ML18033A631
| ML18033A631 | |
| Person / Time | |
|---|---|
| Site: | Browns Ferry  |
| Issue date: | 05/13/1987 |
| From: | Russell J TENNESSEE VALLEY AUTHORITY |
| To: | |
| Shared Package | |
| ML082340470 | List:
|
| References | |
| 70100, 70100-V07-R03, 70100-V7-R3, NUDOCS 8902210145 | |
| Download: ML18033A631 (40) | |
Text
EMPI.OYEE CONCERNS.
SPECIAL PROG VOLTE 7 MANAGESGPPl'I'G) PERSONNEL CATEGORY SUBCATEGORY REPORT 70100 SUBJOXHDIEYMZN UPDATED TVA NUCLEAR POWER a I t t
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TVA EMPLOYEE COMCERHS SPECIAL PROGRAM REPORT NUMBER:
70100 REPORT TYPE:
Management and Personnel Subcategory REVISION NUMBER:
3 TITLE:
Subjourneymen PAGE 1 OF 16 REASON FOR REVISION:
Incorporation of final TAS editorial comments.
PREPARED BY:
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DATE APPROVED BY:
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<lii3(Q DATE H/A MANAGER OF HUCLEAR POWER DATE CONCURRENCE (FINAL REPORT ONLY) aSRP ecretary's signature denotes SRP concurrences are in files.
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TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70100 FRONT MATTER REV:
3 PAGE i OF viii Preface This subcategory report is one of a series of reports prepared for the'mployee Concerns Special Program (ECSP) of the Tennessee Valley Authority (TVA).
The ECSP and the organization which carried out the program, the Employee Concerns Task Group (ECTG), were established by TVA's Manager of Nuclear Power to evaluate and report on those Of'fice 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.
TVk EMPLOYEE CONCERNS SPECIhL PROGRAM REPORT NUMBER; 70100 FRONT NhTTER REV:
2 PhGE 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 oi 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 h 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 report's 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 huthority Employee Concerns Task Group Program Manual.
The Manual spells out the program's objectives,
- scope, organization, and responsibilities.
It also specifies the procedures that were followed in the investigation, reporting, and closeout of the issues raised by employee concerns.
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70100 FRONT MATTER REV:
2 PAGE iii OF viii It I ~ ~
ECSP GLOSSARY OF REPORT TERMS~
C 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:
Class D:
Issue is factual and identifies a problem, but corrective action for the problem was initiated before the evaluation of the issue was undertaken 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:
h 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 fir 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").
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element or element re ort an optional level of'CSP report, below the subcategory level, that deals with one or more issues.
em lo ee concern a formal, written description of a circumstance or circumstances that an employee thinks unsafe, unjust, inefficient or inappropriate; usually documented on a K-form or a form equivalent to the K-form.
TVA EMPLOYEE CONCERNS SPECIAL PROGRAN REPORT NUMBER:
70100 FRONT NATTER REV:
2 PAGE iv OP viii grouping of employee concerns.
~ffndin s includes both statements of feet and the ]oddments made about those facts during the evaluation process; negative findings require corrective action.
issue a potential problem, as interpreted by the ECTG during the evaluation
- process, raised in one or more concerns.
K-form (see "employee concern")
evaluation judgment or decision may be based.
root cause the underlying reason for a problem.
<Terms essential to the program but vhich require detailed definition have been defined in the ECTG Procedure Nanual (e.ges
- generic, specific, nuclear safety-related, unreviewed safety-significant question).
TVA EMPLOYE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70100 FRONT MATTER REV:
2 PAGE v OF viii Acronyms AI AISC ANSI AQS BFN CAR CATD CCTS CEG-H CFR CI CMTR COC DCR DNC Administrative Instruction American Institute of Steel Construction hs Low hs Reasonably Achievable American Nuclear Society American National Standards Institute American Society of Mechanical Engineers American Society for Testing and Materials American Melding Society Brogans Ferry Nuclear Plant Beliefonte Nuclear Plant Condition Adverse to Quality Corrective Action Report Corrective Action Tracking Document Corporate Commitment Tracking System Category Evaluation Group Head Code of Federal Regulations Concerned Individual Certified Material Test Report
'Certificate of Conformance/Compliance Design Change Request Division of Nuclear Construction (see also NU CON)
TVA IDPLOXEE CONCERNS SPECIAL PROGRAM REPORT NUHBER:
70100 FRONT NATTER REV:
2 PAGE vi OF viii DNE Division of Nuclear Engineering DNQA Division of Nuclear Quality Assurance Division of Nuclear Training Department of Energy DPO Division Personnel Officer DR ECN ECP ECP-SR ECSP EEOC EHRT Discrepancy Report or Deviation Report'ngineering 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 EN DES Engineering Design ERT FCR FSAR FY'CI INPO IRN Employee
Response
Team or Emergency
Response
Team Field Change Request Final Safety Analysis Report Fiscal Year General Employee Training Hazard Control Instruction Heating,.Ventilating, hir Conditioning Installation Instruction Institute of Nuclear Power Operations Inspection Rejection Notice
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TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70100 FRONT MATTER REV:
2 PAGE vii OF viii L/R Labor Relations Staff M&AI Modifications and Additions Instruction MI MSPB NDE NPP NPS NSB NSRS 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 NU CON Division of'uclear Construction (obsolete abbreviation, see DNC)
NUMARC Nuclear Utility Management and Resources Committee OSHA ONP OMCP PHR PT QCI Occupational Safety and Health Administration (or hct)
Office of Nuclear Power Office of Morkers Compensation Program Personal History Record Liquid Penetrant
- Testing, Quality Assurance Quality Assurance Procedures Quality Control Quality Control Instruction
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TVA BPLOYEE CONCERNS SPECIhL PROGRhH REPORT NUNBER:
70100 FRONT NhTTER REV:
2 PhGE viii OF viii QCP QTC RIF SQN SI SOP SWEC Ths TVTLC Quality Control Procedure Quality Technology Company Reduction in Force Radiographic Testing Sequoyah Nuclear Plant Surveillance Instruction Standard Operating Procedure Senior Review Panel Stone and Webster Engineering Corporation Technical hssistance Staff Trades and Labor Tennessee Valley Authority Tennessee Valley Trades and Labor Council Ultrasonic Testing Visual Testing WBECSP Watts Bar Employee Concern Special Program WBN Watts Bar Nuclear Plant Work Request or Work Rules Workplans
SUBJOURNEYMEN Subcategory Report 70100 Executive Summary This subcategory included 23 employee concerns which raised eight issues.
The major issues were the improper use of subjourneymen to perform journeymen work and the improper reduction-in-force (RZF) of all subjourneymen to retain journeymen.
The findings revealed that some subjourneymen were asked by their supervisors to perform journeyman work.
- However, such cases were few and consequently did not present a problem.
Tennessee Valley huthority (TVA) did layoff or RIF all subjourneymen, but did not violate the negotiated agreement by doing so; therefore, these issues were determined not to be problems requiring corrective action.
The unwillingness of craft managers and labor representatives to adequately support the subjourneyman classification is the cause of its failure.
Because the subjourneyman classification was very restrictive, it did not accomplish its intended goal of providing.a semi-skilled workforce at less than premium wage.
Corrective action for this problem is not necessary because no subjourneymen are still part of the workforce.
- However, should TVA ever wish to reintroduce
.the classification, the following should be provided for:
l.
k very specific definition of the type of work allowed in the new assignment.
2.
k procedure for measuring the effectiveness of this job classification.
3.
Credit for on-the-job training, that can be applied to advancement opportunity.
3947T Page 1 of 1
e
TVh EMPLOYEE CONCERNS SPECIAL PROGRhN REPORT NUMBER'0100 REVISION NUMBER:
3 PhGE 2
OF 16 1.0 CHhRACTERIZATION OF ISSUES Introduction This report covers the. subcategory of Subjourneymen.
It address~a
, 8 issues raised about the utilization, qualifications, and retention oi craft employees working for the Division of Nuclear Construction (DNC) at the Watts Bar Nuclear Plant (WBN) within the occupational classification of subjourneyman.
With the exception of three concerns which are site specific, the concerns in this subcategory are generically applicable to any TVk construction project employing subjourneymen.
The subjourneyman job classification was initially created for use
- within TVS's Office of Construction in 1982 and subsequently by the Office of Power in early 1983.
Employees hired for this position typically performed the unskilled work of a craft (e.g.,
steamfitter, electrician, sheetmetal worker, etc.).
Those employed by DNC were not permitted to use power tools, Zn addition to the Employee Concern Task Group (ECTG) evaluation, this subcategory report includes a review of the results of the Employee
Response
Team (ERT) Investigation Report "Subjourneymen Concerns" and line management's responses to that report.
The comments from the ERT investigation have been incorporated into the Findings section (4.0).
Note:
Employee concerns relating to the use of subjourneymen within TVA Office of Power (Maintenance) will not be evaluated in this report but will be addressed in Subcategory
- 30800, Subjourneymen in the Operations Concerns Evaluation Category.
Some 'concerns have been evaluated in more than one issue; therefore, the total of concerns applicable,to each issue is greater than the total number of concerns in this subcategory; To locate the issue in which a particular concern is evaluated, consult the following attachments:
httachment h, Subcategory Summary Table httachment B, List of Concerns by Issue
'All Management and Personnel Category concerns having a technical component (including all concerns designated Nuclear Safety-Related) are shared with the appropriate technical category for investigation and resolution of that technical component.
Report(s) sharing a
concern with this report are identified in the entry for that concern on Attachment h.
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER 70100 REVISION NUMBER:
3 PAGE 3 OF 16 1.2 Descri tion of Issues There are 23 concerns in the Subjourneymen subcategory report (70100).
These 23 concerns are grouped into two elements addressing a total of 8 issues.
Four of the issues were about the improper use of subjourneymen and four were about the retention of subjourneymen, 1.2.1 Improper Use of Subjourneymen A.
Issue 70101 - Subjourneymen performing journeymen work Twelve concerned individuals (CIs) alleged that employees within the subjourneymen classification were performing journeymen-level work for which they were neither classified nor qualified to perform.
Three of the 12 CIs specifically alleged that a subjourneymen had terminated electrical cables.
B.
Issue 70102 - Subjourneymen supervisors allowed mis-assignment Three CIs alleged that the above practice was occurring with the full knowledge and support of the subjourneymen's immediate supervisor and the assistant craft superintendent.
C.
Issue 70103 - Subjourneymen doing substandard work One CI alleged that performance of journeymen-level work by subjourneymen "possibly could lead to substandard work."
D.
Issue 70104 - Subjourneymen replacing Apprenticeship Program One CI alleged that the use of subjourneymen was an attempt by TVA to replace the "discontinued apprenticeship program."
1.2.2 Retention of Subjourneymen A.
Issue 70105 - Unfair to layoff all subjourneymen Seven CIs alleged that "it is unfair to lay-off 10'f all subjourneymen."
B.
Issue 70106 - Union agreements provide for subjourneymen Three CIs alleged that the "CI was told that TVA could keep 1/3 of the work force as subjourneymen."
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70100 REVISION NUMBER:
3 PAGE 4 OF 16 C.
Issue 70107 - Subjourneymen laid off to keep journeymen One CI alleged that all subjourneymen are being laid off so TVA can keep more journeymen.
D.
Issue 70108 - Journeymen laid off while subjourneymen were retained Two CIs alleged that "CI disagrees with TVA Department policy of laying off experienced journeymen while retaining, subjourneymen."
'2.0
SUMMARY
2.1 Summar of Issues This report covers the subcategory of Subjourneymen.
It addresses the employee concerns about the utilization, qualifications, and retention of craft employees working, for the Division of Nuclear Construction (DNC) at the Matts Bar Nuclear Plant (MBN) within the occupational classification of subjourneyman.
2.2 Summa of Evaluation Process The evaluator has reviewed all the information available on the concerns in this subcategory.
The information pertinent to the evaluation of the issues has been considered and incorporated in this report.
This evaluation looked at the historical development and implementation of the subjourneyman classification within TVA's DNC. It closely examined the job assignments that subjourneymen had
.performed, and compared these activities to those activities considered permissible according to established guidelines.
The evaluation also reviewed the reasons why DNC management discontinued the use oi the subjourneymen classification at MBN.
Thirty-six interviews were conducted to verify and support data presented in the Findings Section (4.0).
2.3 Summar of Findin s
The following are the major findings on the subjourneymen issues:
Employees classified as subjourneymen were permitted by some supervisors to use power tools, contrary to negotiated guidelines.
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70100 REVISION NUMBER:
3 PAGE 5
OF 16 At least one subjourneyman did perform journeyman-level work involving the termination of electrical cable, and did so under the direction of his immediate supervisor and his assistant craft superintendent, contrary to negotiated guidelines.
TVh did lay off or RIF all subjourneymen in order to retain more journeymen.
The subjourneyman classification was not established to replace the apprenticeship program.
TVA was not bound by negotiated agreement to use subjourneymen employees; therefore, the layoffs and RIFs were in accordance with Federal laws and TVA policy, 2.4 Summar of Collective Si nificance Collectively, the findings in this report indicate that the subjourneyman classification as negotiated was very restrictive, and did not fully accomplish its intended goal of providing a
semi-skilled craft work force at less than premium wage.
2.5 Summar of Causes Both craft managers and labor representatives alike failed to adequately support the classification, and viewed the discontinued use of the classification favorably.
2.6 Summar of Corrective Action Before reintroducing subjourneyman employees into the construction work force, TVA should attempt to negotiate out of the classification guidelines those restrictive provisions which have hampered its acceptance and growth.
3.0 EVALUATION PROCESS 3.1 Descri tion of Methodolo The evaluation of this subcategory was conducted in accordance with the "Evaluation Plan for the Management and Personnel Group" and the "Subjourneymen Subcategory Evaluation Plan."
The documents listed in the Source Document Section (3.2>, were reviewed to establish the requirements and criteria for evaluating the issues in this subcategory.
hn analysis of the concerns was conducted to determine if the circumstances and timeframe under which they were submitted was significant to the evaluation process.
A total of thirty-sir
'~aXiias s
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70100 REVISION NUMBER:
3 PAGE 6 OF 16 interviews were conducted.
Those interviewed included TVA corporate and line managers, Labor Relations staff members, craft union representatives,
- foremen, journeymen, and subjourneymen.
Review of the Labor Relations staff's general correspondence negotiation files, along with the interviews with corporate personnel in the Division of Nuclear Construction, the Office of Nuclear Power, and the Labor Relations Staff, provided the historical background information presented at the beginning of the Findings Section (4.0).
The issues were evaluated against the identified requirements and criteria to determine the findings.
A collective significance analysis was performed on the findings to determine the meaningful patterns or problem areas in the subcategory as a whole.
Causes were sought for the negative findings presented in section 4'.0.
Corrective action for the negative findings was either initiated or determined to have already been initiated.
3.2 SOURCE DOCUMENTS l.
Employee
Response
Team (ERT) Investigation Report, "Subjourneymen Concerns,"
prepared by Ray Chappell, February ll, 1986 2.
Memorandum to W. H. Thompson from K.
W. Whitt dated February 18,
- 1986, concerning Quality Technology Corporation (QTC) comments on issued reports 3.
Meeting Minutes of the Tennessee Valley Authority and the Tennessee Valley Trades
& Labor Council (TVA-TVT&L'C) Joint Classification Subcommittee regarding subjourneyman
- proposal, dated February ll, 1982 4.
Job descriptions established for TVA operating and maintenance employees at the TVA-TVT&LCJoint Classification Committee meeting in 1983 5.
Layoff and reduction-in-force procedures for temporary hourly trades and labor employees, and the TVA Personnel Manual 6.
Excerpts of general agreements covering construction and operating and maintenance employment 7.
Memorandum dated March 26, 1986, from Horace H. Mull, Manager of Construction, addressing, the subject:
"T&L Craft - Unskilled Worker Classification"
TVh EMPLOYEE CONCERNS SPECIhL PROGRhM REPORT NUMBER:
70100 REVISION NUMBER:
3 PhGE 7
OF 16 8.
Division of Construction employee force reports for the time period of May 24, 1985, through January 9,
1986 4.0 FINDINGS 4.1
~Book round 4.1.1 Subjourneymen as a Job Classification To understand the concerns on subjourneymen requires a
knowledge of the following sequence of events:
A.
In the early 1980s, TVA saw a need for "semi-skilled" craft employees in the construction work force.
Such employees would be utilized to perform the lower-skilled portion of work thus allowing the journeymen craftsmen more time to use their special skills.
In 1981 division managers discussed the subject with TVd's Corporate Labor Relations Staff who were responsible for the preparation of the annual wage and contract negotiations.
They also reviewed union agreements outside TVh, studied provisions of the Davis-Bacon Act governing workforce make-up on Federal construction projects, discussed the Act's impact with other Federal agencies affected by it, and reviewed the findings of the Construction Industry Cost Effectiveness Project conducted by the Business Round Table in 1979-1980.
B.
Based on this information, TVh prepared a proposed job classification of "subjourneyman" for use on hgency construction projects and introduced it to the 15 unions comprising the Tennessee Valley'rades and Labor Council (TVTBLC) at the 47th annual wage negotiations in December 1981.
h modified version of TVh's original request was agreed to by both parties in February
- 1982, and became effective in the Division of Construction in March 1982.
This agreement established the following guidelines:
1.
Subjourneymen will perform the unskilled work of the
.craft.
2.
Subjourneymen will not use power tools.
3.
Subjourneymen will not progress to more skilled positions.
4.
Subjour'neymen will be compensated at 60 percent of the craft journeyman rate.
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70100 REVISION NUMBER:
3 PAGE 8
OF 16 S.
The total number of craft trainees, apprentices, and subjourneymen will not exceed 33-1/3 of the number of journeymen in craft.
6.
Subjourneymen will not perform duties presently assigned members of Laborers International Union, 7.
Journeymen will not be laid off and replaced with subjourneymen.
~
8.
Each union may select alternate titles for these classifications other than that of subjourneyman.
9.
Subjourneymen will be employed on temporary appointments not to extend past 11 months and 29 days.
TVA also agreed to permit the craft unions to select or "refer from the local union hall" the applicants that would fillthe subjourneyman positions.
C.;
On February 25,. 1982, the Director of Construction discussed the future use of the new classification with TVA's construction managers.
The Division Director's expectations for the classification were also expressed in the March 26, 1982 memorandum to construction managers.
,Meanwhile, the Manager of Labor Relations for the Office of Power and a member of TVA's negotiating team in 1981, began an effort to obtain a subjourneyman classification for operating and maintenance employees in mid-1982.
By early 1983, the use of the classification was given interim approval from the majority of the TVT&LC members through the TVA-TVTRLC Joint Classification Committee.
This classification, still continuing under interim approval, differed from that negotiated for the Division of Construction in the following manner:
1.
Employees can perform semi-skilled work of the craft.
2.
Employees can use power tools.
3.
Employees will be compensated at 70 percent of journeyman rate.
An analysis of MBN's construction manpower force reports indicates that only the following crafts used subjourneymen:
steamfitters, electricians, sheetmetal
- workers, asbestos
- workers, and painters.
Unions which had approved the classification but did not work subjourneymen were boilermakers, cement masons, carpenters, millwrights, ironworkers, and machinists.
TVA EMPLOYEE CONCERNS SPECIAL PROGRAN REPORT NUHBER:
70100 REVISION NUHBER:
3 PAGE 9 OF 16 s
For those unions which did work subjourneymen, usage figures never approached the allowable percentage (33-1/3 percent) per craft (e.g., Construction, during its peak
- usage, employed 72 subjourneymen within the steamfitter craft which was only 7.2 percent of the journeyman work force).
4.1.2 Sub'ourne en and the MBN Vorkforce Reduction The total construction force employment at MBN from June 6, 1985, to January 9, 1986, decreased by 1,345 employees as a result of substantial construction completion.
The largest reduction occurred in the last three months of 1985 when 1,083 employees were either laid off or reduced in force.
Although often referred to synonymously the terms, "lay off" and "reduction in force" are distinctive administrative actions.
Generally, a RIF is the employment termination procedure applied to employees who have more than one year of current continuous TVA service; a lay off, which may precede a RIF, is the employment termination procedure applied to employees who have been-employed at TVA for one year or less since their last appointment.
Sixty-eight percent of'he employees terminated were hourly craftsmen.
By January 9, 1986, all DNC employees in the subjourneyman classification at WBN had been laid off/RIFed.
(Note:
At this point no craft subjourneyman remained employed by the Division of Nuclear Construction within the entire TVA system.)
0 Only two grievance complaints involving subjourneymen were filed with TVA's corporate Labor Relations Staff for 1985-1986.
Neither dealt with retention or qualification issues as outlined by the employee concerns in this subcategory.
They were termination issues.
4.2
~nindin s 4.2.1 Improper Use of Subjourneymen 4.2.1.1 Issue 70101-Subjourneymen performed journeymen work Discussion There were occasions when employees classified as subjourneymen used power tools such as grinders, drills, and pneumatic tools.
The known incidences of subjourneymen doing journeymen's work were isolated cases which were immediately stopped when brought to management's attention.
TVd EMPLOYEE CONCERNS SPECIhL PROGRAM REPORT NUMBER:
70100 REVISION NUMBER:
3 PAGE 10 OF 16 Conclusion Although this issue is factually accurate what is described is not a problem at this time.
hs explained in 4.1.2 (Findings) subjourneymen are no longer employed by DNC. If subjourneymen are employed in the future, corrective action has been prescribed to prevent reoccurrence.
4.2.1.2 Issue 70102-Subjourneymen supervisors allowed mis-assignment Discussion In the specific case of the subjourneymen who terminated cable, a problem is verified to have existed because this employee was not qualified to perform the work (according to his employment application),
and his immediate supervisors (foreman and general foreman) incorrectly sanctioned the work assignment.
Such work act'ivities were in violation of the negotiated classification agreement governing, the use of subjourneymen and the Divisions Director's memorandum dated March 26, 1982, which states, "employees in this classification will perform the unskilled duties of the craft" and "will not use power tools."
Conclusion The issue is factually accurate, but corrective action for the problem was initiated before the evaluation of the issue was undertaken.
4.2.1.3 Issue 70103-Subjourneymen doing substandard work Discussion and Conclusion In view of the minimum experience requirements necessary for selection of craft subjourneymen (httachment C), this evaluation found as factual an issue that "using subjourneymen to do journeymen work possibly could lead to substandard work." It should be noted, however, that neither this evaluation nor Quality Technology Company's previous investigation identified any improper work performed by subjourneymen.
Therefore, while the issue is factual it does not identify a problem requiring corrective action.
TVh EMPLOYEE CONCERNS SPECIAL PROGRJlà REPORT NUMBER:
70100 REVISION NUMBER:
3 PAGE 11 OF 16 4.2.1.4 Issue 70104-Subjourneymen replacing the Apprentice Program Discussion The subjourneymen program was not established to replace the apprenticeship program(s),
although some employees believed that it did.
Specific agreement language exists which prohibits advancement opportunities for subjourneymen.
Conclusion This issue is determined to be not factually accurate.
4.2.2 Retention of Subjourneymen 4.2.2.1 Issue 70105-Unfair layoff of all subjourneymen Discussion and Conclusion The evaluation showed that the layoff or reduct in force of all employees in the subjourneymen classification in DNC at M3N was procedurally proper.
This issue is not factually accurate.
ion 4.2.2.2 Issue 70106-Union agreements provide for subjourneymen Discussion and Conclusion That reduction violated no contractual obligations or applicable Federal laws or regulations.
The agreement establishing the subjourneyman classification does not require the use of subjourneymen but simply provides guidelines for their use.
This issue is not factually accurate.
4.2.2.3 Issue 70107-Subjourneymen laid off to keep journeymen Discussion During the work force reductions at MBN in late 1985, labor unions "lobbied" heavily with construction line and corporate managers in an effort to convince them that craft subjourneymen should be terminated before the journeyman employees.
It is apparent that management was made
TVh EMPLOYEE CONCERNS SPECIhL PROGRAM REPORT NUMBER:
70100 REVISION NUMBER:
3 PAGE 12 OF 16 aware that labor problems caused by retaining subjourneymen while reducing journeymen were developing.
Their decision to terminate all construction subjourneymen by early 1986 was certainly made with these potential problems in mind.
Management contends that these reductions were made due to very restrictive manpower ceilings and to ensure that fully qualified individuals remained on the job to accomplish the remaining work, The present evaluation has found nothing that disproves this contention.
Conclusion Therefore, the evaluation finds that the concern that "all steamfitter subjourneymen are being laid off at MBN so TVA can keep more steamfitter journeymen" is factual.
However, since that action violated no requirement it does not constitute a
problem requiring corrective action.
4.2.2,4 'ssue 70108-Journeymen laid off while subjourneymen retained Discussion These concerns appear to have been made early in 1985 during the work force reduction at VBN when journeymen were being laid off and prior to management's decision to replace the subjourneymen work force.
hs indicated in issue
- 70105, the evaluation concluded that the work force reduction of 1985 violated no contractual obligation or applicable federal laws or regulations.
The issue that TVk should not lay off experienced journeymen while 'retaining subjourneymen with a small nuclear experience was not overlooked by management and was a factor in the decision to eliminate the subjourneymen classification from the construction work force (see issue 70107).
Conclusion Consequently, this issue cannot be determined to be factually accurate.
TVd EMPLOYEE CONCERNS SPECIhL PROGRhM REPORT NUMBER:
70100 REVISION NUMBER:
3 PhGE 13 OF 16 5.0 COLLECTIVE SIGNIFICANCE All 23 employee concerns in this subcategory were submitted during the period June 1985 through December 1985.
This was a period of radical change in the trades and labor employment level at MBN.
The mere presence of QTC on the project to record concerns at a time when employee anxiety levels were high was an invitation and inducement to the generation of the concerns in this subcategory.
hlthough concerns in this subcategory dealing with improper use of subjourneymen were determined to be factual, if dissension existed at WBN concerning this classification before June 1985, it was not widespread as can be seen by the absence of grievances or a large number of employee concerns.
Differences of opinion concerning the use of subjourneymen were handled informally between union representatives and management, apparently to the satisfaction of both parties.
One may assume that before any employment reductions, the journeyman craftsmen did not openly disagree with the way subjourneymen were being used; However, the background recounted in the Findings Section makes the failure of the subjourneyman classification in DNC workforce less than surprising.
The operations and maintenance subjourneymen classification, because it has fewer restrictions, has fared better.
Nevertheless, the introduction of a new semiskilled job classification that impacts existing jobs is unlikely to be successful unless the following have been provided for:
I.
h very specific definition of the type of work allowed in the new assignment.
2.
h procedure for measuring the effectiveness, of the new job classification.
3.
Credit for on-the-job training that can be applied to advancement opportunity.
4.
Providing training so that all involved personnel have the best opportunity to make the new job in the overall system work.
Project line and corporate TVA managers interviewed agreed that the "subjourneyman" classification as negotiated by TVh's Labor Relations Staff for use within construction was very restricted and lost its potential effectiveness because'Vh agreed that subjourneymen would not be permitted to use power tools, would not be performing work duties traditionally performed by the laborers, and conceded in negotiations other key factors necessary for the effective use of the classification.
TVh ENPLOYEE CONCERNS SPECISL PROGRAMÃ REPORT NUMBER:
70100 REVISION NUlSER:
3 PAGE 14 OF 16 6.0 CAUSES 6.1 Lack of Clear Definition of Sub 'ourne an Duties Instructions issued to the employees were general, and consequently, differences of opinion existed as to what types of work assignments needed to be performed exclusively by journeymen.
While the use of power tools was strictly prohibited by agreement, hand tool usage was determined by some crafts (electrical and sheetmetal) to be permissible, yet other crafts (steamfitters and painters) strongly disapproved of both hand and power tool usage by subjourneymen.
No system was established to monitor use of the classification or evaluate its effectiveness.
Consequently, how subjourneymen were worked depended upon the strength or weakness of the craft manager, his interpretation of the general guidelines and his personal commitment to the success of the program.
For the most part subjourneymen were worked within the negotiated classification; but sometimes they were permitted to perform work beyond the classification limitations; and sometimes were simply used as "g1orified laborers."
Contributing to this erratic use of subjourneymen was the.considerable difference in work experience among the people in this classification, Some subjourneymen were as experienced as journeymen; others barely met the minimum requirements (see attachment C).
6.2 Man ower Reduction Affectin Sub'ourne en The majority of concerns dealing with the use of subjourneymen were submitted from June through October 1985, when journeymen and subjourneymen were being affected by manpower reductions.
In November 1985, after project subjourneymen learned they were to be reduced and journeymen retained, concerns over the use of subjourneymen ceased and those involving retention began to be submitted.
In support of this observation, 9 of 10 employee concerns dealing with subjourneymen retention were recorded during employee exit interviews.
Had the manpower reductions of June through December 1985 never occurred at MBN, employee concerns in this subcategory most likely. would not have been submitted.
6.3 Resentment Over the Use of Sub ourne an on the Part of Craft N~ana ers hlthough adopted for use and supported by corporate management as a
cost-saving i'nitiative, the subjourneyman classification never gained acceptance by MBN craft managers.
Interviews revealed that resentment over the use of subjourneymen by craft managers (foremen, general foremen) existed.
There was an obvious belief that from a managerial standpoint it was easier to supervise a work force of fully qualified employees from both a safety and a productivity standpoint.
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70100 REVISION NUMBER:
3 PAGE 15 OF 16 NOTE:
This attitude on the part of line managers may say more about inadequate managerial training than it does about the safety or productivity of subjourneymen.
The subcategory report on Management Technique (70600) evaluates concerns about the need for more managerial skills training.
The report notes the corrective action already taken or planned as a part of ONPs Nuclear Performance Plan to improve a
managers ability, such as managing a subjourneymen type situation.
6.4 Resentment A ainst the Use of Sub ourne an b
Craft Unions Resentment toward the use of subjourneymen by craft unions existed because they saw the hiring of subjourneymen as a replacing of journeymen.
Similar views were shared by a number of construction managers.
Some individuals employed in this classification experienced union problems and chose to cancel their union memberships.
Among subjourneymen, much resentment was shared at the total restrictions on advancement or training.
- 7. 0 CORRECTIVE ACTIONS 7.1 Previousl Initiated Corrective Action As explained in the Findings Section (4.1.2),
the use of subjourneyman by DNC ceased as of January 1986.
Subsequently,
- ERT, issued an investigative report on the use of subjourneyman at WBN to which project management committed to the following corrective action:
. future employment of subjourneymen will be preceded by instructions from the project manager to all involved managers and supervisors on the proper job requirements and responsibilities of a subjourneyman.
Additionally, at the point of hiring, each subjourneyman will sign a document, stating, that they have been properly instructed by project management on their job requirements,
- safety, and QA responsibilities and that they agree to work under those instructions or otherwise forfeit their employment.
The Project Manager's office will evaluate what type of safety and QA indoctrination is needed for all new employees who are unfamiliar with a construction work site and begin development of that program.
The use of subjourneymen in the future will be done in a safe, quality assured, and efficient manner.
Their work will be monitored by management more closely to ensure proper work assignments..
Anyone with knowledge of the belief that a subjourneyman is performing work outside his classification is encouraged to make his supervisor aware of it."
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70100 REVISION NUMBER:
3 PAGE 16 OF 16 7.2 Corrective Action as a Result of This Evaluation The Di action the Co any su to reo bringi rec x 8 Ac journe en nego'o the. corrective
~
~
ar ons f',/ddt g for amp e
AilbO
'oe $he re-emp Al~DNC,wx Alii e with 0 QPelati+ t~h elf
~ne on 5
th iQehan entation of oyment, of P Personnel en aimed at provisions (CATD No. 701-NPS-01).
8.0 ATTACHMENTS Attachment A
Subcategory Sunanary Table Attachment B List of Concerns by Issue Attachment C
Guidelines for Selection of Craft Subjourneymen, effective March 15'982
, REFERENCE
- ECPS132J"ECPS132C
'REQUENCY
- REQUEST ONP - ISSS - RWH CATEOORY4 MP MGT.
& PERS.
ISSUES ATTACtlflENT A TENNESSEE VALLEY AUTHORITY OFFICE OF NUCLEAR POWER EMPLOYEE CONCERN PROGRAH SYSTEM (ECPS)
EHPLOYEE CONCERN INFORMATION BY CATEGORY/SUBCATEGORY SUBCATEGORY4 701 SUBJilURNEYMN PERFORMED JOURNEYMEN WORK PAGE 1
RUN TI.lE - 10404l439 RUN DATE - 03/10/87 CONCERN NUMBER S
H SUB R PLT CAT CAT D LOC 1
REPORT APPL 2 SAF RELATED BF BL SQ WB HISTORICAL CONCERN REPORT ORIGIN CONCERN DESCRIPTION REF.
SECTION CAT
- MP SUBCAT - 701
) EX 009"00101 T50051 MP 70101 S
?0103 S
WBN 1
N N
N N
2 NA NA NA NA 1
N N
N N
2 NA NA NA NA EX-85-010-002 QTC USINO SUBJOURNEYMAN TO DO JOURNEYMAN WORK IN SEVERAL DIFFERENT AREAS ON THE JOB POSSIBLY COULD LEAD TO SUBST ANDARD WORK ALL OVER THE JOB.
EX 010-00201 T50052 MP 70101 4 S WBN 1
N N
N N
EX-85"010-002 2
NA NA NA NA 02 MP
?0102 S
WBN 1
N N
N N
2 NA NA NA NA l
C 4
f EX 04l9"00201 HP 70108 N WBN 1
N N
N N
t T50163 2 NA NA NA NA
'EX 85 04l9 004l01 MP.i 70105
'N WBN 1
N N
N N
T50163 2 NA NA NA NA j
4 I
f 1
4".CON(4ERNS AR~ROUPED bY FIRST 3 DIGITS OF SUBCATEGORY NUMBER.,
- t"'
N N
N N
EX"85"016-001 T50059 2 NA NA NA NA QTC QTC QTC QTC SUBJOURNEYMEN (NAMES GIVEN) ARE PERF ORMING JOURNEYMAN'S WORK TO INCLUDE (RUNNING PIPE REBUILDING VALVES OP ERATINO & POWER EQUIPMENT).
FOREMAN
-(NAME GIVEN) SAID THAT SUBJOURNEYME N COULD DO ANYTHING THE FOREMAN FEEL 9 HE/SHE IS QUALIFIED TO DO.
NON-SKILLED LABOR (SUB"JOURNEYMEN) P ERFORMINO WORK OF STFTR CRAFTSMEN.
CI WITNESSED THE FOLLOWING EXAMPLE4 SUB-JOURNEYMAN (NAME KNOWN) PERFORMI NG FIT-UPS ON I/44" DRAIN LINE OFF LE VEL INDICATORS ON HEATERS IN TURBINE BUILDING DURING NAY 1985.
ANOTHER JOURNEYMAN (NAHE KNOWN) TORQUING FLA NGE BOLTS/NUTS ON HIGH & LOW PRESSUR E STEAMLINES IN SYSTEH G, UNIT 1.
T HIS OCCURED DURING FEB. 1985.
STFTF R
FOREMAN (NAME KNOWN)4 WHEN QUESTIO NED ABOUT THIS PRACTICE4 STATED THAT "THE SUB-JOURtlEYMAN COULD DO WH CI DISAREES WITH TVA DEPARTMEtlT (KNO WN) POLICY OF LAYING OFF EXPERIENCED JOURtlEYNEtl (CRAFT KNOWtl) WHILE RETA INING SUBJOURNEYMEN WITH LITTLE OR N
0 NUCLEAR EXPERIENCE.
NUCLEAR POWER DEPT CONCERN.
CI HAS NO FURTHER IN FORMATION.
NO FOLLOWUP REQUIRED.
CI EXPRESSED THAT MOST OF THE SUBJOU RNEYMAN HIRED BY TVA AND RETAINED A T LAYOFFS4 ARE FRIEtlDS OR RELATIVES OF OTHER TVA EMPLOYEES.
NUCLEAR POW ER DEPT CONCERN.
CI HAS NO FURTHER ItlFORNATION.
tl0 FOLLOWUP REQUIRED.
i REFERENCE
- ECPS132J-ECPS132C FREQUENCY REQUEST ONP ISSS RWM CATEGORY)
MP MGT.
& PERS.
ISSUES TENNESSEE VALLEY AUTHORITY OFFICE OF NUCLEAR POWER EMPLOYEE COttCERN PROGRAM SYSTEM (ECPS)
EMPLOYEE CONCERN INFORMATION BY CATEGORY/SUBCATEGORY SUBCATEGORY'01 JOURNEYMEN LAID OFF WHILE SUBJOURNEYMEN RETAINED PAGE 2
RUN TIME 10<06<39 RUN DATE - 03/10/87 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 DESCRIPTION REF.
SECTION CAT MP SUBCAT 701 EX 103-00101 T50191 MP 70105 S
WBN 02 MP 70106 S WIN EX 122-00101 T5 0195 02 MP 70105 S
?0106 S
WBN EX 095-00101 MP 70108 N WBN T50190 1
N N
N N
2 HA NA NA NA 1
H H
N N
EX-85-103"001 2
HA ttA NA NA 1
N N
N H
2 HA NA NA NA 1
N N
N N
EX"85-122-001 2 NA NA NA NA 1
N N
N N
2 NA NA NA NA QTC QTC QTC TVA DOES NOT ABIDE BY THE TRADES AND LABOR AGREEMENT, ARTICLE 30, WHICH PROHIBITS LAYOFF OF JOURNEYMAN AND A PPRENTICES.
IN A RECENT LAYOFFS JOU RNEYMEN (CRAFT KNOWtt) WERE LAID OFF'ND 3 SUBJOURNEYMEN WERE RETAINED.
CONSTRUCTION DEPT.
CONCERN.
CI HAS NO FURTHER INFORMATION.
ALL STEAMFITTER SUBJOURNEYMEN BEING LAID OFFr WHEN THE UNION AGREEMENT C ALL FOR 1/3 OF THE REMAINING STEAMFI TTER PERSOttNEL TO BE SUBJOURNEYMEN.
CI HAS NO FURTHER INFORMATION.
CON STRUCTION DEPARTMEN CONCERN.
THE LAYOFF IS UNFAIR TO SUB-JOURNEYM EN.
CI WAS TOLD THAT TVA COULD KEEP 1/3 OF THE WORK FORCE AS SUB"JOURNE YMEN BUT IS NOT DOING SO.
CONSTRUCT ION CONCERN.
UNIT 2.
JOURNEYMEN WIL L
NOW BE DOING WORK OUTSIDE THEIR CL ASSIFICATION.
CI HAS NO ADDITIONAL INFORMATION.
EX "85-123-00101 T50195
.'X 124-00101 T50195 MP 70105 N WBN MP
?0107 N WBN 1
N N
N N
EX-85-123-001 2 NA NA HA NA 1
N N
N N
EX-85-124" 001 2
NA NA NA ttA i QTC QTC IT IS UNFAIR TO LAY-OFF 100%
OF ALL SUB-JOURNEYMEN.
SUB-JOURNEYMEN ONLY CARRY MATERIAL AND THEREFORE ARE NO T TAKIttG JOURttEYMAN'S POSITIONS.
CI HAS NO ADDITIONAL INFORMATION.
CON STRUCTION DEPT.
CONCERN.
ALL STEAMFITTER SUB-JOURNEYMEN ARE B
EING LAID OFF AT WBNP SO TVA CAN KEE P
MORE STEAMFITTER JOURNEYMEN AND TH IS IS UNFAIR.
CONSTRUCTION DEPT.
CO NCERN.
CI HAS NO FURTHER INFORMATIO N.
CONCERNS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY NUMBER.
r '
i I
'EFERENCE
- ECPS132J-ECPS132C FREQUENCY
- REQUEST
~
- ONP - ISSS -
RWM CATEGORY>
MP WGT. 8 PERS.
ISSUES TENNESSEE VALLEY AUTHORITY OFFICE OF NUCLEAR POWER EMPLOYEE CONCERN PROGRAM SYSTEM (ECPS)
EMPLOYEE CONCERN INFORMATION BY CATEGORY/SUBCATEGORY SUBCATEGORY> 701 SUBJOURNEYMEN PERFORMED JOURNEYMEN WORK PAGE RUN TIME - 10 s 04 s 39 RUN DATE 03/10/87 S
H 1
REPORT APPL SUB R PLT 2 SAF RELATED CONCERN NUMBER CAT CAT D LOC BF BL SQ WB HISTORICAL REPORT CONCERN ORIGIN CONCERN DESCRIPTION REF.
SECTION CAT
- MP SUBCAT - 701 EX 148-00101 CO 10900 S
WBH 1
N N
N Y
EX-85-010" 002 T50207 2 NA NA NA SR 02 MP 70101 S
WBN 1
N N
N N
2 HA NA NA NA 03 MP 70102 S
WBN 1
N N
H N
2 NA NA NA NA QTC SUB-JOURNEYMEN ARE TERMINATING QA AN D NON-QA CABLES IN JUNCTIOttS BOXES P
ER DIRECTION OF FOREMAN (NAME KNOWN)
DETAILS KNOWN TO QTCi WITHHELD DU E TO CONFIDENTIALITY. CI HAS NO FUR THER INFORMATION.
CONSTRUCTION DEPT CONCERN.
EX 159-00101 MP T50205 02 WP
\\
I EX.-85-159-00201 MP T50205 70105 S
WBN 70106 S
N N
N N
2 NA NA NA NA 1
N N
N N
2 NA NA NA NA 1
N N
N N
2 HA NA NA NA EX-85-159-001 QTC EX-85-159"002 QTC CI STATES THAT TVA'S DECISION TO ABO ISH THE SUB"JOURNEYMAN POSITION WIL VIOLATE THEIR CONTRACT TO HAVE A S PECIFIC RATIO OF SUB-JOURNEYMEN PER JOURNEYMEN.
CONSTRUCTION DEPT.
CONC ERH.
CI HAS NO FURTHER INFORMATION.
TVA'S DECISION TO ABOLISH THE SUB-JO:
URNEYMEN'S POSITION WAS IN RESPONSE TO THE DESIRES OF ONLY ONE CRAFT (NO T KNOWN) AND THE OTHER CRAFTS WERE N
OT CONSIDERED.
CONSTRUCTION DEPT.
C ONCERN.
CI HAS NO FURTHER INFORMATI ON.
N N
N N
T50035 2
NA NA NA NA IH 556-00101 MP 70101 N WBN 1
N N
N N
EX-85-010-002 T50051 2 NA HA HA NA I
I
. TH -85"556-00201 HP,70101 N WBN 1
N N
N N
T50051 r
2 NA NA NA HA
~ '
r 5
CONCERNS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY NUMBER.
QTC QTC QTC THE DISCONTINUED APPRENTICESHIP PROG RAN HAS BEEN SUBSTITUTED WITH <<HELPE RS" AND COSTS MORE AND DOES NOT KEEP A STEADY SUPPLY OF TRAINED CRAFT CO MING TO REPLACE RETIREES.
SUBJOURNEYMEtt ALLOWED TO GRIttD, FIT, WELDr DISASSEMBLE VALVESr USED BASI CALLY AS JOURttEYMEtt.
SUBJOURNEYMAN GIVEN MORE AUTHORITY T HAN JOURNEYMAN.
(DETAILS KNOWN TO E
RT)
I r'$
a t.
.r g4.g..;:
~
hti "
~ REFERENCE ECPS132J"ECPS132C FREQUENCY
- REQUEST
- ONP - ISSS RWM CATEGORY'P MGT. 8 PERS.
ISSUES TENNESSEE VALLEY AUTHORITY OFFICE OF NUCLEAR POWER EMPLOYEE COtlCERN PROGRAM SYSTEM (ECPS)
EMPLOYEE CONCERN INFORMATION BY CATEGORY/SUBCATEGORY SUBCATEGORYt 701 SUBJOURtlEYMEN PERFORMED JOURNEYMEN WORK PAGE RUN TIME - 1040tt t39 RUN. DATE - 03/10/87 CONCERN NUMBER S
H SUB R PLT CAT CAT D LOC 1
REPORT APPL 2 SAF RELATED BF BL SQ WB HISTORICAL REPORT CONCERN ORIGIN CONCERN DESCRIPTION REF.
SECTION CAT
" MP SUBCAT - 701 IN -85"627-00201 T50209 MP 70101 N WBN IH 705-00101 T5006/4 CO
. 10900
WBN 1N H
N tl 2 NA HA HA NA 1
N N
N Y
2 HA NA NA SR 1
H N
N N
2 HA HA NA HA IN-85-627-002 QTC EX"85-010-002 QTC SUB-JOURNEYMEN PERFORMING CRAFTS WOR K.
(NAMES/DETAILS TO THE SPECIFIC C
ASE ARE KNOWN TO QTC AND WITHHELD TO MAINTAINCONFIDENTIALITY).
CONSTRU CTION DEPT.
CONCERN.
CI HAS NO FURT HER INFORMATION.
UNQUALIFIED PERSONNEL (SUBJOURNEYMEN
)
PERFORMING JOURNEYMAN'S WORK (TERM INATIOtlS) IN THE COtlTROL ROOM p UNIT 1.
CI HAS HO MORE DETAIL.
IH "85-916-00201 MP 70101 N WBN 1
H N
N N
T5009c4 2
HA NA NA HA IN -85"9/4t4"00101 MP 70101 N WBN 1
N N
N N
T50095 2
HA HA NA NA QTC TVA FIGHTS THE UNIONS AND TRIES TO B
REAK THEM DOWN BY HIRIHG INDIVIDUALS OUTSIDE THEIR CLASSIFICATION AND BY HIRING SUBJOURNEYMAN.
THESE PEOPLE ARE tlOT QUALIFIED TO PERFORM WORK T 0 WHICH THEY ARE ASSIGNED.
tl0 SPECI FIGS AVAILABLE. C/I HAS NO FURTHER INFORMATION.
NO FOLLOW UP REQUIRED.
QTC SUBJOURNEYMEN (CRAFT KNOWN) PERFORMI NG JOURNEYMAN LEVEL WORK CI HAS NO F URTHER INFORMATION'O FOLLOW UP RE QUIRED.
N N
N N
T50112 2
HA NA tlA tlA EX"85-010" 002 QTC UTILIZIttG SUB-JOURNEYMAN TO PREFORM JOURNEYMAN TASKS (CRAFT KNOWN) WHILE KNOWING THEY ARE HOT QUALIFIED.
CI HAS HO ADDITIOtlAL tl0 FOLLOW UP REQU IRED.
i CONCERNS ARE GROUPERS bY FIRST 3 DIGITS OF SUBCATEGORY NUMBER.
I REFERENCE
- ECPS132J-ECPS132C f FREQUENCY REQUEST
'NP ISSS RHN CATEGORY)
NP NGT. 8 PERS.
ISSUES TENNESSEE VALLEY AUTHORITY OFFICE OF NUCLEAR POWER EMPLOYEE CONCERN PROGRAM SYSTEM (ECPS)
EMPLOYEE CONCERN INFORMATION BY CATEGORY/SUBCATEGORY SUBCATEGORY) 701 SUBJOURNEYNEN PERFORMED JOURNEYMEN WORK PAGE
5 RUtl TINE 10 ) 04 ) 39 RUN DATE - 03/10/87 CONCERN NUNBER S
H SUB R PLT CAT CAT D LOC 1
REPORT APPL 2 SAF RELATED BF BL SQ WB HISTORICAL REPORT CONCERN ORIGIN CONCERN DESCRIPTION REF.
SECTION CAT
- MP SUBCAT - 701 CO 10900 S
WBN NP 70101 S HBN S HBN I
03 NP 70l02
'N 238-00101 T50262 02 1
N N
N Y
2 NA NA NA SR 1
N N
N N
2 NA NA NA NA 1
N N
N N
2 NA NA NA tlA IN-85-627-002 QTC A SUB-JOURtlEYNAN HAS STOPPED WHEN IN THE PROCESS OF TERMINATING ELECTRIC AL CABLES BY THE UNION JOB STEWARD.
THE SUB-JOURNEYMAN HAS TERMINATING CABLES IN A JUtlCTION BOX'OCATED IN THE ADDITION EQUIPMENT BUILDING.
T HE SUB-JOURNEYMAN HAS WORKING UNDER THE DIRECTION OF A JOURNEYMAN ELECTR ICIAtl.
THE SUB"JOURNEYMAN HAS INSTR UCTED TO PERFORM JOURNEYMAN WORK BY THE ASSISTANT ELECTRICAL SUPERINTEND ENT.
tlANES AND DETAILS KNOWN TO QTC BUT WITHHELD TO MAINTAIN COtlFIDENT IALITY.
NO FURTHER INFORMATION
)
- HI 102-00101
.T50204 NP 70105 N HBN 1
N N
N N
2 NA NA NA NA QTC TVA, IS DISCRIMINATING HHEN DETERNINI NG WHICH SUB-JOURNEYMEN TO LAY OFF)
E.G.
THE LAST CLASS DATE HAS BEEN NO VED UP FOR SOME SO AS THEY COULD BE EXEMPT FROM THE LAY OFF.
(tlANES/DET AILS TO THE SPECIFIC CASE ARE KNOWN TO QTC AND WITHHELD TO MAINTAIN CONF IDENTIALITY).
CONSTRUCTION DEPT.
CO NCERN.
CI HAS NO FURTHER INFORMATIO N.
23 CONCERNS FOR CATEGORY NP SUBCATEGORY 701
)
CONCERNS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY NUMBER.
'<<)
J l
~
hTTACHMENT B SUBJOURNEYMEN List of Concerns by Element/Issue The Subjourneymen Subcategory (70100) is comprised of 23 employee concerns which are grouped into two elements addressing eight issues.
Im ro er Use of Sub ourne en 70101 - Subjourneymen performed journeymen work EX-85-009-001>>
EX-85-010-002>>
EX-85-016-001 EX-85-148-001>>
IN-85-556-001 IN-85-556-002 IN-85-627-002 IN-85-705-001 IN-85-916-002 IN-85-944-001 IN-85-979-002 IN 86 238 001>>
70102 - Subjourneymen supervisors allowed mis-assignment ZX-85-010-002>>
EX-85-148-001>>
ZN-86-238-001>>
70103 Subjourneymen doing substandard work EX-85-009-001>>
70104 - Subjourneymen replacing hpprentice Program IN-85-444-002 Retention of Sub ourne en 70105 - Unfair to layoff all subjourneymen EX-85-049-004 EX-85-103-001>>
EX-85-122-001>>
EX-854123-001 I
EX-85-159-001>>
EX-85-159-002
.WI-85-102-001 Page 1 of 2
ATTACHMENT B (Continued) 70106 - Union agreements provide for subjourneymen EX-85-103-001>>
EX-85-122-001>>
EX-85-159-001>>
70107 - S/F Subjourneymen laid off to keep journeymen EX-85-124-001 70108 - Journeymen laid off while subjourneymen retained EX-85-049-002 EX-85-095-001
>>Concern listed in more than one issue Page 2 of 2
ATThCHMENT C Guidelines for Selection of Craft Subjourneymen Effective March 15, 1982 Candidates for subjourneymen positions shall have at least three months ezperience in commercial, industrial, or construction type work or have equivalent vocational or technical training.
Subjourneymen must be capable of performing safely and competently a wide variety of unskilled duties of the craft.
Page 1 of 1