ML20125E242
| ML20125E242 | |
| Person / Time | |
|---|---|
| Site: | 05000000, Fort Calhoun |
| Issue date: | 03/21/1983 |
| From: | Bangart R, Check P NRC OFFICE OF INSPECTION & ENFORCEMENT (IE REGION IV) |
| To: | |
| Shared Package | |
| ML20125E231 | List: |
| References | |
| FOIA-84-827 NUDOCS 8506130052 | |
| Download: ML20125E242 (3) | |
Text
Discussion With Omaha Public Power District (OPPD)
Docket:
50-285 - Fort Calhoun Station Omaha, Nebraska March 21, 1983 Persons Contacted W. C. Jones, Division Manager, Production Operations R. L. Andrews, Section Manager, Operations J. O. Fisicaro, Supervisor, Administrative Services and Security K. J. Morris, Manager, Administrative Services R. M. Wolf, Manager, Employee Benefits and Services R. H. Guy, Manager, Employment and Compensation Utility Perception of the Drug and Alcohol Program OPPD recognizes the problems associated with drugs and alcohol in society as a whole and understands that their company is not immune from these problems.
Whether at Fort Calhoun Station or other parts of the company, OPPD routinely
. relies on their assessment of employee performance to identify problems caused by chronic or isolated use of drugs or alcohol.
Through communications from the NRC and industry, OPPD has knowledge of incidents that have occurred at nuclear power plants involving drugs and/or alcohol. Acts conducted by employees under the influence of drugs or alcohol are understood to be legal liabilities for OPPD. OPPD has assumed a corporate responsibility for rehabilitation of employees with drug or alcohol problems through Employee Assistance Programs, but also makes it well understood that if job peformance 1
is adversely affected by drugs or alcohol and rehabilitation is not sought by I
the employee, then punctive action is required.
Company Policies on Use or Possession of Drugs or Alcohol OPPD's position on the use of drugs and alcohol is incorporated as parts of company manuals.
OPPD Supervisors Manual, No. 8.16, " Disciplinary Action,"
dated. April 12, 1978 (Attachment 1), states that an employee reporting to work under the influence of alcohol or drugs is a possible cause for discipli-nary action. The OPPD Safety Rules and Regulations (Attachment 2), distributed 1
to all employees, contains a section addressing the use of intoxicating beverages and hallucinatory drugs.
This section prohibits both the consumption of intoxicating beverages or the use of hallucinatory drugs while on duty and reporting to work under the influence of drugs or alcohol.
It further states l
that employees reporting for work under the influence will not be permitted to
_go to work.
Finally, the Safe Work Practices Manual, Section G-2 (Attachment 3),
which is also distributed to each employee, repeats the message found in the Safety Rules and Regulations.
Contractors to OPPD are bound by contractual agreement to OPPD policy and procedures-including company policy on drugs and alcohol.
i OPPD believes that its employees have a responsibility to conduct themselves properly on their own time, since it is important that the public places
(
confidence in their employees.
However, if an employee's off-work activities are within the bounds of the law and don't affect work performance, OPPD i
l believes it is inappropriate for them to be involved.
ug SSS'2?8?!283o228 i
HEATH 84-827 PDR
Disciplinary actions have been taken against OPPD employees and contractors I
whose job performance has degraded because of alcohol abuse or have reported to work under the influence of drugs or alcohol.
Fort Calhoun Station Standing Order G-13 states that each staff member has an obligation to inform his supervisory if his mental or physical health might impair the ability to accomplished his job.
l Types of Programs / Elements In September 1982, OPPD instituted an Employee Assistance Program that is conducted under contract by Nebraska Methodist Hospital.
Employees. enrolled in a rehabilitation program may use sick leave while absent from work and i
may have expenses covered by the OPPD medical insurance plan.
Employees l
returning to work after completing a rehabilitation program are treated as any other employee after an illness.
Referrals to the.EAP may come from self, supervisor, or family.
Information about the EAP is widely disseminated to employees.
i l
Utility Use of Background Investigations i
All new OPPD employees scheduled to require unescorted access to Fort Calhoun Station are now tested using the M PI, with a licensed psychologist adminis-tering, scoring, and interpreting the test results.
Testing results indicating deviations from the norm are interviewed by the licensed psychologist.
OPPD believes that approximately 5% of job applicants are screened out by psycho-logical testing.
For employees stationed at Fort Calhoun and hired prior to 1976, reviews of security files were conducted'to ascertain if problems or aberrant behavior have been exhibited.
Since 1976, new hires either were l
screened through observation by the physicians conducting the pre-employment physical and/or through psychological testing.
Utility Use of Supervisory Training and Observation of Apparent Debility
-(Behavioral Observation)
Observations for apparent debility by supervisors is done in normal course 4
as part of their management responsibilities for performance appraisal of employees. As part of EAP orientation and performance appraisal training,
/
supervisors have received training on drug and alcohol related symptoms.
I Security personnel observe behavior as one of their duties and are trained 1
through safety meetings and special training such as was conducted recently l
to aid the guards in recognizing the smell of marijuana.
I l-Employee Awareness l
i Employees are made aware of the impacts of drug and alcohol abuse and OPPD's i.
position in regard to their use affecting performance mostly through EAP 1
.information and training.
Implications of drug and alcohol use with respect
~i m
l f 9 to plant safety is covered in Fort Calhoun Station general employee training.
l The security force at Fort Calhoun is receiving training on the identification i
of drugs.
OPPD has made a concerted effort to disseminate information about j
their EAP through the use of training / indoctrination, poster, and letters /
pamphlets mailed to the employees home address.
i 5
Detection Programs OPPD relies heavily on supervisor / guard force observation of employee behavior and performance and the responsibility assigned to each individual to both report for duty in fit condition and infcrm supervisors if they are or become unfit for duty.
Supervisors submit to the Employee Relations Division on a weekly basis a l
report of employee absences and the cause for the absences; the Employee Relations Division in turn conducts a corporate wide review of absence patterns. The Production Operations Division, in which the Fort Calhoun organization is located, reviews attendance records annually and identifies s
those who have used sick leave in excess of either nine individual occasions or 18 days total.
Those whose use of sick leave exceeded these criteria are required to submit a physician's statement before additional sick leave will be granted.
l
" Inspections," as opposed to searches, are made of all lunch boxes, brief cases, boxes, etc., entering the Fort Calhoun protected area.
However, work stations,-ciesks, lockers, etc., are not inspected routinely, but would be 3
i subject to inspection if probable cause were present.
Dogs are not used for drug searches. While physicians performing physicals are required to determine s
i-if alcohol or drug abuse is present in an individual, the method used to i
ascertain such a dependence is left to the discretion of the physician.
i
{
Report Prepared By:
bC tr
.~ < tc r j
Ric~herdL.Bangart,Direcf.or j
Division of Vendor and _uchnical j
Programs u
j' Refiewe;I By-J
(
Patt S. Chbck, Deputy Regional A ministrator i
I Nb n.y
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