO NFIDEtlTIALITY).
COIISTRUCTIOII DEPT.
COHCERtl..CI HAS ttO FURTHER Itlt ORtlAT
. IOII.
EEO IS tlOT RESPOtlSIVE TO EHPLOYEE Itl QUIRIES COtlCERWItlG CASES EtlPLOYEES H
AVE FILED.
DETAILS KWOHtl TO QTC, III THHELD DUE TO CONFIDENTIALITY.
WO F
URTIIER IIIFORHATIOtl HAY BE RELEASED.
CI HAS IIO FURTHER IIIFORIIATIOII.
COll STRUCTIOH DEPARTHEIIT COtlCERH.
ItIDIVIDUAL (WANE KtlOIltl) HAS HIRED IH TO TVA IIAREHOUSE AT THE SAI1E LEVEL A S
HOST OF THE PEOPLE IIHO IIAD IIORKED THERE FOR A LOtIG TINE.
THIS IHDIVID UAL DID HOT HAVE AtlY WAREHOUSE EXPER IEHCE.
IN "85"689-00101 T50238 02 03 IH 60000 S IIBN 1
N N
H Y
2 HA WA WA NO MP 70506 S NBtI 1
N tl N
tl 2
HA HA HA WA MP 70601 S IIBN 1
W N
tl tl 2
WA HA WA NA QTC CIi IIIJURED OW JOB AtlD PLACED Otl HED ICAL RESTRICTIOtlp HAS COtlSISTEtlTLY P LACED Otl JOBS TIIAT VIOLATED THESE RE STRICTIOHS UNTIL CI BECAHE RE"INJURE D
DETAILS KNOI'IW TO QTCp I<ITHIIELD T 0 IIAIIITAItlCOIIFIDEtlTIALITY.
tl0 FURT HER IHFORt'1ATIOH t1AY BE RELEASED.
CI DECLItlED TO PROVIDE FURTtlER ItlFORHA TIOtl.
CONSTRUCT IOtl DEPARTllEtlT COWCE RH.
tlO FOLLOII UP REQUIRED.
E CONCERNS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY HUNBER.
REFERENCE
- ECPS132J-ECPS132C FREQUENCY REQUEST ONP ISSS RHN CATEGORY ~
HP NGT.
8 PERS.
ISSUES TENNESSEE VALLEY AUTHORITY OFFICf OF tlUCLEAR POHER EttPLOYEE COtlCERtl PROGRAN SYSTEN (ECPS) fttPLOYEE COtlCERtl IttFORthATIOW BY CATEGORY/SUBCATEGORY SUBCATEGORY: 705 EEO PAGE 8
RUtl TINE - 16:36~00 RUN DATE - 07/28/87 CONCERN tlUHBER CAT S
H SUB R PLT CAT D LOC 1
REPORT APPL 2 SAF RELATED BF BL SQ WB HISTORICAL REPORT COtlCERW ORIGIN CONCERN DESCRIPTION REF.
SECTION CAT lip SUBCAT - 705 IN 723"00101 T50102 NP 70506 S IlBN IH 757-00301 T50073
.IH 60300 S
WBH 02 HP 70506 S ltBN 02 MP 71305 S
HBN 1 tl N
N tl 2
WA tlA tlA WA 1 tl N
N tl 2 ttA HA HA tlA 1
H H
W Y
2 NA WA WA WO 1.tl tl tl N
2 HA WA WA HA Itl"85-723-001 QTC It(-85-?57"003 QTC TVA NEDICAL REFUESED TO ALLOl< CI'S P
ERSOWAL DOCTOR TO ADEQUATELY TREAT J OB RELATED INJURIES.
tlEDICAL COWSIS TEtlTLY REFUSED TO ABIDE BY RESTRICTI Otls ESTABLISHED BY PERSOltAL DOCTOR (
SUBNISSIOtt OF ADD'1 DETAIL COULD COth PPONISE CI'S COtlFIDEtlTIALITY).
IlO F OLLON UP REQUIRED.
tlO BLACK FOREHftt OH THE SITE.
C/I. S TA1 ES RACIAL DISCRItlItlATIOtl.
( tthNES KtlOlltl TO QTC AWD RELEASE OF ItlFORltA TIOtl llOULD JEOPARDIZE C/I 'S COtlFIDEtl TIALITY.)
HO tlORE INFORtlATIOtl AVAIL ABLE.
NO FOLLON-UP.
IN 770-00501 HP 70506 S
NBtl 1 tl tl tl N
T50116 2
WA WA WA HA 02
.NP 71305 S IIBH 1 tl W
H tl 2
WA WA WA lIA QTC FOLLOllING Atl ItlJURY ON THE JOB IH '8 3
A TV DOCTOR CHAtlGED THE RESTRICTIO N IMPOSED BY A PRIVATE DOCTOR.
FURT HER IttFORt1ATIOW HILL CotlPROtlISE CotIF IDEWTIALITY.
CONSTRUCTION DEPT.
Coll CERN.
IN 785-00301 T50156 HP 70510 tl HBN 1 tl tl tl tt 2
WA tlA tlA tlA IH-85-785-003 QTC HOthfN SUB-JOURtlfYNEtl ARE KEPT AS SllE ETHEARTS OF FOREHftt.
THEY DO (ttOST OF THE TIttE )
PAPER l<ORKp SITTItlG Itl FOREllAW'S OFFICES p ItlSTEAD OF DOItlG TILE TECHtlICAL FUtlCTIOtlS OF JOURtlEYtt ftl.
90%
OF HOtlEtl SUB-JOURHEYllEW ARE WOT DOItlG THEIR JOB.
COtlSTR.
DEPT.
CONCERN.
CI klAS tlO FURTtlfR ItlFORllA TIOW.
WO FOLLOHUP REQUIRED.
IN 806-00101 HP 70505 tl llBtl 1
N tl tl tl T50082 2
HA tlA WA tlA QTC TVA BRINGS llALES IN AT TIIE TOP OF TH E ADVERTISED GRADE SCALE OR HIGHfR G RADE SCALE THAW ADVERTISED AHD FEllAL ES IW AT THE BOTTOtt OF THE ADVERTISE D GRADE SCALE OtlLY.
(WAftES/DETAILS KtlOlltl TO QTC AtlD RELEASE OF THIS IWF ORtlATIOtl llOULD JEOPARDIZE C/I'S COtlF IDftlTIALITY.) tlO tlORE ItH:ORllATIOtl A VAILABLE.
COtlCERtlS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY tlUtlBfR.
0 REFERENCE ECPS132J-ECPS132C FREQUENCY REQUEST ONP ISSS RHN CATEGORY>
HP NGT.
8 PERS.
ISSUES TEWttESSEE VALLEY AUTHORITY OFFICE OF NUCLEAR POl<ER El'lPLOYEE COtlCERtl PROGRAN SYSTEH (ECPS)
ENPLOYEE COtlCERW IttFORthATIOtt BY CATEGORYrSUBCATEGORY SUBCATEGORY:
705 EEO PAGE
9 RUW TINE 16:56:00 RUtl DATE - 07r28r8/
COtlCERN NUHBER IN 802-00601 T50089 CAT SUB CAT S
H R PLT D LOC IH 60400 S NBtl 02 HP 70505 S
NBN 1
REPORT APPL 2 SAF RELATED BF BL SQ llB 1
N W
W Y
2 NA tlA tlA tlO 1 tl N
tl tl 2
WA WA NA WA HISTORICAL CONCERN REPORT ORIGIN QTC COWCERtl DESCRIPTION SOHE HAWAGENEttT PROHOTES SEXUAL DISC RINItlATIOtl BY tlOT PROVIDItlG Oll-TWE-J OB TRAIWIttG TO FEHALES AT TtlE SANE R
ATE AS PROVIDED tlALES THEREFORE EtlAB LItlG HALES TO ADVAtlCE NORE RAPIDLY T HAtt FEtlALES.
(ttAHErDETAILS Ktl0llW TO QTC AllD RELEASE OF IWFORNATIOW HOUL D JEOPARDIZE CI'S COtlFIDEtlTIALITY)
REF.
SECTION CAT llP SUBCAT 705 IN 803-00201 HP 70512 S
WBN 1
N tl tl N
T50090 2
NA tlA NA tlA 02 OP 31202 S
HBN 1
W W
N Y
2 NA NA WA WO IN 863-00301 HP 70510 tl HBN 1
N N
ll Il T50090 2 tlA NA NA NA QTC QTC THE TVA POLICY OF WOT ALLOHIWG PUBLI C SAFETY OFFICERS TO SEARCH THE OPPO SITE SEX CAUSES PROBLEHS IW POSTItIG OFFICERS.
IF A llOflhtt IS ASSIGtlED TO A POST llHICH REQUIRES PERFORtlItlG PA T DOlltl SEARCHES, SHE tlUST SlthP IlITH h llAtl.'HIS PRACTICE SOtlETItlES PROV ES TO BE UNFAIR TO THE tthttp YET llOllE W GET EQUAL PAY.
BLACK PUBLIC SAFETY OFFICERS ARE StlO litt SPECIhL TREATtlEtlT llHEtl If. COt1ES T
0 DISCIPLINARY ACTION.
(tlo EXANPLES GIVEN)
IN "85"850-00701 T50085 NP 70512 tl HBtt 1 tl N
tl tl IW-85-850"007 2 tlA tlA tlA tlh QTC HEttS URItlAL ItlSTALLED Itl tt2 AIR LOCK (ANNULUS).
ttottEtt ARE PRESEllT DURI W G UTILIZATIOtl OF THE URItlhL.
tl0 SCR EEtlSr StlI EL DItlG IS PROVIDED.
IN 906-00201 HP 70511 tl NBN 1
W tl tl tl T50093 2
WA WA WA WA QTC TVA HIRItlG PRACTICES DISCRIHItthTES A
GAItlST HIttORITIESi PARTICULARLY tlUCL EAR POllER HAWAGEllEllT.
CI Hhs WO FUR THER DETAILS.
tlO FURTHER DETAILS AV AILABLE.
tl0 FOLLOll UP REQUIRED.
ZN 939-00101 T50136 02 HP 70508 S
HBN 1
W tl tl W
It)-85-959-006 2 ttA NA tlA tlA HP.
70601' HBtl 1
N tl tl N
2 NA tlA tlA WA QTC SUPERVISIOtl (DEPARTtlEtlT KtlOlltl) DOFS WOT COtlSI DER EllPLOYEE PttYSICAL LIltIT ATIOtlS Itl ASSIGtlHEtlT OF llOPK.
DETAI LS KtlOlltl TO QTC. lllTHELD DUE TO COtlF IDEWTIALITY. CI HAS WO FURTHER IlIFO.
RHATIOW.
CONCERNS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY WUHBER.
4I.
REFERENCE ECPS132J-ECPSIS2C FREQUENCY REQUEST ONP ISSS RWN CATEGORY<
NP HGT.
& PERS.
ISSUES TEtltlESSEE VALLEY AUTHORITY OFFICE OF tlUCLEAR POllER EHPLOYEE COWCERtl PROGRAN SYSTEN (ECPS)
ENPLOYEE CONCERN IWFORNATIOW BY CATEGORY/SUBCATEGORY SUBCATEGORY: 705 EEO PAGE
10 RUW TINE 16:><:00 RUW DATE - 07/28/87 COtlCERN NUNBER 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 REF
~
SECTION CAT
" HP SUBCAT - 705 IN 958-00101 T50257 IH 60400 S
HBN 02 NP 70506 S HBtl 05 NP 70601 S
HBW 1 tl tl N
Y 2 tlA tlA NA WO 1
W tl tl W
2 NA tIA WA WA 1 tl tl N
tl 2
WA WA WA WA QTC INDIVIDUALHAS UNFAIRLY TREATED IlITH REGARDS TO tlEDICAL RESTRICTIONS.
D ETAILS KtlOlltl TO QTC.
HITtltlELD DUE T 0 COtlFIDEtlTIALITY. tl0 FURTtlER IWFOR NATIOtl tlAY BE RELEASED.
COWSTRUCTIO N DEPARTt0EttT COtlCERW.
IN 069-00201 HP 70511 tl HBtt 1 tl N
N tl T50248 2
WA tlA WA WA IN 074-00501 HP 70510 N WBtt 1
W tl tl W
T50117 2
NA WA WA WA QTC QTC DISCRIHINATIOtt AGAINST BLACK & FENAL E EllPLOYEES.
DETAILS Ktl0lltl TO QlC.
HITHtlELD DUE TO COWFIDEtlTIALITY.
tlO FURTtlER ItlFORtlATION HAY BE RELEASED (Wht'1ES tlOT KNOHtl) COWSTRUCTIOtl DE PARTtlEttT CONCERN.
tlO FURTHER IWFORfl ATION AVAILABLEIN FILE.
WO FOLLOW UP REQUIRED.
FEtlALES SHOULD tlOT BE PROVIDED DIFFE REWTIAL TREATMEttT JUST BECAUSE THEY ARE FEHALE.
THEY SHOLD BE EXPECTED TO PERFORN THE DUTIES OF THEIR'OSIT IOtl THE SANE AS HALES.
(DEPARTtlEtlT/
NIttOR DETAILS KtlOlltl TO QTC) CI HAS rt 0 tlORE ItIFORMATIOW.
NUCLEAR POHER C
OtlCERtl.
NO FOLLOH UP REQUIRED.
IN "86-106-00101 T50119 HP 70510 W HBtl 1
W tl tl N
Itl-86-106-001 2
WA WA NA WA QTC TVA IS FORCED TO HIRE PERSONNEL TO N EET QUOTAS, IE, FEHALEp HAttDICAPPEDp VETERAN. llItlORITY, ETC.,
AtlD DO SO EVEN IF THE PERSOtl IS tlOT QUALIFIED FOR THE POSITION.
ALSO TVA IS RELUC TAtlT TO FIRE/LAY-OFF THESE "QUOTA" P ERSOWS FOR FEAR OF BEING CHARGED lIIT H DISCRIHIttATIOW, EVEN IF THESE PERS OtlS'OB PERFORtlAtlCE IS POOR.
tlUCLE AR POHER.
CI HAS tlo l'IORE IWFORNATIO W.
CONCERNS ARE GROUPED BY FIRST S DIGITS OF SUBCATEGORY WUHBER
REFERENCE ECPS132 J "ECPS132C FREQUENCY REQUEST ONP' ISSS RHN CATEGORY<
NP HGT. 8 PERS.
ISSUES TEtlHESSEE VALLEY AUTHORITY OFFICE OF tlUCLEAR POWER EHPLOYEE COtlCERtl PROGRAN SYSTEN (ECPS)
EHPLOYEE COWCERtl ItlFORHATIOW BY CATEGORY/SUBCATEGORY SUBCATEGORY'05 EEO PAGE RUN TINE - 16:S6:00 RUN DATE -. 07i28/87 COtlCERN NUMBER CAT SUB CAT S
H R PLT D LOC 1
REPORT APPL 2
SAF RELATED BF BL SQ HB HISTORICAL CONCERN REPORT ORIGIN CONCERN DESCRIPTION REF
~
SECTION CAT
- HP SUBCAT 705 70512 S HBtt 02 OP 31202 S
HBN IN 137-00801 HP T502c49 70512 S
HBH 02 OP 31202 S
lIBW IN 107-00101 MP T50126 1
N H
H H
2 HA WA HA HA 1 tl tl W
Y 2
WA HA IlA HO 1
N tl tl H
2 NA IlA HA HA 1
N W
H Y
2 tlA tlA tlA NO IN-86-107-001 QTC IW-86 "137-008 QTC PUBLIC SAFETY PERSOWtlEL DO NOT PERFO RH EFFECTIVE PAT DOHN SEARCtlES OF FE HALE ENPLOYEESi POSSIBLY DUE TO FEAR OF OFFEHDIWG THE INDIVIDUALS.
CI E
XPRESSED THAT ALL PAT DOllN SEARCHES SHOULD BE PERFORNED Itl A THOROUGH AH D EFFECTIVE HAtttlER. REGARDLESS OF TH E SEX OF THE EllPLOYEE.
tlUCLEAR POllE R COttCERt).
CI HAS tl0 FURTHER ItlFORN ATION.
FEllALE PUBLIC SAFETY OFFICERS ARE GI VEtl i'PREFEREHTIALtl POSTS OW THE PREH ZSE THAT THEY CAW'T DO "PAT-DOlltlS".
NUCLEAR POllER DEPARTNEttT COtlCERtl.
HO ADDITIOtIAL IHFORNATIOW AVAILABLE IN FILE.
tl0 FOLLOll UP REQUIRED.
IN 137-00901 t1P 70510 tl NBN 1 tl tl tl W
T50249 2 tlA tlA tlA tlA IW 157-00201 IH 60300 S
NBW 1
W tl W
Y T50 128
~
2 WA WA HA HO 02'P 70511 S
lIBW 1
H W
H H
2 WA tIA HA HA IN 157-00401 HP 70504 N llBH 1 tl tl tl H
T50128 2 tlA WA WA WA QTC QTC QTC PROtCOTIOtiS ARE BASED Otl SEX AtlD/OR R ACE IIOT Oll HERIT BECAUSE OF tlItlORITY REQUIREtlEtlTS.
tlUCLEAR POllER DEPART thEttT COtlCERtl.
tlO ADDITIONAL IWFORllA TIOtl AVAILABLEItl FILE.
tlO FOLLOW U
P REQUIRED.
CI QllESTIOWS llllY TVA HAS CRAFT SUPER VISION (tlAtlES KtlOlltl) tlHO ARE "RACIST S" RUtltlItlG THIS JOB.
ADDITIOtlAL IllF O.
KWOHW TO QTC.
COHSTRUCTIOtl DEPT COtlCERtl.
CI QUESTIOtlS l'ltlY TIIERE ARE tlOT NORE tlItlORITIES Itl THE CRAFT SUPERVISIOW.
OF 130 CRAFT FOREt)EIl (CRAFT KtlOlltl)
OIILY 2 ARE tlIWORITIES AtlD tlOtlE AR E llOtlEN.
DETAILS KNOllll TO QTC, llITII ELD DUE TO COtlFIDEtlTIALITY.
COtlSlRU CTIOtl COtlCERtl.
CI HAS tl0 ADDITIOtlAL IHFORNATIOW.
COtlCERNS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY ttUt1BER.
REFERENCE ECPS132J-ECPS132C FREQUEHCY REQUEST OWP ISSS -
RHM CATEGORY i NP NGT.
& PERS.
ISSUES TEtftfESSEE VAI.LEY AUTIIORITY OFFICE OF tlUCLEAR POllER EMPLOYEE COtlCCRtl PROGRAM SYSTEM (ECPS)
EMPLOYEE CONCERN ItlFORI1ATIOtt BY CATEGORYrSUBCATEGORY SUBCATEGORY: 705 EEO I'AGE 12 RUW TIME - 16~3<i:00 RUII DATE - 07r28r87 CONCERN tfUMBER CAT S
H SUB R PLT CAT D LOC 1
REPORT APPL 2
SAF RELATED BF BL SQ HB HISTORICAL REPORT COtICERtf ORIGIN CONCERtl DESCRIPTION REF.
SECTION CAT MP SUBCAT - 705 IN 187-00301 T50126 NP 70512 S IIBN 02 OP 31202 S
HBN 1
N tl tf N
2 NA NA WA WA 1 tl tl N
Y 2
HA HA HA HO Itl-86-187-003 QTC CI FEELS THERE ARE TOO NAtIY FEMALE P UBLIC SAFETY SERVICE OFFICERS OW THE DAY SHIFT.
THIS CREATES A PROBLEM BECAUSE THE FEI1ALE OFFICERS CANNOT M
ORK ALL POSTS DUE TO TIIE FEtlALE PSS OFFICERS tlOT BEItlG ABLE TO PAT-DOIIW OR SEARCH MALE EMPLOYEES.
CI FEELS FEMALE OFFICERS SHOULD BE ALLOIIED TO PAT-DOI'IN AWD SEARCH MEII.
THIS I'IOUL D ALEVIATE THIS COWCERtf.
NUCLEAR PO NER CONCERN.
CI COULD WOT PROVIDE A tlY ADDITIOtfAL INFORflATIOW.
IIO FOLLO II UP RQUIRED.
IN 192"00101 T50131 NP 70506 tl IIBH 1
H H
N N
2 tlA NA WA WA IN-86"192-001 QTC TVA DEPARTNEIIT (KHOIIII) HAS NO NItlORI
'TY FOREMEN.
CI FEELS THAT THIS IS D
ISCRII'1IWATION, DUE TO THERE BEItlG OV ER 100 TOTAL PERSOtltlEL Itl THE DEPART
'tlEWT, Of IIHICII 18-20 ARE MltlORITIES.
NUCLEAR POMER DEPT CONCERN.
CI HA S
tlO FURTHER ItlFORf1ATIOII.
IN 21 ci-0 06 01 T50132 MP 70512 S
HBN 02 OP 31202 S
INB'I 1
H tl tl tl 2
HA IIA HA HA 1
tf W
tl Y
2 WA WA HA WO IN-86-216-006 QTC FEMALE PUBLIC SAFETY OFFICERS ARE EX EMPT FROM CERTAItl ASSIGWMEIITS AS TIIE Y IIOULD BE REQUIRED TO "PAT DOIIW" MA LES AS HELL AS FEMALES.
THIS IS DIS CRIIIIIIATORY TO BOTII tIALE AtlD FEIIALE OFFICERS.
CI HAS tlO tlORE ItlFOPIIATIO W.
tIUCPHR DEPT.
CONCERN.
WO FOLLOII UP REQUIRED.
IN 216-00101 T50132 MP 70510 W MBH 1 tl H
tl tf 2
HA WA IIA WA IN-86-216-001 QTC fEtIALE OPERATORS ARE IIOT PHYSICALLY ABLE TO PERFORM ALL OF THElR ASSIGWE D DUTIES.
SOIIE VALVES ARE PIIYSICALL Y IIIPOSSIBLE FOR A FEMALE TO OPEtl Atl D CLOSE.
CI HAS HO FURTHER IWFORflAT IOII.
WUCPIIR DEPT.
COtlCERtt.
tf0 FOLLO II UP REQUIRED.
CONCERNS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY tlUI'IBER.
REFERENCE ECPS132J-ECPS132C FREQUENCY
,REQUEST ONP ISSS RHN CATEGORY>
NP HGT.
8 PERS.
ISSUES S
H SUB R PLT CONCERN NUMBER CAT CAT D LOC 1
REPORT APPL 2 SAF RELATED BF BL SQ llB HISTORICAL CONCERN REPORT ORIGIN CONCERN DESCRIPTION TEWtIESSEE VALL EY AUTHORITY OFFICE OF tlUCLEAR POllER ENPLOYEE COflCERtl PROGRAN SYSTEH (ECPS)
EHPLOYEE COtlCERtl IttFORt1ATIOtt BY CATEGORY/SUBCATEGORY SUBCATEGORY'05 EEO PAGE
e 13 RUW TINE - 16: 36: 00 RUtl DATE " 07/28/87 REF.
SECTIOtl CAT NP SUBCAT 705 IN 236-00101 IH 60300 S HBtl T50155 02 NP 70513 S llBN 1
N ll tl Y.
2 NA NA WA WO 1 tl N
tl tl 2
NA NA tlA tlA QTC CI SUFFERED AGE DISCRIHINATIOtti CI H
AD SEttIORITYp BUT HAS TRANSFERRED TO A DIFFERENT DEPARTNEtlT TO thAKE NAY FOR YOUtlGER EHPLOYEE WHO WAS tlOT CAP ABLE OF PERFORtlING ALL OF THE REQUIR ED JOB FUWCTIOtlS.
DETAILS Ktl0lltl TO QTC-llITHHELD TO HAItlTAItlCONFIDEWTIA LITY.
COtISTR.
DEPT.
CONCERN.
CI HA S
WO FURTHER IWFORHATIOtl.
NO FOLLOll UP REQUIRED.
IN 237-'00101 IH 60300 S
HBN 1
N N
tl Y
T50225 2 tlA tlA tlA tlO 02 NP 70506 S
HBN 1
W tl tl tl 2
WA tIA WA tIA IN 250-00101 IH 60300 S
HBN 1
N W
W Y
T50159 2
WA WA WA NO 02 NP 70511 S
HBN 1 tl tl N
N 2
WA WA NA NA QTC QTC CI FEELS THAT A FOREHAtt'S POSITION ll AS DEtlIED TO CI DUE TO RACIAL DISCRI NIttATIOtt.
DETAILS KWOlIW TO QTC, HIT HHELD DUE TO CONFIDENTIALITY.
WO FU RTHER ItlFORNATIOtl HAY BE RELEASED.
tlO FOLLOl< UP REQUIRED.
CI IS EXPERIENCING JOB DISCRIHIWATIO W.
(WAtlES/DETAILS TO THE SPECIFIC C
ASE ARE KtlOlltl TO QTC AND WITHELD TO ttAItlTAItlCOtlFIDEtlTIALITY).
tlUCLEAR POtlER CONCERtl.
CI HAS tlO FURTtlER IN FORHATIOW ~
tlO FOLLOllUP REQUIRED.
IN 268-00101 T50149 HP 70511 tl HBtl 1
N N
tl N
Itl-86"268 "001 2 tlA tlA tlA tlA QTC RACIAL DISCRIHIWATIOtt HAS OCCURRED A
T HBtIP.
NO DETAILS OR SPECIFICS HER E PROVIDED.
C/I HAS tlO FURTHER ItlFO RllhT ION.
CONST.
DEPT.
COtlCERW.
WO FOLLOW-UP REQUIRED.
IN 291-00301 HP 70508 tl HBN 1 tl N
tl tl T501ci7 2 tlA tlA tlA tlA TVA DOES WOT ALLOH EHPLOYEES TO TRAtl SFER OUT OF CERTAIN DEPARTNEtlTS 'EVEtl IF THEY HAVE A PHYSICAL-HAllDICAP Atl D COULD FUNCTION BETTER IW A DIFFERE tlT GROUP.
THIS IS UtlFAIR TO THOSE EH PLOYEES INVOLVED.
DETAILS KWOlltl TO
- QTC, IlITHtlELD DUE TO COtlFIDEtlTIALITY CI HAS tlO FURTtlER ItlFORHATIOW.
tl 0
FOLLOHUP REQUIRED.
i CONCERNS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY tlUHBER.
REFERENCE ECPS132J-ECPS132C FREQUENCY REQUEST ONP ISSS RWH CATEGORY)
NP HGT.
8 PERS.
ISSUES TEHIIESSEE VALLEY AUTHORITY OFFICE OF tlUCLEAR POldER EHPLOYEE COHCERtl PROGRAH SYSTEH (ECPS)
EtIPLOYEE CONCERN IWFORHATIOW BY CATEGORY/SUBCATEGORY SUBCATEGORY'05 EEO PAGE lh RUII TINE 16
< 36:00 RUH DATE 07/28/87 S
H SUB R PLT CONCERN NUNBER CAT CAT D LOC 00 005-01201 HP 70516 N I<Btt T50263 1
REPORT APPL 2 SAF RELATED BF BL SQ HB 1W'HNH 2
NA HA HA HA HISTORICAL CONCERN REPORT ORIGIN QTC CONCERN DESCRIPTION CI REPORTED THAT PEOPLE IH EOC DEPAR THEIIT Itl KtlOXVILLEARE NOT RESPOttSIV E TO EIIPLOYEES Otl LEAVE DUE TO IIIJUR IES AIID I'lEDICAL GROUIIDS.
DETAILS Ktl OHtl TO QTCi HITHHELD DUE TO COtlFIDEtl TIALITY.
NO FURTHER INFORHATIOW HAY BE RELEASED.
CONSTRUCTIOtl DEPARTIIE HT CONCERN.
REF.
SECTION CAT HP SUBCAT 705 PH 003-X2801 HP 70508 N HBN 1 tl N
N tl T50107 2
NA HA tlA HA PH 003-01401 IH 60300
" S HBtl 1 tl H
tl Y
T50106 2
WA WA WA tlo 02 MP 70509 S
HBN 1
H N
W W
2 HA HA WA HA PH 003-02901 HP 70507 tl WBN 1 tl N
tl tl T5019CI 2
WA HA WA NA SQP-86-005-00601 HP 70511 tt SQN 1
W tl N
tl T50260 2 tlA tlA HA tlA QTC QTC QTC QTC TVA DOES NOT ALI<AYS PROPERLY EVALUAT E AtID PLACE HAtlDICAPPED PERSOtltlEL Itl POSITIOtIS l<IIERE THEY CAH PERFORH TO THE HAXIHUN OF THEIR KNOIILEDGE. SKI LLSp AtlD ABILITIES AND CONTRIBUTE TO THE COHPLETION OF THE PROJECT.
CI HAS tlO NORE IHFORHATIOtl AVAILABLE.
tlO FOLLOH UP REQUIRED.
TVA DOES tlOT COHPLY IIITH THE EQUAL 0 PPORTUWITY AND AFFIRMATIVE ACTION RE GULATIOtlS.
(tlhl1ES/DETAILS 'Ktl0lltl TO QTC AND RELEASE OF THIS IIIFORIPATIOII IIOULD JEOPARDIZE CI '
COtlFI DEtlTIALIT Y).
CI HAS WO NORE IHFORHATIOW AVAI LABLE tl0 FOLLOIP UP REQUIRED TVA PLANS TO FIRE ALL DISABLED VETER AtlS THE HEEKEtlD OF tlOV. 2.
THIS TER HIIIATIOIIIIILL BE EFFECTIVE FOR VETER ANS IIITII JOB RELATED ItlJURIES.
CI H
AS tlO ADDITIOttAL IHFORHATIOII.
COtlST RUCTIOII DEPT.
CONCERN.
UNIT 2.
SPECIFIC SUPERVISORS I'IAKE IT KWOHtl T HAT llIHORITY GROUPS ARE tlOT DESIRED.
(tlAHES/DETAILS KWOIltl TO QTC.
HITHH ELD TO HAItlTAItlCOtlFIDEIITIALITY).
tl 0
FURTHER IIIFORIIATIOtl tlAY BE RELEASE D.
NUCLEAR POIIER CONCERN.
CI HAS H
0 FURTHER ItlFORNATIOtt.
CONCERNS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY NUHBER
REFERENCE ECPS132J" ECPS132C FREQUENCY REQUEST OWP ISSS RWM CATEGORY'P MGT.
& PERS.
ISSUES TENNESSEE VALLEY AUTHORITY OFFICE OF NUCLEAR POllER EMPLOYEE COtlCERtl PROGRAM SYSTEM (ECPS)
EMPLOYEE CONCERN INFORMATION BY CATEGORY/SUBCATEGORY SUBCATEGORY: 705 EEO PAGE c 15 RUtf TIME 16
~ 36: 00 RUW DATE " 07i28i87 S
H SUB R PLT CONCERN NUMBER CAT CAT D LOC 1
REPORT APPL 2 SAF RELATED BF BL SQ WB HISTORICAL CONCERN REPORT ORIGIN CONCERN DESCRIPTIOtl REF.
SECTION CAT IIP SUBCAT 705 WBP-85-015-00801 MP 70514 N WBtf '
W tf N
N T50239 2
NA WA tfA NA WBP-86-001-00101 IH 60300 S
WBW 1
N tl tl Y
T50236
~
2 tfA tfA WA NO 02 MP 70504 S
WBW 1
W tf W
N 2 tlA WA WA IIA WBP"86 "001-00501 IH 60300 S
WBtf 1
N N
tl Y
T50257 2
WA WA WA NO 02 MP 70511 S
WBtf 1 tl W
tl tf 2
NA tfA tlA tlA WBP-86-002-00501 MP 70516 N
WBN 1
N tl N
N T50257 2 tlA WA NA IIA QTC QTC QTC QTC TVA EEO GROUP IS UNRESPOtlSIVE.
EXAtl PLEi EMPLOYEE FILED Atl ACTIOtl IfITH E EO AND WAS OW TltfE WITH ALL ASPECTS OF FILItfGp BUT EEO HAD WOT RESPOtlDED WITHIN THE TIME ESTABLISHED BY TVA PROCEDURE (EEO COHPLAIIIT PAMPHLET)
A IID HAD WOT OFFERED AtlY EXPLANATIOW F OR EXCEEDIIIG ALLOIIABLETItlE.
DETAIL S
KIIOWtf TO QTC.
WITHHELD TO MAItlTAItf CONFIDENTIALITY.
IIO FURTHER INFORM ATION MAY BE RELEASED.
COtlSTRUCTIOtl DEPARTIIEHT COIICERW.
CI HAS WO FURT HER IWFORI1ATIOH.
HO FOLLOW UP REQUI RED.
CI FEELS TVA GROSSLY DISCRIMItlATES A GAIWST BLACKS'.G. THERE ARE tlO BLA CK FORDIEN AND BLACKS ARE IIOT GIVEtl THE OPPORTUNITY TO APPLY FOR VACAWCI ES WHICH ARE SUBSEQUEtlTLY FILLED IIIT H WIIITE EMPLOYEES.
(IIAMES/DETAILS K WOWW TO QTC AWD WITHIIELD TO t1AIWTAIW COWFIDEtfTIALITY.)
WO FURTHER IWFOR I'IATIOtl t'lAY BE RELEASED.
NUCLEAR POll ER CONCERN.
CI HAS WO FURTHER IWFOR MATIQII.
WO FOLLOW UP REQUIRED.
OtlE BLACK EMPLOYEE llll0 WAS Otl MEDICA TIOW WAS TERtIINATED FOR SLEEPIWG Otf THE JOB WHILE TWO WHITE EIIPLOYEESi W
OT Otf MEDICATIOtl.
WERE GIVEtl ORAL If ARWItlGS WHEtl FOUtfD SLEEPItlG OW THE J OB.
CI FEELS TVA ALLOWS DISCRIMIWAT IOtl OF BLACKS.
tlUCLEAR POWER COWCER N.
NO FURTHER INFORMATION IS AVAILA BLE Itl THE FILE.
CI STATED THAT EEO DOES WOT IWVESTIG ATE DISCRIMItlATION CHARGES EQUALLY F OR ALL EtlPLOYEES.
CI FEELS EEO DISC RIMIWATES.
(DETAILS KWOHW TO QTC AW D WITIIIIELD TO MAINTAItlCOtlFIDEtlTIALI TY).
IIO FURTHER ItfFORtIATIOW MAY BE RELEASED.
tlUCLEAR POllER COtfCERW.
CONCERNS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY NUMBER.
REFERENCE ECPS132J-ECPS132C FREQUENCY
" REQUEST ONP ISSS Rt<N CATEGORY>
NP HGT.
8 PERS.
ISSUES TEW!IESSEE VALLEY AUTHORITY OFFICE OF tlUCLEAR POllER EMPLOYEE COtlCERtl PROGRAtl SYSTEM (ECPS)
ENPLOYEE CONCERtl ItlFORtlATIOtl BY CATEGORY/SUBCATEGORY SUBCATEGORYs 705 EEO PAGE
16 RUtl TI!'lE - 16:3<i:00 RUtl DATE - 07/28/'87 S
H SUB R PLT CONCERN NUHBER CAT CAT D LOC 1
REPORT APPL 2
SAF RELATED BF BL SQ IlB HISTORICAL CONCERN REPORT ORIGIN CONCERN DESCRIPTION REF.
SECTION CAT tlP SUBCAT 705 ktBP-86-005-00101 NP 70511 tl HBW T50257 1
H H
H N
2 HA HA HA HA QTC DISCRINIHATIOH PRACTICES AS THEY REL ATE TO HIRItlG, TERNItlATIOtl TRAItlItlG AND PRO!10TIO!1S.
CONSTRUCTION DEPAR TtlftlT COtlCERtl.
tl0 ADDITIONAL IttFORH ATIOW AVAILABLEIH FILE.
HBP-86-005-00601 NP 70509 tl HBN 1
N tl tl tt T50257 2
HA WA HA WA HI "85-035-00501 HP 70511 H NBtl 1
N tl tl tl T50095 2 tlA WA HA tlh QTC QTC THERE IS NO AFFIRHATIVE ACTION PROGR AN Itl EXISTEtlCE AT llATTS BAR.
COtlST RUCTIOtl DEPARTHEtlT CONCERN.
tlO ADDI TIOtlAL ItlFORNATION AVAILABLE.
CI I!AS PRONOTED TO DUAL RATE FOREtlAW IW JANUARY 82, AWD ktAS SET BACK TO JOURtlEYtlAtl Itl JUNE 82, ttlltt A REASOtt OF HOT PERFORI1ItlG THE JOB PROPERLY.
CI llAS HADE DUAL RATE FORENAtl AGAI tl IH SEPT.
82 AtlD HAS SET BACK A IIEE K LATER BY SUPERVISOR (tlhl!E KtlO!Itl) T 0 JOURttEYI1Att.
CI
!!AS DISCR IthItlATED AGAItlST DURING HIS PERIOD OF EtiPLOYtl EtlT llITN TVA (tlAY 78-tlAY 80).
CI BR OUGHT UP HIS CASE TO
- EEO, ttASI!IttGTOtt (DETAILS KtlOlltl).
ACTIOtl llAS TAKEN IW FAVOR OF TVA (DETAILS KWON!I).
SU BSEQUEWTLYi CI QUIT TVA IW HAY 8 HI "85-046-00601.
T50132 02 03 IN 60400 S
HBN 1 tl tl tl Y
2 HA WA NA WO MP 70506 S llBtl 1 tl H
W tl 2
WA WA WA WA NP 71310 S llBH 1
tl tl tl tl 2
HA HA HA HA QTC CI'S tlEDICAL RESTRICTIONS
!IERE RENOV ED BY A tlOtl-llEDICAL SUPERVISOR.
(tlA NES/DETAILS KtlOlltl TO QTC AtlD RELEASE OF Tt!IS ItlFORltATIOW COULD JEOPARDIZ E CI'S COtlFIDEHTIALITY).
CONSTR.
CO tlCERtl.
CI HAS tt0 NORE ItlFORllATIOII.
tlO FOLLOW UP REQUIRED.
, llI 066-00801 IH 60300 S llBH T50161 02 HP 70503 S
HBH 1
W H
H Y
2 HA HA HA HO 1
W H
W H
2 WA HA WA HA QTC RELIGIOUS BIAS AWD DISCRItlIATIOtl AGA ItlST El!PLOYEES BY SUPERVISIOtl
( tthtlE AtlD DEPT KtlOlltl).
EllPLOYEES RECEIVE PROtlOTIOtlS DUE TO RELIGIOUS AFI.ILIAT IOtlS.
tlUCLEAR POI!ER COtlCEPtl.
CI DOE S
tlOT HAVE AtlY SPECIFIC/DETAILS OR F
URTI!ER IttFORt1ATIOtt.
CONGER ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY ttUtlBF
REFERENCE ECPS132J-ECPS132C FREQUENCY REQUEST ONP ISSS RHM CATEGORY<
MP MGT.
8 PERS.
ISSUES TENtlESSEE VALLEY AUTHORITY OFFICE OF NUCLEAR POWER EMPLOYEE COtlCERtl PROGRAM SYSTEM (ECPS)
EMPLOYEE COWCERII ItlFORtlATIOII BY CATEGORY/SUBCATEGORY SUBCATEGORY> 705 EEO PAGE
17 RUtl TIt'IE 16 f36 i 00 RUW DATE 07/'28/87 CONCERN NUMBER-CAT S
H SUB R PLT CAT D LOC 1
REPORT APPL 2 SAF RELATED BF BL SQ WB HISTORICAL CONCERN REPORT ORIGIN COtlCERN DESCRIPTION REF.
SECTION CAT
- HP SUBCAT 705 HI 051-00101 T50130 IH 60000 S HBtl 02 MP 70506 S
WBW 1N tl NY 2
WA NA NA NO 1
N W
tl tl 2
WA WA WA NA 03 MP 70601 S IIBN
~
1 tl tl tl N
2 WA WA NA WA QTC CI EXPRESSED CONCERN THAT TVA MAWAGE MENT OVER-RODE TVA MEDICAL RESTRICTI OWS (OW ANOTHER INDIVIDUAL) PUTTING EtlPLOYEE AIID OTHERS IW A DAtlGEROUS H ORKIIIG CONDITION.
CONSTRUCTION DEPT COWCERtl.
(IIAMES/DETAILS KtlOHW TO QTC AWD RELEASE OF THIS INFORMATION COULD JEOPARDIZE CI'S COttFIDEIITIALIT Y).
CI HAS tlO MORE INFORtIATIOtl.
IIO FOLLOW UP REQUIRED.
WI 072"00201 T50165 02 03 MP 70507 S
WBN 1
N N
tl tl 2
NA WA NA WA MP 72102 S
HBW 1
N N
W W
2 tlA WA tlA tlA MP 72105 S
HBW 1
W W
W W
2 WA NA NA WA QTC P
DEPARTMEtlT RECEIITLY FILLED THEIR J OB OPEtlrtlGS WITH tlOtl-VETERAtls IIHEII A
.T LEAST OtlE DISABLED VETERhtl htlD OIIE OTHER VETERAtl THAT.ALREADY IIOPKED I tl THE DEPARTt1EtlT HAD APPLIED.
C/I S
TATED THE SELECTIOW WAS BASED Otl THE "BUDDY SYSTEM".
IIUCLEAR POllER COtlC ERII.
(IIAMESiDETAILS KtlOWtl TO QTC Atl D WITHHELD TO MAINTAIN CONFIDENTIALI TY).
C/I HAS tlO FURTHER ItlFORMATIO!l XX 116-01501 MP 70514 N
SQW
. 1 N
N tl tl T50271 2 tlA NA IIA tlA QTC THE EQUAL EHPLOYMEWT OPPORTUIIITY STA FF TAKES AN EXCESSIVE LENGTH OF TItIE TO REVIEW COtlPLAIWT AWD REPRISAL IS SUES SUCH THAT SCHEDULE REQUIREIIEtlTS OUTLItlED Itl THE PERSOtlWEL MAtlUAL AR E tIOT MET.
DETAILS KtlOIItl TO QTC, HI THHELD DUE TO CONFIDENTIALITY.
WO F
URTHER INFORMATIOtl MAY BE RELEASED.
CI REQUESTS THAT QTC PERFORM THIS I WV EST IGATIOW.
XX ",85-117.-00101 T50222 MP 70512 N BFtl 1 tl N
tl tl XX"85-117"002 2
NA WA NA WA QTC THE RADIATIOtl SUIT UP DRESSIIIG ROOIIS AT BROIltl'S FL'RRY ARE tIERELY A ROPED OFF AREA.
TIIERE IS IIO SEPARATIOtt 0 F WORKERS.
MEtl AtlD HOMEII HAVE TO Utl DRESS RIGHT IW FROIIT OF EACH. OTHER.
tlASTY REt1ARKS ARE OFTEII tIADE.
tlUCL EAR POWER CONCERN.
CI HAS WO ADDITIO NAL ItlFORMATIOtl.
CONCERNS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY IIUtIBER.
REFERENCE ECPS132 J-ECPSI32C FREQUENCY
- REQUEST ONP ISSS -
RHM CATEGORY<
MP MGT. 8 PERS.
ISSUES TEtHlESSEE VALLEY AUTHORITY OFFICE OF tlUCLEAR POllER EMPLOYEE COllCERW PROGRAM SYSTEM (ECPS)
EMPLOYEE COtlCERH IHFORllATIOtl BY CATEGORY/SUBCATEGORY SUBCATEGORY'05 EEO PAGE 18 RUtl TIME 16:36:00 RUW DATE - 07/28/87 S
H SUB R PLT CONCERN NUMBER CAT CAT D LOC 1
REPORT APPL 2
SAF RELATED BF BL SQ llB HISTORICAL CONCERN REPORT ORIGIN CONCERN DESCRIPTIOH REF.
SECTIOtl CAT MP SUBCAT - 705 XX 117"00201 MP 70512 tl BFN T50216 1
N N
tl tl 2
HA HA HA t!A XX-85-117-002 QTC SEVERAL PEOPLE HAVE COMPLAINED TO BR OlltlS FERRY MAtlAGEttEtlT AtlD HAVE ALSO CALLED IW THEIR COMPLAINT OH THE TVA CotlPLAIWT LItlE ABOUT INADEQUATE DRE SSItlG ROOM FACILITIES BUT THERE HAS BEEN tlO RESPOtlSE OR ACTION TAKEtt REG ARDIWG THE COMPLAItlTS.
ttAttAGEitEtlT I S UtlRESPOtlSIVE.
tlUCLEAR POllER COtlCE RH.
CI HAS NO ADDITIONAL ItIFORllATIO tl.
82 CONCERNS FOR CATEGORY MP SUBCATEGORY 705 CONCERNS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY ttUMBER.
ATTACHMENT B EQUAL EMPLOYMENT OPPORTUNITY List of Concerns by Element/Issue The Equal Employment Opportunity Subcategory (70500) is comprised of 82 concerns broken down into 4 elements addressing a total of'6 issues.
Pa and Promotion 70501 - Minorities receive lower pay increases IN-85-488-002 70502 Veteran not promoted in 11 years IN-85-563-001" 70503 - Promotions are based on religion WI-85-046-008 70504 - Not enough minority and female foremen EX-85-108-004 IN-85-554-002 IN-85-565-001 IN-85-757-003 IN-86-157-004 IN-86-192-001 IN-86-237-001 WBP-86-001-001 70505 - Male/female pay rates IN-85-249-001 IN-85-656-001 not equal IN-85-806-001 IN-85-842-004 Accomodation of Handica ed Workers 70506 - Work restrictions are not respected IN-85-235-Xll IN-85-335-001 IN-85-433-003 IN-85-539-002 IN-85-593-003 IN-85-689-001 IN-85-723-001 IN-85-770-005 IN-85-958-001 WI-85-044-006 WI-85-051-001 70507 - Disabled veterans are treated unfairly EX-85-072-003 EX-85-145-001 IN-85-245-004 PH>>85-003-029 WI-85-072-002
<<Concerns addressed in more than one issue.
Page 1 of 3
ATTACHMENT B (continued) 70508 - Permanently disabled employees not accommodated IN-85-011-001 IN-85-939-004 IN-86-291-003 PH-85-003-X28 Discriminator Environment 70509 - Affirmative Action not enforced IN-85-293-022 IN-85-563-001~
PH-85-003-014 WBP-86-005-006 70510 - Reverse discrimination is practiced EX-85-093-002 IN-85-308-002 IN-85-785-003 IN-85-843-003 IN-86-074-003 IN-86-106-001 IN-86-137-009 IN-86-216-001 70511 Racial discrimination is practiced EX-85-048-005 EX-85-118-002 IN-85-204-002 IN-85-444-001 IN-85-603-001 IN-85-906-002 IN-86-049-002 IN-86-157-002 IN-86-250-001 IN-86-268-001 SQP-86-005-006 WBP-86-001-005 WBP-86-005-001 WI-85-035-005 70512 - Male/female pr ivacy is inadequate EX-85-043-001 IN-85-191-001 IN-85-309-001 IN-85-311-010 IN-85-843-002 IN-85-850-007 IN-86-107-001 IN-86-137-008 IN-86-187-003 IN-86-214-006 XX-85-117-001 XX-85-117-002 70513 - Age discrimination is practiced IN-86-234-001 E ual Em lo ent 0 ortunit Com laint S stem 70514 - Complaint processing is slow IN-85-627-008 WBP-85-015-008 XX-85-116-015
~Concerns addressed in more than one issue.
Page 2 of 3
ATTACHMENT B (continued) 70515
-'EEO staff is not independent EX-85-071-003 EX-85-193-003>>
IN-85-343-003 70516 - EEO staff is not responsive EX-85-193-003~
IN-85-632-007 00-85-005-012 M3P-86-002-005
<<Concerns addressed in more than one issue.
Page 3 of 3