ML18033A635
| ML18033A635 | |
| Person / Time | |
|---|---|
| Site: | Browns Ferry  |
| Issue date: | 05/13/1987 |
| From: | Russell J TENNESSEE VALLEY AUTHORITY |
| To: | |
| Shared Package | |
| ML082340470 | List:
|
| References | |
| 70400, 70400-V07-R04, 70400-V7-R4, NUDOCS 8902210221 | |
| Download: ML18033A635 (50) | |
Text
EMPLOYEE CONCERNS SPECIAL PRQG VOLMrKE7 hhQVAGEMEKl'IG)PERSONAL CATEGORY SUBCATEGORY REPORT 70400 0VERTHNE UP.DATED TVA NUCLEAR POWER tl
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PDR ADOCK 05000 59 P
TVA EMPLOYEE COHCERHS SPECIAL PROGRAM REPORT HUMBER:
70400 REPORT TYPE: Management and Personnel Subcategory REVZSZOH HUMBER:
4 TITLE:
Overtime PAGE 1 OF 21 REASOH FOR REVZSZOH:
Incorporation of final TAS editorial comments.
PREPARED BY:
PREPARATZOH SIGHATURE DATE PEER:
REVIEMS SI HATURE ATE SIGHATURE ll 8 TE COHCURREHCES SZGHATURE DATE CEG-H:
SRP:
Cw~
<SIGHATURE 5-l3-87 APPROVED BY:
SP GER H/h MAHAGER OF HUCLEAR PORK COHCUREKMCE (FIHAL REPORT OHLY) eSRP cretary' signature denotes SRP concurrences are in files.
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TVh EMPLOYEE CONCERNS SPECIhL PROGRhN REPORT NUMEER:
70400 FRONT NhTTER REV:
3 PhGB i OF viii Preface This subcategory report is one of a series of reports prepared for the Employee Concerns Special Program (ECSP) of the Tennessee Valley huthority (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.
kn element consists of one or more closely related issues.
kn 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 thereiore 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.
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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.
TVh EMPLOYEE CONCERNS SPECIhL PROGRhM REPORT NOSER'0400 FRONT KNITTER REV:
2 PhGE ii OF viii The subcategories are themselves summarized in a series of eight category
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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 h separate r'eport 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.
h 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:
70400 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 nndertaken 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 EGA evaluation of an issue raised by an employee concern.
collective si nificance an analysis which determines the importance and consequences of the findings ih a particular ECSP report by putting those fimdings in the proper perspective.
concern (see "employee concern")
corrective action steps taken to fix specific deficiencies or discrepancies revealed by a negative finding and, when necessary, to correct causes in order to prevent recurrence.
criterion lural:
criteria a basis for defining a performance,
- behavior, or quality which ONP imposes on itself (see also "requirement").
element or element re ort an optional level of ECSP report, below the subcategory level, that deals with one or more issues.
em lo ee concern a formal, written description of' 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 ENPLOYEE CONCERNS SPECIAL PROGRAM REPORT NulSER:
7oaOO FRONT NATTER REV:
2 PAGE iv OF viii grouping of employee concerns.
~finding s
inaludes both statements of fact and the Sudtments made about those facts during, the evaluation process; negative findings require corrective action.
issue a potential problem, as interpreted by the ECTG during the evaluation
- process, raised in one or more concerns.
K-form (see "employee concern")
evaluation judgment or decision may be based.
root cause the underlying reason for a problem.
<<Terms essential to the program but which require detailed definition have been defined in the ECTG Procedure Nanual (e.gsh generic, specific, nuclear safety-related, unreviewed safety-significant question),
TVA ENPLO'LEE CONCERNS SPECIAL PROGRAM REPORT NUNBER:
70400 FRONT NATTER REV:
2 PAGE v OF viii hcronyms AI AISC ANSI BFN BLN CAR CATD CCTS CEG-H CFR CI CNTR 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 Nechanical Engineers American Society for Testing and Materials American Melding, Society Brogans Ferry Nuclear Plant Bellefonte Nuclear Plant Condition Adverse to guality Corrective Action Report Corrective Action Tracking Document Corporate Commitment Tracking System Category Evaluation Group Head Code of Federal Regulations Concerned Individual Certified Naterial Test Report Certificate of Conformance/Compliance Design Change Request Division of Nuclear Construction (see also NU CON)
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TVA EHPLOYEE CONCERNS SPECIAL PROGRAM REPORT NBSER:
70400 FRONT NATTER REV:
2 PAGE vi OF viii DNE Division of Nuclear Engineering DNQA Division of Nuclear Quality Assurance DNT DOE DPO DR ECN ECP ECP-SR ECSP EEOC ENRT Division of Nuclear, Training Department of Energy Division Personnel Officer Discrepancy Report or Deviation Report Engineering Change Notice Employee Concerns Program Employee Concerns Program-Site Representative Employee Concerns Special Program Employee Concerns Task Group Equal Employment Opportunity Commission Environmental Qualification Emergency Nedical Response Team EN DES Engineering Design ERT FCR FSAR HCI HVhC INFO 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
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70400 FRONT MATTER REV:
2 PAGE vii OF viii L/R M6dil
, MI MSPB NPP NPS NSB 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 Nuc1ear Regulatory Commission Nuclear Services Branch Nuclear Safety Review Staff NU CON Division of Nuclear Construction (obsolete abbreviation, see DNC)
NUMARC Nuclear UtilityManagement and Resources Committee OSHA ONP OMCP PHR QCI Occupational Safety and Health Administration (or Act)
Office of Nuclear Power Office of Vorkers Compensation Program Personal History Record Liquid Penetrant Testing Quality Assurance Quality Assurance Procedures Quality Control Quality Control Instruction
TVA ElPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70400 FRONT NATTER REV:
2 PAGE viii OF viii QCP QTC RIF RT SQN SI SOP SMEC TAS TLL 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 Mebster Engineering Corporation Technical Assistance Staff Trades and Labor Tennessee Valley Authority Tennessee Valley Trades and Labor Council Ultrasonic Testing Visual Testing MBECSP Watts Bar Employee Concern Special Program MBN Watts Bar Nuclear Plant Work Request or Work Rules Morkplans
OVERTIME Subcategory Report 70400 Executive Summary This report included 61 concerns which raised 13 issues over management's application of overtime policies.
The major issues were (1) the unfair distribution of overtime and (2) the abuse of management's right to require that employees work overtime.
The evaluation found that overtime was distributed unequally.
However, most of that unequality was the result of union contract provisions, differences in work assignments, job classifications, or the need for employees with security clearances rather than unfairness on the part of ONP line managers.
Large amounts of mandatory overtime were performed during this period.
The evaluation found that while there will always be a need for, mandatory
- overtime, poor scheduling during the period of these concerns resulted in an inefficient use of mandatory overtime.
The unfair distribution of overtime did not require immediate or extensive corrective action.
On the other hand, recent TVA studies suggest that overtime is only effective for limited periods.
Therefore, scheduling large amounts of mandatory overtime for long periods may be,a sign of inefficient management.
ONP management has used the hiring of contract employees and the borrowing of TVA personnel from other facilities to alleviate the need for excessive mandatory overtime.
Additionally, DNC will issue guidelines for the use of overtime that reflect the findings of the recent TVA study of overtime's relationship to worker productivity.
3947T Page 1 of 1
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TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70400 REVISION NUMBER:
4 PAGE 2 OF 21 1.0 CHARACTERIZATION OF ISSUES 1.1 Introduction This report evaluates thirteen issues raised about management's application of its overtime policies.
Many of the concerned individuals believe that management's methods of distributing overtime is biased and often based on personal friendships.
Other concerned individuals state that overtime is excessive and adversely affects both the quality of work performed and the health and safety of the work force.
There are 61 individual concerns in this subcategory; all but two were voiced by Watts Bar Nuclear Plant (MBN) employees.
The other two concerns, although not specific to WBN; were generic statements in that they were similar in content to those expressed by WBN employees.
This subcategory report was developed from a review of line management's response to 23 of the 61 concerns, from seven Quality Technology Company (QTC) investigative reports on individual
- concerns, and from the research efforts of the ECTG evaluator, The subcategory report on Work Schedules (70300) addresses the scheduling of overtime for extended periods and the scheduled length of shifts.
To locate the issue in which a particular concern is evaluated, consult the following attachments:
Attachment A, Subcategory Summary Table Attachment,B, List of Concerns by Issue All Management and Personnel Category concerns having a technical component (including all concerns designated Nuclear Safety-Related) are shared with the appropriate technical category for investigation and resolution of that technical component.
Report(s) sharing a
concern with this report are. identified in the entry for that concern on Attachment A.
1.2 Descri tion of Issues There are 61 concerns in this subcategory report on Overtime (70400).
These 61 concerns are grouped into three elements addressing a total of 13 issues.
Six of the issues are in the Scheduling and Distributing Overtime element, four are in the Mandatory Overtime element, and the remaining three are in the Miscellaneous element.
TV/i EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70400 REVISION NUMBER' PAGE 3
OF 21 1.2.1 Scheduling and Distributing Overtime A.
Issue 70401 - Overtime is not given out on an equal basis to all workers.
.B.
Issue 70402 - Overtime is not divided equally among all three shifts.
C.
Issue 70403 - hn insufficient number of support crafts are scheduled for overtime, resulting in production delays.
D.
Issue 70404 - Overtime opportunity is lost to employees who do not have security clearances.
E.
Issue 70405 - Nuclear Services Branch (NSB) does the same type of work as Construction, but NSB personnel work all the overtime because they are members of "the buddy system."
F.
Issue 70406 - Overtime is not divided equally among truck drivers.
1.2.2 Mandatory Use of Overtime h.
Issue 70407 - Employees are required to work excessive
,overtime.
B.
Issue 70408 - Employees are threatened with termination or other forms of discipline for refusing to work overtime.
C.
Issue 70409 - Excessive overtime may be affecting the quality of work and the health and safety of employees.
D.
Issue 70410 - Management does not provide adequate notice of overtime.
1.2. 3 Miscellaneous Two concerns did not specifically fit into the preceding elements and therefore will be addressed in this report on an individual basis in section 4.0 (Findings) as well as the following two issues.
h.
Issue 70411 - h request that the word "emergency" as it pertains to overtime at Sequoyah be defined.
B.
Issue 70412 - Management has instituted a practice of teamsters working overtime without supervision.
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUNBER:
70400 REVISION NUNBER:
4 PAGE 4 OF 21 The following two concerns were reviewed.
- However, they could not be investigated because they lacked clarity.
They are grouped under the following, issue.
C.
Issue 70413 - Concerns with insufficient information to evaluate.
IN-85-540-003 IN-85-540-004
- 2. 0 SU)0(ARY 2.1 Summar of the Issues The issues in this report address management's application of overtime policies.
The major issues are (1) the efficient scheduling and fair distribution of overtime and (2) the abuse nf management's right to require that employees work overtime.
2.2 Summer of Evaluation Process The evaluator has revi'ewed all the information available on the concerns in this subcategory.
The information pertinent to the eyaluation of the issues has been considered and incorporated in this report.
.This evaluation eramined management's assignment of overtime.
A systematic evaluation process was followed, beginning with a review of each concern (K-form) and reference documents to establish the requirements and criteria that governed the issues.
Fifty-two interviews were conducted.
2.3 Summar of Findin s
The following were the major findings:
Employees were required to work overtime for eztended periods (2-3 months).
Construction managers threatened employees with termination and other forms of,discipline if'hey refused to work the scheduled overtime.
Some employees received more overtime than others because of their union contract provisions, differences in work assignments, job classifications, or security clearances.
TVh ENPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70400 REVISION NUMBER:
4 PAGE 5
OF 2l The Division of Nuclear Construction (DNC) Steamfitter Department at MBN failed to maintain required overtime records and practiced favoritism; Mithin DNC, overtime is not normally divided equally among the
" three shifts because of scheduling practicality.
TVA and other organizations have conducted overtime studies which show that extended use of overtime may have adverse effects.
Nuch of the unequal distribution of overtime is the result of its assignment tb the job steward per the "engaged in work" provisions in the negotiated agreements between TVk and the trades and labor unions.
The fewer the records on overtime distribution, the higher the complaint level.
The need for some overtime is unavoidable in the construction and operation of power plants.
However, faulty work scheduling can result in the working of unnecessary or counterproductive overtime.
2,4 Summar of Collective Si nificance Mhile several things can be done to minimize the controversity over efficient allotment of overtime, the issue is not in need of immediate and extensive corrective action, Problems involving overtime are unlikely to be solved to the satisfaction of everyone.
Some employees are asking for more overtime while others thought they were forced to work too many overtime hours.
Resentment over unfair overtime distribution increases when inadequate records are kept.
Recent TVk studies suggest that overtime is only effective for limited time periods and should not be used over extended periods, The studies conclude that excessive overtime is not only hard on the employees, but also is a sign of ineffective management.
2.5 Summar of Causes The General hgreement covering the work force hinders equal distribution of overtime.
Neanwhile, inaccurate work scheduling.
caused large amounts of overtime to be required during the attempt to load fuel in the unit 1 reactor.
2.6 Summar of Corrective hction ONP line management had already began to alleviate overtime situations by hiring contract employees and by borrowing TVA personnel from other facilities.
TVh EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70400 REVISION NUMBER:
PAGE 6 OF 21 As a result of this evaluation, DNC management will propose removal of language in the General Agreement giving job stewards preference for overtime.
A DNC procedure will standardize the distribution and recording of overtime, DNC will also issue guidelines for the use of overtime that reflect the findings of a recent TVA study of the problem.
3.0 EVALUATION PROCESS 3.1 Descri tion of Methodolo The evaluation was conducted according to the Evaluation Plan for the Employee Concerns Task Group and the Evaluation Plan for the Management and Personnel Group.
The concern case files were reviewed.
Source documents were researched and interviews conducted in order to identify the requirements and criteria which applied to the issues addressed in the concerns.
The issues were evaluated against the identified requirements and criteria to determine the findings.
d collective significance analysis was performed to determine the importance and consequences of the findings; causes were indicated for negative findings; and corrective action for the negative findings was initiated or determined to have already been initiated.
3.2 S ecific Methodolo An analysis of the issues and miscellaneous concerns was conducted to determine if the circumstances and timeframe under which these concerns were submitted were of significance to the evaluation process.
Overtime records, grievance reports, and personnel data were collected and analyzed.
h review was conducted of 23 previous line management responses to individual concerns and of seven investigative reports prepared by QTC on individual concerns.
The comments from these responses and investigations were incorporated into the Findings Section (4.0).
Fifty-two interviews were conducted with ONP corporate and line
- managers, labor relations (L/R) staff members, craft union representatives, craft foremen, and journeymen.
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70400 REVISION NUMBER:
4 PAGE 7
OF 21
- 4. 0 FINDINGS 4.1
~Back round 4.1.1 Overtime Provisions ONP does not have an explicit corporate policy governing the assignment of overtime; consequently, each division has in the past formulated its own overtime procedures to accommodate divisional needs and objectives, These procedures have followed the overtime provisions contained within the negotiated contract agreement(s),
and have complied with NRC overtime restrictions.
TVA negotiated three separate General Agreements with the Tennessee Valley Trades and Labor Council (TVTLC) covering trades and labor employees working in the following capacities:
1.
Construction employees 2.
Annual operating and maintenance employees 3.
Temporary hourly operating, maintenance an'd modification employees.
Additionally, all annual salary policy employees are represented on overtime matters by the Salary Policy Employee Panel in accordance with the Articles of A reement.
None of TVA's negotiated employee agreements contain specific provisions requiring employees to work overtime.
- TVA, however, has always maintained this right as indicated in the following excerpt from a memorandum issued on April 27,
- 1982, to All Construction Project Managers from Horace H. Mull, who was then Manager of Construction:
This division has consistently interpreted the General Agreement as allowing TVA management the right to require employees to work overtime.
That right is not specifically stated in the Agreement but, where labor agreements are silent on the subject, management has the right to make reasonable demands for overtime work from employees.
Such interpretation is supported by text writers on labor agreements and numerous arbitration awards.
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TVA EMPLOYEE CONCERNS SPECIAL PROGRAN REPORT NIDSER:
70400 REVISION NUNBER:
4 PAGE 8 OF 21 Broadly stated, if the overtime is scheduled (i.e., the employee is notified in advance), it is required as is any scheduled workday.
In an emergency situation when an insufficient number of employees volunteer for overtime, it is proper to specifically direct employees to work.
Additionally, in cases where trades and labor employees have questioned the scheduling of overtime, management has also relied upon the following contract language contained in Article ZI of all three General Agreements.
The Council and its member organizations will not permit their members to engage in work stoppages or to refuse to perform work as assigned, nor sanction their leaving the service, pending settlement of issues and disputes.
In an effort to prevent arbitrary award of overtime, TVA's three trades and labor (TSL) bargaining agreements have distribution-of-overtime clauses.
Though slightly different in language.
the intent of the three agreements is to require management to distribute overtime work among the qualified employees engaged in the work activities at the time it is determined overtime is necessary.
All three contracts state that:
"Overtime records will be made available upon request to the labor representative."
The General A reement covering Construction employees outlines the distribution of overtime with the following language:
Every possible effort will be made to avoid overtime and to conform to bulletined scheduled hours of work.
When overtime work is necessary, management shall distribute such overtime work among those qualified employees engaged in the work activity at the time it is determined overtime is necessary in that specific work activity.
Job stewards will not be limited in the amount of overtime worked, and a steward will be worked on any overtime work in his job classification provided he is qualified to do the work.
If overtime work occurs for which a job steward is not classified or qualified, he will appoint a temporary steward to represent him while the overtime work is being.
performed.
Overtime records will be made available upon request to the labor representative.
TVh EMPLOYEE CONCERNS SPECIhL PROGRhH REPORT NUMBER:
70400 REVISION NUMBER:
4 PAGE 9 OF 21 4.1.2 Overtime Recordkeeping To assist in the control and distribution of overtime, and to comply with the General Agreements, each division has established recordkeeping procedures for its TSL work force.
Mhile no standardized procedure exists, each division has attempted to record not only actual overtime hours worked but also overtime turned down or refused.
This information is processed within the Office of Nuclear Power (ONP) by the Payroll Section and encoded into a computer data base which enables managers and labor representatives to periodically review overtime printouts.
The Division of Nuclear Construction (DNC), formerly the Division of Construction, has a considerably less formal procedure.
Only a monthly overtime report sheet is completed by the craft superintendent, generally with the assistance of the craft job steward.
Since the hrticles of A reement does not contain overtime distribution provisions or mandate the maintenance of overtime records, most divisional managers only record hours of overtime actually worked for annual salary policy (ESP) employees.
~4.1.3 Review of Overtime Grievances The review of site-generated overtime grievances revealed that between January 1984 and December 1985 five overtime grievances were filed by ONP's Operating and Maintenance employees.
During the same timeframe, 110 employees in construction filed grievances, with 72 of those involving the steamfitter craft.
The review also revealed that the steamfitter management in DNC has failed to maintain the standard overtime records since 1983.
This problem exists despite the fact that in December 1985, the General Construction Superintendent, Ben F. Painter, issued a memorandum reminding, his craft superintendents and job stewards about the importance of "maintaining good overtime records."
No other, craft was found negligent, nor were the any other divisions in ONP.
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NEER:
70400 REVISION NUNBER:
4 PAGE 10 OF 21 4.2 Schedulin and Distributin Overtime 4.2.1 Issue 70401 - Overtime is not given out on an equal basis to all workers Discussion This aspect of the issue was factually accurate.
Provisions in the Construction General A reement allow the craft job stewards the first opportunity to work overtime.
@here job stewards have exercised this contract provision.
such as in the electrical craft, payroll records show that these job stewards (three in all) have.
" received ten times the amount of overtime as other electricians.
Some individuals interviewed stated that this practice was outdated and a source of resentment among the work force.
This evaluator noted that the other two general agreements covering TEL employees do not contain language which favors the craft job steward in overtime.
Overtime and manpower figures support the allegations that steamfitters affiliated with Chattanooga's steamfitters local union (Local 43) are favored in overtime.
An
. analysis of WBN Construction manpower force reports for June 1986 shows that of the 358 stesmfitters
- employed, 166 or 46 percent were members of the Chattanooga local with the remaining 54 percent affiliated with other union locals.
Upon reviewing DNC steamfitter payroll records for the first six months of 1986, the following was discovered.
1.
h total of 50 steamfitters worked more than 20 hours2.314815e-4 days <br />0.00556 hours <br />3.306878e-5 weeks <br />7.61e-6 months <br /> of overtime with 72 percent (36 out of 50) affiliated with the Chattanooga local.
2.
h total of 37 employees worked more than 40 hours4.62963e-4 days <br />0.0111 hours <br />6.613757e-5 weeks <br />1.522e-5 months <br /> of overtime with 76 percent (28 out of 37) affiliated with the Chattanooga local.
3.
h total of 14 employees worked more than 80 hours9.259259e-4 days <br />0.0222 hours <br />1.322751e-4 weeks <br />3.044e-5 months <br /> of
- overtime, and all were affiliated with the Chattanooga local.
TVA E)iPLOYEE, CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70400 REVISION NUMBER:
4 PAGE 11 OF 21 Construction steamfitter payroll records for calendar year 1985 revealed similar findings.
A total of 575 steamfitters were on the payroll during 1985 with 297 or 52-percent members of the Chattanooga local.
Looking at the dollar values, there were 27 steamfitters whose overtime earnings exceeded
$7,500 with 59-percent (16 out of 27) affiliated with the Chattanooga
- local, Thirteen steamfitters earned more than
$10,000 with 92-percent (12 out of 13) affiliated with the Chattanooga local.
In interviews with employees concerning management's distribution of overtime, numerous interviewees cited as an example of favoritism the group of DNC steamfitters organized to support the Welding Task Group (WTG). It was alleged that the steamfitters selected to work with WTG were friends of steamfitter supervision. and were all members of the Chattanooga local 43.
This evaluator investigated the formation of this support group, and concludes that the alleged favoritism does constitute a
problem based on the following information:
The selection criteria used effectively eliminated nonlocal union members from consideration.
The WTG supervisors were looking for steamfitters with foreman or sketchman experience who were also technically oriented and familiar with document control.
Historically, such construction steamfitter's positions have been filled with Chattanooga Local 43 personnel rather than with out-of-local union workers.
- 2. 'On June 15, 1986, there were nine steamfitters temporarily assigned to support the WTG.
All nine were affiliated wi'th the Chattanooga Local 43.
3.
As of June 15, 1986, 29 steamfitters'ames had been submitted as possible candidates to assist WTG.
Twenty-eight of'these were affiliated with the Chattanooga local.
4.
The only out-of-local steamfitter referred to the task group worked approximately one week before the WTG supervisors decided he was incompatible with the other members and returned him to his former position.
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70400 REVISION NUMBER:
4 PAGE 12 OF 21 Conclusion This evaluation concludes that the policies and procedures for distributing overtime among the TBL work force in the operations and maintenance section of ONP are adequate, and the only negative findings existed in the construction organizations.
The issue does not identify a problem for ONP divisions other than DNC.
For DNC unfair distribution of overtime is a problem.
- Also, among DNC's steamfitters, the fact that local members are favored in overtime distribution is a problem.
4.2.2 Issue 70402 Overtime is not divided equally among all three shifts.
Discussion and Conclusion In response to this issue management supervisors acknowledged that this was an accurate statement but that it did not constitute a problem requiring corrective action.
They explained,
- however, that in the case of high-priority work, overtime is often scheduled or transferred to the first shift where engineering,
- design, and inspection support is most readily available.
4.2.3 Issue 70403 - Management does not schedule a sufficient number of craft personnel for overtime work causing productivity delays.
Discussion and Conclusion This issue was not factual.
Occasionally, construction delays did occur because a needed craft worker was not immediately available or failed to report for overtime work.
In construction work delays occur periodically, but it is no more a problem during overtime than it has been during, regular hours.
4.2.4 Issue 70404 - Overtime opportunity is sometimes unavailable to employees who do not have security clearances.
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70400 REVISION NUMBER:
4 PAGE 13 OF 21 Discussion Previously, management concurred with the concern that overtime opportunity is sometimes unavailable to employees who do not have security clearances.
DNC is limited in the number of clearances it is allowed.
Therefore, management has stated that it is not possible or necessary for all DNC T&L employees to undergo the lengthy and costly security clearance process.
From the initiation of the clearance program the construction superintendent established that the employment retention registers (which are used to determine seniority of federal workers) would be used as a basis to select employees for clearances.
Management determined that this method would result in the most economical and equitable solution since those employees who were expected to be retained the longest would have a security clearance.
Conclusion This issue is accurate, but does not constitute a problem requiring corrective action.
4.2.5 Issue 70405 - NSB does the same type work as DNC but works all the overtime because its employees are members of the "buddy system."
Discussion The review of line management's previous response to the above concern, and interviews conducted with management personnel confirmed that the work performed by NSB personnel was similar to the work performed by DNC workers.
When the concerns were submitted, the majority of the work performed by NSB involved construction modifications mandated by NRC regulatory changes, Appendix R.
TVA was committed to completing Appendix R
work before the reactor unit 1 fuel load date; consequently,'vertime was necessary to meet this schedule.
NSB was given responsibility for this work because their organizational function is to support Nuclear Power Operations.
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70400 REVISION NUMBER:
4 PAGE 14 OF 21 Interviews with DNC personnel, including managers, revealed'uch hostility and resentment toward NSB and its construction role.
The former general construction superintendent
- said, "Not a monthly job stewards'eeting went by without a complaint about NSB."
Although this subcategory report did not investigate in detail NSB's organizational structure,'enough information was compiled to conclude that the personnel selection process did involve the "handpicking" of applicants and that selection process was very often viewed as favoritism by DNC personnel.
Conclusion The issue is not factually accurate.
4.2.6 Issue 70406 Overtime is not divided equally among truck drivers.
Discussion and Conclusion This issue was factually accurate.
The evaluation
- process, however, confirmed that the inequities were not the result of management favoritism.
The inequities were a result of differences in job classification, or the need for security clearances to work within plant security areas as previously discussed in issue 70404 of these findings.
4.'3 Mandator Over time 4.3.1 Issue 70407 - Employees are required to work excessive overtime.
Discussion During fiscal year 1985, TVA determined that overtime work at MBN was critical to meet projected fuel load dates for reactor unit 1.
Many ONP sections, along with Construction's Modifications and Additions Group, required their employees to work as much as 50-percent overtime.
It was not uncommon for employees to be scheduled to work 12-hour shifts, 7 days a week, for.a 2 to 3 month period.
One interviewee working, ior.Modifications said he worked 10- and 12-hour days for 41 straight days, and following a day's
- absence, he worked another 31 straight days.
TVh EMPLOYEE CONCERNS SPECIhL PROGRhH REPORT NUHBER:
70400 REVISION NUMBER:
4 PAGE 15 OF 21 During the last half of 1984 and through 1985, VBN's unit 1 had changed scheduled fuel load dates five times.
These milestone dates, established by management, were not met because of the untimeliness of pipe support assessment and reanalysis, hppendix R fire protection work, technical review of surveillance instructions by the NRC Office of Industrial Engineering, and pending implementation of the Employee Concerns Program.
Historically, the period of time directly preceeding fuel load or initial operation is used to complete last minute details.
Instrumentation and Test Sections were doing last minute checkouts and repairs, Operations Section had operator personnel in training, and was supporting all maintenance and support groups to prepare for scheduled dates.
Therefore, 12-hour shifts were required for a 3-or 4-month period.
The last minute details and remaining work required to meet the milestone dates demand work in addition to the 40-hour scheduled week.
These situations are normally covered by borrowing personnel from other sites to increase manpower for short periods of time and to reduce the need for long hours without any days off.
Conclusion The issue could not be determined to be factual because no accepted definition of "excessive overtime" was available during the timeframe of the concerns making up the issue.
This evaluator found no requirements or criteria which clearly explains when overtime is either excessive or of an "emergency nature."
hlthough these terms are widely used to describe
- overtime, because there are no corporate standards for overtime, they remain subjective terms.
However, managers interviewed often described the overtime mentioned as emergency overtime which was excessive but necessary to meet reactor unit 1's fuel load date.
4.3.2 Issue 70408 - Management "threatened" employees when they refused to work overtime.
Discussion and Conclusion Thirteen individuals voiced concerns alleging that management had "threatened" employees because they refused to work overtime, with termination or other forms of disciplinary action, including unapproved absence and transfers to other crews.
0
TVh EHPLOXEE CONCERNS SPECIhL PROGRhM REPORT NUMBER:
70400 REVISION %OKER:
4 PhGE 16 OF 21 This issue was found to be factually accurate but the concerns appeared to be. isolated cases which occurred in construction and involved T6L craft managers.
In one of their prepared responses, site management acknowledged the occurrence of the incidents. by stating:
Other employee concerns similar to yours have been heard.
Construction management acknowledges that some managers at Matts Bar have a management style that is authoritarian. and is perceived by employees as threatening.
This is a management style they probably learned from their supervisors in years past and incorrectly believe it is necessary to prove that they are tough managers who are in control.
TVA's Office of Construction management firmly believes that this management style is both inappropriate and ineffective in getting the job done.
Mhile acknowledging the poor management
- style, the response continues with the following statement affirming management's position that employees can be required to work overtime:
hlthough threats to job security are a heavy-handed and inappropriate way to explain the policy, please understand that there may be times when overtime work is mandatory.
If the work is necessary, and there are no volunteers, management can mandate and schedule employees to work overtime.
Failure by the employee to work the overtime can result in an unapproved absence or suspension.
Interviews with management and employees did verify that management attempted to fillovertime with volunteers before employees are forced to work overtime.
4.3.3 Issue 70409 - Did excessive overtime adversely affect employee health and safety or the quality of works Discussion This evaluation supports the concern that the amount of overtime worked by some employees at WBN could have adversely affected their health and safety.
On January 9,
1985, TVA's Management Services Branch issued the second of two reports about the effectiveness of overtime on TVk's construction projects.
This report concluded that "even under effective management control extended periods of overtime prove counterproductive."
This report
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
.70400 REVISION NUMBER:
4 PiILGE 17 OF 21 referenced other industrial overtime studies in support of the following warning:
"The effects of scheduled overtime are many and varied, but in every case when in excess of 6-8 weeks the results are predictable and certain poor productivity, absenteeism, misuse of leave time, and job-related accidents."
This evaluation found no evidence supporting, the concern that the amount of overtime adversely affected the quality of work.
Conclusion The studies support the concern that excessive overtime does affect employee health and safety.
Consequently, this issue is factually accurate and corrective action is being taken as a result of this evaluation.
- However, criteria to prove a decline in the quality of work was not available and this portion of the issue could not be determined to be factually accurate.
Issue 70410 - Management does not provide adequate notice of overtime.
Discussion TVA policy and the bargaining agreements do not require advance notice of overtime.
Employees were sometimes given overtime with little notice, but such notice is not required by TVA policy or bargaining agreements.
Extensive manadatory overtime was required during the attempt to meet fuel load schedules.
In a few instances employees were told they would lose their jobs if they-refused to work required overtime.
DNC management admitted that such extreme threats were examples of undesirable management technique, but it also stressed that it does have the right to discipline workers who refuse mandatory overtime because mandatory overtime is an unavoidable part oi the construction of nuclear power plants.
Host employees interviewed stated that they understood at times "managers must schedule overtime at the last minute to meet schedules."
Conclusion This issue could not be determined to be factually accurate.
0
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70400 REVISION NUMBER:
4 PAGE 18 OF 21
- 4. 4 Miscellaneous 4.4.1 Issue 70411 - How is "emergency overtime" defined at SgN?
Discusssion Interviews with management revealed that "emergency overtime" can apply to at least two situations at SQN:
(1) overtime performed to correct an unforseen problem that must be fixed immediately or (2) overtime beyond the amount built into a schedule, but which management approves as necessary in order to meet schedule dates.
Conclusion At the time addressed by the concerns in this issue, there existed no objective criteria for what constitutes "excessive,"
"unsafe."
"emergency" or "counterproductive" mandatory overtime during the construction of a nuclear facility.
Consequently, until such criteria are established, no determination can be made as to whether the main thrust of this issue identifies a problem requiring corrective action.
4.4.2 Issue 70412 - Management has instituted a practice of teamsters working overtime without supervision.
Discussion and Conclusion This issue was not factual.
The General A reement states that "management recognizes the desirability of using a
sufficient number of'raft foremen to provide adequate supervision and to assure safety, efficiency, good practice, and the best interest of craftsmen."
Interviews with management, indicated that the teamsters have attempted on several occasions to require management to hold a teamster foreman over along with his crew members whenever overtime is worked, even if it is only one or two drivers.
Management has resisted this practice, maintaining that they review each overtime situation on' case-by-case basis.
It has never been a TVA practice to automatically offer a foreman overtime if the crew or partial crew he supervises works overtime.
Often a teamster's overtime work assignment is so clearly defined (i.e.,
he is to transport men and material for a particular craft or foremen) that no teamster supervision is required during the overtime period.
General A reement, Supplementary Schedule H-U, supports managements right to decide when craft supervisors'are required.
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70400 REVISION NAKER:
4 PAGE 19 OF 21 4.4.3 Issue 70413 - Concerns with insufficient information to evaluate.
The following two concerns were reviewed but no further investigation occurred because they lacked clarity.
IN-85-540-003 IN-85-540-004 5.0 COLLECTIVE SIGNIFICANCE 1.
While several things can be done to handle the use of overtime more efficiently and less controversially, the issues addressing overtime do not identify critical problems in need of immediate and extensive corrective action.
2.
The assignment of overtime is an issue never likely to be solved to the satisfaction of everyone involved.
Thirty-two of the concerns in this subcategory were, in effect, asking for more overtime.
On the other hand, 27 concerns implied employees were forced to work too much overtime.
3.
Resentment among those who do not get as much overtime as they want increases greatly when records on how overtime is distributed are lacking or inadequate to show fair distribution, The one craft in DNC which failed to keep overtime records generated the majority of the concerns about unfair overtime distribution.
4.
,The evidence developed in this ECTG evaluation supports other
- studies, including TVA's own overtime utilization studies, which have determined that overtime is only effective for limited time periods and should not be used routinely.
Although overtime is an inevitable part of the construction phase of a nuclear power plant, forced overtime beyond the limits suggested in the studies is not only hard on employees, it is also a clear sign of ineffective management.
6.0 CAUSES 6.1 General h reement Provisions While the General h reement covering DNC's TEL work force contains overtime distribution language, the language often hinders fair distribution..
The General A reement states that the craft steward "will not be limited in the amount of overtime worked and a job steward will be worked on any overtime work in his job classification provided he is qualified to do the work."
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70400 REVISION NUMBER:
4 PAGE 20 OF 21 Also, contractually, management has an obligation to distribute overtime, but it must do so'"among those qualified employees engaged in the work activity at the time it is determined overtime is necessary in that specific work activity."
Most craft managers claim that this latter process is the exclusive procedure for handling overtime.
Additionally, this requirement often prevents an even distribution of overtime because individuals assigned to work overtime activities cannot be removed from these assignments and replaced by other employees even if the intent is to equalize overtime.
Steamfitter personnel interviewed claimed that craft management used this previously mentioned overtime provision to assign overtime work favored group of individuals.
They allege that a supervisor with advance knowledge about the priorities of a work assignment would purposely assign the work to a favored crew knowing that at a
later date overtime work would develop.
At that time, other individuals not engaged in the work activity could not claim a share of the overtime.
This evaluation concludes that both the job steward advantage and the abuse of the "engaged in the work" provisions have contributed to the uneven distribution of overtime.
6.2 Inaccurate Schedulin The completion dates for work activities to meet fuel load requirements were rescheduled five times.
This resulted in employees having to work long hours in an attempt to meet what proved to be unmeetable
'schedules.
This scheduling problem impacted the workload, prohibited correct
- staffing, and ultimately caused many of the mandatory overtime difficulties.
7.0 CORRECTIVE ACTION H
7.1 Previousl Initiated Corrective Actions Management has reevaluated remaining work at MBN, and has established a schedule which should be achievable without requiring the working of. large amounts of overtime.
Manpower levels have been ad]usted in affected sections to help alleviate overtime situations.
Contract employees have been hired and TVA personnel borrowed from other plants to help reduce workload.
TVh ElPLOTEE CONCERNS SPECIhL PROGRkà REPORT NUlSER:
70400 REVISION NUlSER:
4 PAGE 21 OF 21 7.2 Corrective hction ds a Result of This Evaluation ks a result of-this evaluation, line managemen has committed the following three phase corrective action plan (gigD No 7
S-Ol) 1.
ht the next Wage Conference where Su e Yry d
e H-VI can be reopened for negotiation, t ll pr o
that preferential assignment of overti e ~
ard be removed from the General h reem t 'pse~
ruction employment.
2.
h procedure will be issue sg+ard e methods to be used to distribute and record o
Spine an o
elegate the responsibility for ma ofwv r me records.
3.
DNC will review t
~
, ~W ion of Overtime Utilization On TVh Construe q 'PZant,
%i January 9, 1985, and will issue guidelines on use fmvertime.
- 8. 0 hTTdCHNENTS httachment h - Subcategory Summary Table httachment B - List of Concerns by Issue
0 l,
- REFERENCE ECPSI32J-ECPS132C FREQUENCY REQUEST I ONP ISSS RWN CATEGORY! NP NGT. 8 PERS.
ISSUES ATTACHMENT A TENNESSEE VALLEY AUTHORITY OFFICE OF NUCLEAR POWER EMPLOYEE CONCERN PROGRAM SYSTEM (ECPS)
EMPLOYEE CONCERN IHFORNATIOtt BY CATEGORY/SUBCATEGORY SUBCATEGORY~ 706 OVERTIME HOT GIVEN OUT ON AN EQUAL BASIS PAGE 1
RUN TINE - 10aOIs39 RUN DATE - 03/10r'87 S
H 1
REPORT APPL SUB R PLT 2 SAF RELATED HISTORICAL CONCERN CONCERN NUMBER CAT CAT D LOC BF BL SQ WB REPORT ORIGIN CONCERN DESCRIPTION
.REF.
SECTION CAT
" NP SUBCAT - 70CI EX 105-00501 NP 70101 N WBN 1
N N
N N
EX-85-105-005 QTC T50201 2
HA HA HA HA EX 108-00601 NP 70401 N WBN 1
N N
N N
EX-85-108-006 QTC T50201 2 NA NA NA NA EX 129-00301 NP 70001 N WBN 1
N N
H N
EX"85-129-003 QTC T50202 2 NA HA HA HA EX "85-154-00401 NP 70401 N WBN 1
H N
H N
EX-85-151-004 QTC 750206 2 HA HA NA NA OVERTIME IS NOT GIVEN OUT ON A FAIR AND EQUAL BASIS WITH ALL WORKERS.
C ONSTRUCTION DEPT.
CONCERN.
CI HAS N
0 NAMES OR ADDITIONAL INFORMATION.
-GENERIC CONCERH-OVERTIME IS NOT GIVEN OUT FAIRLY.
F RIENDS OF MANAGEMENT ARE FAVORED.
C ONSTRUCTIOH DEPT.
CONCERN.
CI HAS H
0 ADDITIONAL INFORNATIOH.
-GENERIC CONCERN-OVERTIME IS NOT OFFERED EQUALLY TO C
REWS.
SOME FOREMEN (KNOWN) GET NORE OVERTIME THAN OTHERS.
CONSTRUCTION DEPT.
CONCERNS CI HAS NO FURTHER I NFORNATION.
ONE WORKER (kNOWN) GETS TO WORK ANYW HERE FROM 30%
TO 50%
MORE OVERTIME T HAtt OTHERS IN THE SANE CREW, YET GET S
TO TAKE WEEKENDS OFF WHENEVER CONV ENIENT.
THIS IS UNFAIR TO CO-WORKER S.
CI HAD HO FURTHER IttFORNATION.
CONSTRUCTION DEPT.
CONCERN.
g I-86-237-SQN Ol I
I" IN 036-00101 T50060 r
~
)q
')
~ a NP 70411 N SQN 1
N N
N N
2 HA NA NA NA NP 70409 N WBN 1
N H
N N
2 HA HA HA NA 1
I I
I
~
~
HSRS IN-85-034"001 QTC AN ANONYMOUS IttDIVIDUALNAILED IH A SAFETY CONCERN TO NSRS REQUESTING TH AT THE WORD "EMERGENCY" AS IT PERTAI NS TO OVERTINE AT SQN BE DEFINED.
CI IS CONCERNED THAT EXCESSIVE OVERT IME BEING WORKED BY CRAFT COULD ADVE RSELY AFFECT THE QUALITY OF CONSTRUC TIDE AT WATTS BAR SITE.
EXAMPLE<
DU RING APRIL/MAY 1985' ISC ELECTRICI ANS (ttANE KHOWtt) WORKED EXCESSIVE OV ERTINE (68 HOURS OT AND 71HOURS OT I N
A 2 WEEK PERIOD).
CI COULD NOT PR OVIDE ANY OTHER IttFORNATION OR SPECI FIC AREAS IN THE PLANT WHERE QUALITY OF COHSTRUCTION WAS EFFECTED
>>',~~>i COHCERNS ARE. GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY NUMBER.
REFERENCE
- ECPS132J-ECPS132C FREQUENCY
- REQUEST OHP - ISSS RWM CATEGORY'P MGT. 8 PERS.
ISSUES TENNESSEE VALLEY AUTHORITY OFFICE OF NUCLEAR POWER EMPLOYEE CONCERN PROGRAM SYSTEM (ECPS)
EMPLOYEE CONCERN INFORMATION BY CATEGORY/SUBCATEGORY SUBCATEGORYs
?06 EtIPLOYEES THREATEtlfD-TERMINATIONFOR REFUSING OT PAGE 2
RUN TIME - 10>06:39 RUN DATE - 03/10/8?
SUB CONCERN NUMBER CAT CAT S
H R PLT D LOC 1
REPORT APPL 2 SAF RELATED BF BL SQ WB HISTORICAL REPORT CONCERN ORIGIN CONCERN DESCRIPTION REF.
SECTIOII CAT MP SUBCAT 70ci IN 061-00101 IH 60200 S
WBN 1
N H
N Y
2 HA HA HA HO 1N N
N tl 2
HA HA tlA tlA QTC CRAFT SUPERINTENDENT (NAME GIVEN) TH REATENED TO FIRE C/I AtlD C/I'S CO-WO RKERS FOR NOT WORKING OVERTIME.
DAT E THIS OCCURRED AND FURTHER IHFORMAT ION IH ERT FILE.
FURTHER DETAILS MI GHT BREACH C/I'S CONFIDENTIALITY.
I'N 116-00101 IH 60200 S
WBH 1
H H
N Y
T50078 2
HA HA HA NO 02 MP 70608 S
WBN 1
N N
N N
2 HA HA NA tlA IN 139-00101 IH 60400 S
WBN 1
T50088 2
02 MP 70408 S
WBN 1
N N
N N
2 HA NA HA HA IH "85"147-00201 MP 70407 N WBN 1
N H
N tl T50220 2
NA NA HA NA QTC QTC QTC CRAFT SUPERINTEtlDEtlT (NAME GIVEtl) TH REATEHED TO TERMINATE C/I AtlD APPROX OTHER WORKERS IN C/I 'S CREW FOR FAILING TO WORK OVERTIME> OVER A WEE KEND.
ADDITIONAL INFORMATION IH FIL E BUT THESE DETAILS COULD BREACH C/I
~ S CONFIDENTIALITY.
CI AHD CO-WORKERS WERE THREATENED WI TH TERMINATION BY GENERAL FOREMAII (N AME KHOHH) 'AND CRAFT SUPERINTENDENT (NAME KNOWN) FOR FAILING TO WORK OVE RTII'IE ON THE WEEKEND.
FURTHER INFOR MATION IN FILE BUT WOULD JEOPARDIZE CI'S CONFIDENTIALITY.
EHGItlEERING PERSONtlEL (UNIT KtlOWH) H AD TO WORK EXCESSIVE OVERTIME DUE TO POOR MANAGEMENT PLANNING.
CONSTRUC TIOH DEPARTMENT CONCERN.
ADDITIONAL INFORMATION KNOWN TO QTCp WITHHELD DUE TO CONFIDENTIALITY.
CI HAS NO F
URTHER INFORMATION.
IN -85"157-00101 T50025 IH 60200 S
WBN 1
H H
N Y
2 tlA tlA tlA NO 1N N
N tl 2
HA tlA tlA NA IN"85-157-001 QTC SUPERVISOR (NAME KNOWN) THREATENED T 0 FIRE A CRAFTSIIAH WHO WILL HOT WORK OVERTIME ON WEEKEtlDS.
THE ItlDIVIDU AL'S BRASS WAS PULLED OUT BECAUSE HE DID NOT WORK ON A WEEKEND THIS HAPP EttED TWO WEEKS AGO.
(APPROX 5/5 OR 5/2 OF 1985)
THE CRAFTSMAN WAS THREA TEIIED BY SUPERVISION (NAME KNOWN).
INVOLVES INSULATOR CRAFTSMEN GROUP CONCERNS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY HUMBER 0
REFERENCE
- ECPS132J-ECPS132C FREQUENCY REQUEST ONP - ISSS RWM CATEGORY'P MGT.
& PERS.
ISSUES TENNESSEE VALLEY AUTHORITY OFFICE OF NUCLEAR POWER EMPLOYEE COHCERH PROGRAM SYSTEM (ECPS)
EMPLOYEE CONCERN INFORMATION BY CATEGORY/SUBCATEGORY SUBCATEGORY) 704 INADEQUATE NOTICE OF OVERTIME PAGE 3
RUtl TIME - 10 c 04 s 39 RUN DATE - 03/10/87 S
H SUB R PLT.
CONCERN NUMBER CAT CAT D LOC IN 159-00301 MP 70610 N
WBN T50061 1
REPORT APPL 2 SAF RELATED BF BL SQ WB 1
N N
N H
2 NA HA HA HA HISTORICAL REPORT CONCERN ORIGIN QTC COHCERN DESCRIPTION CI DOES NOT LIKE.THE WAY OT IS HANDL ED.
NOTICE TO WORK OT IS GIVEN LATE ON FRIDAY.
UNION REQUIRES 24 TO 68 HRS NOTICE.
REF.
SECTIOIt CAT
- MP SUBCAT ?OCI IN 172-00201 T50088 MP 70601 N WBN 1
N N
N N
2 NA NA NA NA IN-85-172-002 QTC CRAFT'INSULATORS) TREATED UNFAIRLY REGARDING OVERTIME WORK) POSSIBLE DI SCRIMIHATIOH.
ADDITIONAL DETAILS IN FILE.
RELEASE OF DETAILS COULD COM PROMISE CI'S COHFIDENTIALITY.
IN 180-00301 T50247 i
02 IH 60200 S
WBN 1
N N
N Y
2 NA NA HA HO MP 70608 S
WBN 1
N N
N tt 2
NA NA ttA HA QTC TVA MANAGEMENT THREATENS A SPECIFIC
'CRAFT (KNOHH) THAT INDIVIDUALLYOR A
S A GROUP.
THEY WILL BE TERMINATED IF THEY REFUSE TO WORK OVERTIME.
CO NSTRUCTION DEPARTMENT CONCERN.
CI H
AS HO FURTHER INFORMATION.
IN 181-00?01 T50258 02 IH 60200 S
WBN 1
N N
H Y
2 HA NA NA NO MP 70408 S
WBN 1
N H
N N
2 HA NA HA HA QTC EMPLOYEES WHO HAD WORKED EXCESSIVE 0 VERTIME WERE THREATENED WITH TERMINA TIOH BY A SUPERVISOR (NAME KNOWN) IF TttEY DID NOT CONTINUE TO WORK OVERT IME.
CONSTRUCTION DEPARTMEtlT COttCER N.
CI HAS NO FURTHER INFORMATION.
IN 182-00101 MP' 0408 N
WBN 1
N N
tt N
T50199 2
NA HA NA NA QTC INADEQUATE MANAGEMENT POLICIES TO SC HEDULE OVERTIME (NOT GIVING ADVANCE NOTICE FOR OVERTIME) AND THREATENING EMPLOYEES WITH DISCIPLINARY ACTION SUCH AS COUttTING ABSEttCEi RESULTED I N
LOW MORALE.
THIS OCCURRED IN JANU ARY-FEBRUARY 1985.
ANY FURTHER INFO RMATIOH WOULD COMPROMISE COttFIDEttTIA LITY.
CONSTRUCTION DEPT.
CONCERN.
CI HAS HO FURTHER INFORMATION.
CONCERNS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY NUMBER.
REFERENCE
- ECPS132J-ECPSI32C FREQUENCY
- REQUEST ONP - ISSS -
RWH CATEGORY>
HP HGT. 8 PERS.
ISSUES TENNESSEE VALLEY AUTHORITY OFFICE OF NUCLEAR POWER EHPLOYEE CONCERN PROGRAH SYSTEH (ECPS)
EHPLOYEE CONCERN IttFORHATIOtt BY CATEGORY/SUBCATEGORY SUBCATEGORY< 704 EXCESSIVE OT AFFECTS WORK QUALITY 8 EHPL.
HEALTH PAGE 4
RUN TINE -.10a04~39 RUN DATE - 03/10/87 CONCERN NUHBER IN 184-00101 T50238 SUB CAT CAT S
H R PLT D LOC HP 70409 N WBN 1
REPORT APPL 2 SAF RELATED BF BL SQ WB 1
N N
N N
2 NA NA NA NA HISTORICAL CONCERN REPORT ORIGIN QTC CONCERN DESCRIPTION WORKING DOUBLE SHIFTS, ESPECIALLY FR OH EVENING SHIFT TO THIRD SHIFT OR T HIRD SHIFT TO DAYS LEAVES EHPLOYEES VERY FATIGUED AND LESS ALERT OR UNAB LE TO PERFORN THEIR ASSIGNED DUTIES.
CONCERN IS GENERIC.
NO SPECIFICS.
CONSTRUCTION DEPARTHENT CONCERN.
CI DECLINED TO PROVIDE ADDITIONAL IN FORHATION.
NO FOLLOW UP REQUIRED.
REF; SECTION CAT HP SUBCAT 704 IN -85"186-00701 HP 70408 S
WBN 1
N N
N N
T50 017 2 NA NA NA NA 02 HP 70409 S
WBN 1
N N
N N
2 NA NA NA NA QTC CRAFTS (VARIOUS DISCIPLINES) ROUTINE LY WORK 10-14 HRS A DAYi 7 DAYS A liE EK.
THIS HAS A DEFINITE NEGATIVE EF FECT ON THE CRAFTS ABILITY TO PERFOR H QUALITY WORK IN AN EFFECTIVE HAtttfE R.
IF THEY TAKE OFF 7 DAYS OR NORE IN SIX HOttTHS THEY WILL BE TERHIttATE D WITH AN'-3 WHICH IS <<NOT<<ELIGIBL E FOR REHIRE.
IN 256-00101 T50026 IH 60200 S
WBN T50020 1
N N
N Y
2 NA NA NA NO 1
N N
N N
2 NA NA NA NA 1
N N
N N
2 ttA NA NA ttA IN-85-256-001, QTC IN-85-292"002 QTC C/I AND HIS CREW (NAHES KNOWN) WERE THREATENED WITH DISCHARGE BY GENERAL FOREHAN FOR NOT WORKING O.T.
(WEEKE ND) AFTER THEY WERE TOLD ON A WED.
8 THURS.
THAT THERE IIOULD BE NO WEEKE ND O.T..
NAttES OF INDIVIDUALS HAKIN G THREATS ARE KNOWN.
INCIDENT OCCUR RED LATE APRIL EARLY thAY 1985.
INSUFFICIENT NUHBER OF SUPPORT CRAFT (CARPENTERS 8 PIPE FITTERS)
SCHEDUL ED FOR OVERTIHE IN RELATION TO SKILL ED CRAFTi RESULTING IN DELAYS 8 LOSS OF SKILLED CRAFT PRODUCTIVITY
'IN 316-00401 T50174 HP 70405 N WBN 1
N N
N N
2 ttA NA NA NA IN-85-316-006 QTC t
NS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY NU NUCLEAR SERVICE BRANCH DOES THE SANE TYPE WORK DONE BY THE CONSTRUCTION DEPARTMENTS BUT THEY ARE ALL ttEHBERS OF THE "BUDDY" SYSTENi AND SO ttSB G
ETS ALL OF THE OVERTIHE (Itt HAttY CAS ES 7
DAYS A WEEKp 12 HOURS A DAYi AR OUND THE CLOCK).
CONST.
DEPT.
CONCE RN.
CI HAS NO FURTHER INFORHATION.
NO FOLLOW UP REQUIRED.
REFERENCE ECPS132J-ECPS132C FREQUENCY REQUEST ONP ISSS RWM CATEGORYi NP MGT.
& PERS.
ISSUES TENNESSEE VALLEY AUTHORITY OFFICE OF tlUCLEAR POWER EMPLOYEE COHCERtl PROGRAM SYSTEM (ECPS)
EMPLOYEE COtlCERN INFORMATION BY CATEGORYrSUBCATEGORY SUBCATEGORYi 704 ItlSUFFICIEHT SUPPORT CRAFTS SCHEDULED FOR OVERTIME PAGE 5
RUN TINE " 10 i 04 i 39 RUH DATE " 03/10/87 S
H SUB>
R PLT CONCERN NUMBER CAT CAT D LOC IN 316-00901 NP 70103 N WBN T50176 1
REPORT APPL 2 SAF RELATED DF BL SQ WB 1
N N
N N
2 NA NA HA HA HISTORICAL REPORT CONCERN ORIGIN QTC CONCERN DESCRIPTION STEANFITTERS ARE HOT ALLOWED TO WORK WEEKENDS.
OTHER CRAFTSi SUCH AS EL ECTRICIANSi ALWAYS HAVE PERSONtlEL ON DUTY TO RESPOND WHEN PROBLEMS ARISE BECAUSE STEANFITTERS AREN'7 PRESE NT TO MOVE AIR HOSESi ETC. p OTHER CR AFTS DO THIS WORK ~
CI HAS HO NORE I HFORNATIOH.
CONST.
DEPT.
CONCERN.
tlO FOLLOW UP REQUIRED.
REF.
SECTIOII CAT
- NP SUBCAT 70CI IN 331-00101 T5002CI IN 370-00201 T50098 NP 70101 N WBN 1
N N
N N
It(-85-331-001 2 NA HA HA HA NP 70401 N WBN 1
N N
N N
IH-85-370-002 2
HA HA HA HA QTC QTC OVERTIME IS NOT BEING DISTRIBUTED EV EHLY TO ALL WORKERS (SPECIFIC CRAFT IS KNOWN).
SELECTED CREWS ARE GIVEN ALL AVAILABLEOVERTIME WITH AtlY EXT RA HANDED OUT AS REQUIRED OVERTIME PREDONIHANTLY ASSIGNED TO S
UPERVISOR'S FRIEND (BOTH NAIIES KIIOWN TO ERT).
QUALIFICATIOHS NOT'CONSID ERED WHEN APPORTIONING OVERTIME.
Itl DIVIDUAL ASSIGNED MOST OVERTIME WAS ALSO GIVEN EXTRA NOT-TECHNICAL FUtlCT IONS BASED OH BUDDY SYSTEM TO ENSURE THAT HE WOULD ALSO GET HOST OF THE OVERTIME'UT ANY MEMBER OF THIS GRO UP IS QUALIFIED TO DO WORK DOIIE ON 0 VERTINE.
CI HS NO FURTER ItlFORNATIO H.
IN 371-00101 NP 70412 N WBN 1
N tl N
N T50098 2
NA NA HA HA QTC TVA MANAGEMENT (KNOWtl) HAS PREVENTED TEAIISTERS FROM WORKItlG OVERTIME Otl WEEKEtlDS, AND HAS INSTITUTED PRACTIC E
OF TEAMSTERS WORKING WITHOUT SUPER VISION.
THIS GOES AGAINST PAST TVA PRACTICE.
NAtlAGENEtlT DISCRINItlATES AGAItlST PAST TVA PRACTICE.
NANAGEME HT DISCRIMINATES AGAItlST TEAMSTER "W ORKING" FOREMAN POLICY.
ADDITIOtlAL DETAILS (NAMES AHD PRACTICES) AVAILA BLE.
CI HAS NO NORE SPECIFICS.
CONCERNS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY NUMBER.
REFERENCE
- ECPS132J-ECPS132C FREQUENCY REQUEST ONP ISSS -
RWM CATEGORY>
MP MGT. 8 PERS.
ISSUES TENNESSEE VALLEY AUTHORITY OFFICE OF NUCLEAR POWER EMPLOYEE CONCERtl PROGRAM SYSTEM (ECPS)
EMPLOYEE CONCERN INFORMATIOtl BY CATEGORY/SUBCATEGORY SUBCATEGORY1 704 INADEQUATE NOTICE OF OVERTIME PAGE 6
RUN TIME - 10e04<39 RUN DATE 03/10/87 SUB CONCERN NUMBER CAT CAT S
H R PLT D LOC 1
REPORT APPL 2 SAF RELATED BF BL SQ WB HISTORICAL CONCERN REPORT ORIGIN CONCERN DESCRIPTION REF.
SECTIOtl CAT MP SUBCAT " 704 IN 440-00201 MP 70410 N WBN T50040 1N N
N tl 2 tlA NA NA tlA QTC MANAGEMENT SHOULD BE ABLE TO NOTIFY CRAFTMEN ON WEDtlESDAY IF OVERTIME WI LL BE REQUIRED RATHER THAN ON FRIDAY IN -85"480-00201 MP 70402 N
WBN 1
N tl N
N T50038 2
NA NA HA NA IN 490-00301 MP 70401 N WBN 1
N tl N
N T50029 2 tlA NA.tlA NA QTC IN-85-490-003 QTC MAtlAGEMENT DISCRIMINATES AMONG CREWS SOME CREWS GET ALL THE OVERTIME A ND NEVER HAVE TO WORK 2ND/3RD SHIFTS THIS CREATES LOW MORALE.
OVERTIME IS DISTRIBUTED AMONG CREWS UNFAIRLY IN 492-00201 T50036 02 IN 492-00701 T50029 IH 60400 S
WBN 1
2 MP 70408 S
WBN 1
N N
N N
2 NA NA NA NA MP 70407 N WBN 1
N N
N N
2 NA NA tlA NA QTC QTC MANAGEMENT THREATEtlED TO FIRE CRAFT FOR NOT WORKING ON A WEEKEND WHEtl TH EY HAD ONLY BEEt( ASKED IF THEY WAtlTE D TO WORK.
ALL HAD SAID NO.
(NAMES
/DETAILS KNOWN TO QTC)
SOME GROUPS HAVE EXPERIENCED LARGE L AY OFFS WHICH CAUSED MAtlAGEMEtlT TO P
"UT REMAINItlG PERSOtltlEL ON MADATORY S EVEN DAY WEEKS'-10 HRS PER DAY.
(.
tlAtlES/DETAILS KtlOWN TO QTC)
N N
N N
T50045 2
NA NA NA NA
'IN 540-00401 MP 70413 N WBN 1
N N
tl tl T50045 2
NA tlA NA NA C
RNS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY NUM QTC QTC THE GENERAL AGREEMENT WAS VIOLATED W HEN MANAGEMEtlT ALLOWED Atl EtlPLOYEE W
ORK OVERTIME ON A PROJECT WHEN HE WA S
NOT THE ONE WHO HAD BEEN WORKIttG 0 N IT ALL WEEK.
A GRIEVANCE FILED ON THIS SUBJECT WAS DENIED.
(tlAMES/Df TAILS KtlOWtl TO QTC)
MANAGEMENT ItlFORMED CRAFTS THAT tlO 0 tlE WOULD BE LOAtlED TO ANOTHER CREll F OR OVERTIME'ET TWO WEEKS LATER DID JUST THAT.
EMPLOYEE HAD REQUESTED OVERTIME AtlD WHEtl HIS SKILL flAS tlEED ED ANOTHER PERSOtt WAS LOANED.
A GRI EVANCE WAS FILED AND DEtlIED ON SITE.
(tlAMES/DETAILS KtlOWN TO QTC) 0
REFERENCE ECPS132 J-ECPS132C FREQUENCY REQUEST OHP ISSS -
RWN CATEGORYi NP NGT. 8 PERS.
ISSUES TENNESSEE VALLEY AUTHORITY OFFICE OF NUCLEAR POWER ENPLOYEE CONCERN PROGRAN SYSTEN (ECPS)
ENPLOYEE CONCERN INFORNATIOW BY CATEGORY/SUBCATEGORY SUBCATEGORY i 704 OVERtINE tlOT GIVEtl OUT OH AN EQUAL BASIS PAGE
7 RUN TINE - IOi06i39 RUH DATE - 03/10/87 SUB CONCERN NUNBER CAT CAT IN 612-00101 NP 70/i01
.T50058 S
H R PLT D LOC N WBN 1
REPORT APPL 2 SAF RELATED BF BL SQ WB 1
N N
tl tl 2
NA NA NA tlA HISTORICAL REPORT COtlCERtl ORIGIN IN-85-612-001 QTC CONCERN DESCRIPTION OVERTINE NDT EVENLY DISTRIBUTED ANON G CREIIS.
NANAGENEHT CHOOSES FAVORIT E PEOPLE TO WORK OVERTINE.
REF.
SECTIOI; CAT
- NP SUBCAT - 70<i IN 773"00101 NP 70608 N WBN 1
N N
N N
T50081 2
HA NA NA HA IN 909-00101 NP 70408 S
WBN 1
N N
N tl T50092 2
HA NA HA HA 02 NP 70609 S
WBN 1
N N
N N
2 HA HA HA WA IN 917-00301 NP 70609 N WBN 1
N N
N tl T5009c4 2
HA HA tlA tlA QTC QTC QTC C/I WAS TOLD THAT IF HE DID NOT WORK OVERTINE ON SATURDAYS'E WOULD BE TRANSFERRED TO ANOTHER CREWi HOWEVER NAtlAGENEtlT DID tlOT ENFORCE THIS ST ATENEHT.
(HAI'IES KNOWN TO QTC AND RE LEASE OF IIIFORNATIOW WOULD JEOPARDIZ E C/I'S CONFIDENTIALITY.)
NO NORE I HFORNATIOH AVAILABLE.
LACK OF PERSIItlWEL TO ADEQUATELY COVE R 3i 8 HR.
SHIFTS WITHOUT HAVItlG A H IGH RATE OF 0/T SHIFTS.
ItlDIVIDUALS ARE FORCED TO WORK AH ADDITIONAL SH IFT WITHOUT REGARD FOR INDIVIDUAL PH YSICAL OR NEHTAL WELL BEING.
THIS I S
FORCED 0/T BECAUSE OF THE INPLIED THREAT OF A WARNING LETTER IN THE EN PLOYEES PHR OR FIELD FILE.
TINE OFF WITHOUT PAY OR TERNIHATIOH IF REPEA TED.
HO FOLLOW UP REQUIRED.
WO ADD ITIOHAL IHFORNATIOH AVAILABLE.
AtltlUAL ENPLOYEES ARE "FORCEDii TO WOR K OVERTINE (SONETINES 3 NONTHS OF 7
DAYS, 12 HOURS).
NUCH OF THIS OVERT IME IS HOT NECESSARY'HD DOES tlOT A PPRECIABLY INCREASE PRODUCTION DUE T 0
DECREASED ENPLOYEE EFFECTIVEtlESS.
THIS ALSO CREATES A PERSONNEL SAFET Y PROBLEN, AS EtIPLOYEES ARE I<ORE ACC IDEtlT PRONE WHEW EXCHAUSTED FROID OVE RTINE.
TVA DOES tlOT GET THEIR HONEY iS WORTH OUT OF EMPLOYEES Itl THIS SI TUATIOW.
NO FURTHER DETAILS AVAILAB LE.
tlO FOLLOW UP REQUIRED.
CONCERNS ARE. GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY HUNBER.
REFERENCE ECPS132 J-ECPS132C FREQUENCY
- REQUEST ONP ISSS RWM CATEGORY<
MP MGT. 8 PERS.
ISSUES TENNESSEE VALLEY AUTHORITY OFFICE OF NUCLEAR POWER EMPLOYEE CONCERN PROGRAM SYSTEM (ECPS)
EMPLOYEE CONCERN INFORMATION BY CATEGORY/SUBCATEGORY SUBCATEGORY~ 704 EMPLOYEES REQUIRED TO WORK EXCESSIVE OVERTIME PAGE 8
RUN TIME - 10 s 06 a 39 RUtt 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 REPORT CONCERN ORIGIN CONCERN DESCRIPTION REF.
SECTIOlt CAT
- MP SUBCAT 700 IN 938-00801 MP
.70407 N WBN T50251 1
N N
N N
2 NA NA NA ttA QTC TVA OVERTIME POLICY (DEPARTMENT KNOW N) IS "A MESS" ANDp DESPITE REGULATO RY RESTRICTIOttS p REQUIRES EMPLOYEES TO WORK EXTENSIVE OVERTIME.
NO FURT HER INFORMATION IN FILE.
NUCLEAR PO WER DEPARTMENT CONCERN.
IN "85-969-00101 T50103 IN 969-00201 T50103 IN 959-00101 7501 04 MP 70404 N WBN 1
N N
N N
IN-85-969-001 2
N N
N N
Itt-85"969-002 2
N N
N N
IN-85-959-001 2
NA NA NA NA QTC QTC QTC CI'S SECURITY CLEARANCE WAS PULLED W
HEN CI WAS TRANSFERRED.
SUBSEQUENTL Yi CI HAS LOST THE OPPORTUNITY TO WO RK OVERTIME.
DETAILS KNOWN TO QTCi WITHELD DUE TO CONFIDENIALITY.
CI H
AS tt0 FURTHER It)FORMATION.
NO FOLLO W UP REQUIRED.
OVERTIME IS NOT BEING DISTRIBUTED EQ UALLY.
SAME EMPLOYEES IN THE SAME C REW HAVE CONSIDERABLY MORE OVERTIME THAN OTHERS.
Cl HAS NO ADDITIONAL I NFORMATIOtt.
NO FOLLOW UP REQUIRED.
OVERTIME FOR TRUCKDRIVERS IS NOT DIV IDED EQUALLY.
A,SMALL NUMBER OF DRI VERS ARE CLEARED FOR THE PROTECTED A
REA AND RECEIVE ALL THE WEEKEND OVER TIME THAT REQUIRES ACCESS.
CI FEELS ALL DRIVERS SHOULD BE CLEARED AND T HE AVAILABLEOVERTIME DIVIDED EQUALL Y.
CI HAS NO ADDITIONAL INFORMATION NO FOLLOW UP REQUIRED.
IN 970-00201 MP 70CI07 N WBN 1
N N
N N
T50112 2
NA NA NA NA QTC DEPARTMENT (KNOWtt) FORCES CERTAIttI P ERSONNEL TO WORK OVERTIME'HEtt OTHE R PERSOttttEL IN THE DEPARTMEttT WOULD LIKE TO WORK OVERTIME BUT ARE tIOT AL LOllfD TO.
CI HAS NO FURTHER INFORMA TION.
NO FOLLOW UP REQUIRED.
IN 989-00601 T50104 MP 70601 N WBN 1
N N
N N
2 NA NA NA NA QTC OVERTIME SITUATION IN DEPARTMENT (KN OWN) IS HURTING MORALE.
CI HAS NO f URTHER INFORMATIOtt.
NO FOLLOW UP RE QUIRED.
C 'RNS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY NUM
P REFERENCE ECPS132 J-ECPS132C FREQUENCY
- REQUEST ONP - ISSS RWM CATEGORYI MP MGT.
& PERS.
ISSUES TENNESSEE VALLEY AUTHORITY OFFICE OF tlUCLEAR POllER EMPLOYEE CONCERN PROGRAM SYSTEM (ECPS)
EMPLOYEE CONCERN INFORMATION BY CATEGORY/SUBCATEGORY SUBCATEGORYI 70II OVERiIME NOT DIVIDED EQUALLY AMONG ALL SHIFTS PAGE RUN TIME 10 I OII I 3's RUN DATE - 03/10/87 SUB CONCERN NUMBER CAT CAT IN 130-00101 MP 70II02 T50122 S
H R PLT D LOC N WBN 1
REPORT APPL 2 SAF RELATED BF BL SQ WB 1
N N
N N
2 NA HA HA HA HISTORiCAL CONCERN REPORT ORIGIN QTC CONCERN DESCRIPTION EMPLOYEES ARE NOT TREATED EQUAL IN R EGARD TO THE DISTRIBUTION OF OVERTIM E.
UPPER LEVEL CONST.
MANAGEMEtIT SH OWS FAVORITISM TO THE 1ST SHIFT.
EM PLOYEES THREATENED WITH A QUOTA OF W
ORK TO BE DOtlE EACH WEEK.
tl0 FURTHE R INFORMATION AVAILABLE.
CONSTRUCTI ON CONCERN.
REF.
SECTIOl.
CAT MP SUBCAT 70'N 132"00201 T50122 IN III6-00301 T50235 MP 70Il01 H WBN 1
N N
N N
IN-86-132-002 2
HA NA HA NA MP 70II01 N WBtl 1
N N
N N
IH-86-116-003 2
NA HA HA NA QTC QTC TVA TAKES CREWS OFF OF ASSIGtlED WORK TO GIVE BUDDIES" OVERTIME.
CONSTR UCTIOH CONCERN. 'I HAS NO ADDITIONA L INFORMATION.
OVERTIME IS HOT DISTRIBUTED FAIRLY A MONG THF. CRAFT.
CONSTRUCTION DEPART MENT COHCERN.
CI HAS NO FURTHER INF ORMATIOtlo NO FOLLOW UP REQUIRED.
IN 156-00301 MP 70I'I02 N WBN 1
N H
H N
T5 0129 2
NA NA HA NA QTC DISCRIMINATIONI OVERTIME IS NOT GIVE N TO 3RD SHIFT AS FREQUENTLY AS IT I S
FOR 1ST SHIFT.
FIRST SHIFT HAS AB OUT 100 PEOPLE ON OVERTIME.
THIRD S HIFT HAS ABOUT IIO PEOPLE WORKING OVE RTIME.
3RD SHIFT "OVERTIME>> HANGERS WERE TRANSFERRED TO 1ST SHIFT.
CON STRUCTION DEPT CONCERN.
CI HAS NO A DDITIONAL INFORMATION.
IN 159-00201 T50249 IN 163-00101 T50129 MP 70II01 N WBtl 1 tl N
tl tl IN-86-159-002 2
HA HA HA tlA MP
'70II02 N WBN 1
N N
H N
Itt-86-163-001 2
HA NA NA HA QTC QTC OVERTIME IS tlOT DISTRIBUTED EVEtlLY.
THE FRIENDS OF A SUPERVISOR (ttAME K tlOWN) ALWAYS SEEM TO GET A DISPROPOR TIOHATE AMOUNT.
CONSTRUCTION DEPART IIENT CONCERtl.
tlO ADDITIOtlAL ItlFORMA TIOH AVAILABLEIN FILE.
tl0 FOLLOW U P REQUIRED.
"PRIORITY>> WORK HAS BEEN TAKEtl FROM THE 3RD SHIFT OVERTIME.
CI DOES NOT FEEL THAT THIS IS PROPER.
COHSTRUC TION DEPT CONCERN.
CI HAS NO ADDITI ONAL INFORMATION.
CONCERNS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY NUMBER.
REFERENCE
- ECPS132J-ECPS132C FREQUENCY REQUEST ONP - ISSS - RllM CATEGORY>
MP MGT.
& PERS.
ISSUES TENNESSEE VALLEY AUTHORITY OFFICE OF NUCLEAR POWER EMPLOYEE CONCERN PROGRAM SYSTEM (ECPS)
EMPLOYEE CONCERN INFORMATION BY CATEGORY/SUBCATEGORY SUBCATEGORY> 706 OVERTIME NOT DIVIDED EQUALLY AMOtlG ALL SHIFTS PAGE 10 RUW TIME - 10)0li39 RUW DATE 03/10/87 SUB CONCERN NUMBER CAT CAT S
H R PLT D LOC 1
REPORT APPL 2 SAF RELATED BF BL SQ WB HISTORICAL COtlCERN REPORT ORIGIN CONCERN DESCRIPTION REF.
SECT IOl:
CAT MP SUBCAT - ?0<
IN l?0-00601 MP 70402 N HBN T50 2445 1N' N
N 2
NA WA NA WA QTC OVERTIME IS NOT EQUALLY DIVIDED AMON G ALL SHIFTS.
OVERTIME IS BEING SCH EDULED (MANAGEMENT KNOHN) FOR HOT SY STEM HANGERS THAT HAVE HAD NO HOURS LOGGED AGAINST THEM FOR THE PREVIOUS DAY HHICH IS AGAINST POLICY.
CONST RUCTION CONCERN.
NO ADDITIONAL INFO RMATION AVAILABLE.
IN 209-00801 MP 70607 N HBN 1
N N
N N
T50218 2
NA NA NA NA IN 302-00401 MP 70401 N WBtl 1
N tl N
tl T50161 2
NA NA NA NA 00 002-00101 MP 7040?
N HBN 1
N N
N N
T50084 2
NA WA WA WA QTC QTC QTC TVA LACKS CONCERN FOR EMPLOYEE~S MOR ALE IN THAT THEY ARE FORCED TO HORK OVERTIME FOR MONTHS ON 12 HR. SHIFT, 7
DAYS A HEEKp AWD SHOULD AN EMPLOY EE NEED SOtlE TIME OFF FOR PERSONAL R
EASOttSi MAtlAGEMENT COULD CARE LESS.
THE EMPLOYEE DOES NOT HAVE A CHOICE IN ADDITIONS TVA'S TRAVEL POLICY FOR REIMBURSEMENT IS NOT FAIRLY APPL IED.
IT IS OPEN FOR INTERPRETATION BY EACH TRAVEL MANAGER AT EACH FACIL ITYp AND EACH ORGANIZATION.
THE TVA TRAVEL POLICY IS NOT EXPLAINED TO T HE EMPLOYEE PRIOR TO TRAVELING.
OVERTIME IS NOT DIVIDED UP EQUALLY A MONG CREHS.
NO SPECIFICS KWOHW.
CO NSTRUCTION CONCERN.
CI HAS WO ADDIT IOtlAL ItlFORMATION.
NO FOLLOHUP REQU IRED.
KItlGSTON STEAM PLANT - AS PLAtlT OPER ATOR, CI (NAtlE KNOHN) HAD TO HORK EX CESSIVE OVERTIME. IN SOME CASES THIS WAS MORE THAN 16 HOURS STRAIGHT.
NO RELIEF PERSOtltlEL AVAILABLETO RELIE VE OPERATOR HHO BECAME ILLp BEGAtl TO EXPERIENCE JOB STRESS'R HHO tlEEDE D TO LEAVE JOB FOR URGENT PERSONAL R
EASONS.
CONCERNS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY NUMBER.
0
REFERENCE ECPS132J-ECPS132C FREQUENCY REQUEST ONP ISSS RHH CATEGORY'P NGT.
8 PERS.
ISSUES TENNESSEE VALLEY AUTHORITY OFFICE OF tlUCLEAR POWER EttPLOYEE CONCERtl PROGRAM SYSTEH (ECPS)
EHPLOYEE CONCERN IHFORHATIOH BY CATEGORY/SUBCATEGORY SUBCATEGORY'06 EXCESSIVE OT AFFECTS WORK QUALITY 8 EttPL.
HEALTH PAGE ll RUtl TINE 10 s 04 c 39 RUN DATE - 03/10/87 CONCERN NUNBER CAT S
H SUB R PLT CAT D LOC 1
RE. ORT APPL 2 SAF RELATED BF BL SQ HB HISTORICAL, CONCERN REPORT ORIGIN CONCERN DESCRIPTIOH REF.
SECT IOt:
CAT SUBCAT - 70) 00 003-00101 T50256 NP 70409 N HBtl 1
N N
N N
2 HA HA HA NA QTC CI IS COtlCERNED OVER THE EFFICIEtlCY LEVEL OF WORKERS AT VARIOUS TVA NUCL EAR PLANTS AFTER WORKING EXCESSIVE 0 VERTIHE WITHOUT A BREAK.
HO FURTHER IHFORHATION IH THE FILE.
NO FOLLOW" UP REQUIRED.
OW 003-00401 HP 70401 N HBN 1
N N
tl N
T5 0172 2 HA HA NA NA SQP-86-013-00201 ttP 70401 N SQtl 1
N N
N N
T50277 2
NA tlA NA HA HBH-85-002-00101 HP 70401 N HBN 1
N N
N tl T502ci2 2
HA NA NA HA HBN-85-002-00201 HP 70408 N HBN 1
N N
H tl T50242 2 tlA HA HA tlA QTC
THE PERSONNEL HHO HAD BEEN A T HBNP THE LONGEST AND HAD DONE THE HOST WORK RECEIVED THE LEAST AHOUtlT OF OVERTIHE.
CI HAS HO FURTHER INFO RttATIOH.
tlO FOLLOW UP REQUIRED.
OVERTIHE AHONG CRAFT IS NOT DISTRIBU TED FAIRLY.
NUCLEAR POWER CONCERN.
CI HAS NO FURTHER IHFORHATIOH.
NO FOLLOWUP INFORHATION.
OVERTIHE IS NOT DIVIDED EQUALLY AMOtt G CRAFT.
CI HAS NO FURTHER INFORttAT ION.
AN EHPLOYEE WAS "BADGERED+ AFTER QUE STIOHING HOH OVERTIHE HAS DIVIDED IN THE CREW.
NAtlE KHOHtl TO QTC.
WITH HELD DUE TO CONFIDENTIALITY.
CI HAS NO FURTHER IHFORHATIOH.
HBN-0247 01 HP 70110 N
WBN 1 tl N
N N
2 HA HA HA HA OECP CI IS BEING CHARGED WITH OVERTIt'lE (U tlEXPECTED) HHEtl CI ACCEPTED TO HORK BUT HAD NO TRANSPORTATION HONE.
PLE ASE EXPLAIN HOW A"VIE2 AND A-VIN PER TAINS TO CI.
NBP-85-001-00201 HP 70401 N HBN 1
N N
N N
T50221 2
NA NA NA HA QTC IT IS COHHON KtlOHLEDGE THAT A CERTAI N CLIQUE OF PEOPLE GET THE HAJORITY AtlD CHOICE OF OVERTIHE.
THE CI HAD BEEN TURNED DOWtl OH OVERTIttE FOR OtlE YEAR.
(HAHE AtlD DETAILS OF THIS CA SE ARE KtlOWH TO QTC AtlD ARE WITHHELD TO HAIHTAIH CONFIDENTIALITY.)
CONS TRUCTION DEPT.
CONCERN.
CI HAS NO F URTHER INFORHATIOtl.
CONCERNS ARE GROUPED BY FIRST 3 DiGITS OF SUBCATEGORY NUHBER.
REFERENCE ECPS132J-ECPS132C FREQUENCY
- REQUEST ONP ISSS RHM CATEGORY>
MP MGT.
& PERS.
ISSUES.
TENNESSEE VALLEY AUTHORITY OFFICE OF NUCLEAR POINTER EMPLOYEE CONCERN PROGRAM SYSTEM (ECPS)
EMPLOYEE CONCERN INFORMATION BY CATEGORY/SUBCATEGORY SUBCATEGORY< 704 OVERTIME NOT GIVEN OUT ON AN EQUAL BASIS PAGE 12 RUtl TIME - 10 c 04 i 39 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 HB HISTORICAL CONCERN REPORT ORIGIN CONCERN DESCRIPTION REF.
SECTIOIt CAT
- MP SUBCAT " 706 HBP-85-021-00101 T50233 MP 70601 N WBN 1
N tt N
tt 2
NA NA NA WA QTC CI IS CONCERNED THAT TVA EMPLOYEES, HHO HAVE TRAltSFERRED FROM CONSTRUCTI Oti TO THE NUCLEAR POWERS ARE ALLOWED TO RETURN TO THE CONSTRUCTION GROUP TO NORK OVERTIME.
DETAILS KNOHN TO
- QTC, HITHHELD DUE TO CONFIDENTIALIT Y.
NO FURTHER INFORMATION MAY BE RE LEASED.
CONSTRUCTION DEPARTMENT CON CERN.
CI HAS NO FURTHER IWFORI'1ATION NO FOLLOH UP REQUIRED.
HI 019-00201 MP 70601 tt HBN 1
N N
N N
T50050 2
NA NA NA NA 61 CONCERNS FOR CATEGORY MP SUBCATEGORY 70CI QTC SUPERVISOR (NAME KNOHtt) "SWAPPING" I NDIVIDUALS FROM ONE CREW TO ANOTHER TO KEEP "BUDDIES" IN PREFERRED POSIT IOttS At<D ON JOBS HITH OVERTIME JUST TO SHOW "WHO S BOSS CONCERNS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY NUMBER.
ATTACHMENT B OVERTIME List of Concerns by Element/Issue The Overtime Subcategory (70400) is comprised of 61 concerns broken into three major elements and 13 issues.
Schedulin and Distributin Overtime 70401 - Overtime not given out on an equal basis EX-85-105-005 EX-85-108-006 EX-85-129-003 EX-85-154-004 IN-85-172-002 IN-85-331-001 IN-85-370-002 IN-85-490-003 IN-85-612-001 IN-85-949-002 IN-85-989-004 IN-86-132-002 IN-86-146-003 IN-86-159-002 IN-86-302-004 OW-85-003-004 SQP-86-013-002 WBN-85-002-001 WBP-85-001-002 MBP-85-021-001 QI-85-019-002 70402 - Overtime not divided equally among all shifts IN-85-480-002 IN-86-130-001
~ IN-86-156-003 IN-86-163-001 IN-86-170-004 70403 - Insufficient support crafts scheduled for overtime IN-85-292-002 IN-85-316'-009
'1
~
Page 1 of 3 '
ATTACHMENT B (continued) 70404 - Overtime lost to workers without security clearances IN-85-949-001 70405 - NSB works all the overtime IN-85-316-004 70406 - Overtime not divided equally among truck drivers IN-85-959-001 Mandator Use of Overtime 70407 - Employees required to work excessive overtime IN-85-147-002 IN-85-492-007 IN-85-938-008 IN-85-970-002 IN-86-209-008 00-85-002-001 70408 - Employees threatened with termination for refusing overtime IN-85-061-001 IN-85-116-001 IN-85-139-001 IN-85-157-001 IN-85-180-003 IN-85-181-007 IN-85-182-001 IN-85-186-007~
IN-85-256-001 IN-85-492-002 IN-85-773-001 IN-85-909-001~
WBN-5-002-002 70409 - Excessive overtime affecting quality of work, and health of employees IN-85-034-001 IN-85-184-001 IN 85186007'N-85-909-001~
IN-85-917-003 00-85-003-001 Page 2 of 3
ATTACHMENT B (continued) 70410 - Inadequate notice of overtime IN-85-159-003 IN-85-440-002 MBN-0247 Miscellaneous 70411 Define emergency overtime I-86-237-SQN 70412 - Teamsters working overtime without supervision IN-85-371-001 70413 - Concerns with insufficient information to evaluate The. following two concerns were reviewed but, because of a lack of clarity in expression.
could not be investigated further.
IN-85-540-003 ZN-85-540-004
~Concern addresses more than one issue Page 3 of 3
I J
t