ML20125E258
| ML20125E258 | |
| Person / Time | |
|---|---|
| Site: | 05000000, Comanche Peak |
| Issue date: | 04/26/1983 |
| From: | Check P, Madsen G NRC OFFICE OF INSPECTION & ENFORCEMENT (IE REGION IV) |
| To: | |
| Shared Package | |
| ML20125E231 | List: |
| References | |
| FOIA-84-827 NUDOCS 8506130059 | |
| Download: ML20125E258 (3) | |
Text
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g-Discussions With Texas Utilities Generating Company (TUGCO)
Dockets:
50-445 and 50-446 Comanche Peak Electric Power Station Glen Rose, Texas Persons Contacted B. R. Clements, Vice President Nuclear R.~A. Jones, Manager Plant Operations R. Wistrand, Administrative Superintendent Utility Perception of Drug and Alcohol Problem TUGC0 is aware of-problems associated with drugs and alcohol and that
- their company is not immune to these problems.
Employee assistant programs have been established and TUGC0 conveys a strong sense of its responsibility 1
for the safety and security of their' personnel and the public. TUGC0 relies l
perform and as a result provides all supervisors with special training. TUGC0 heavily on supervisory assessments of employees' performance and capability to makes it clearly understood that if job performance is adversely affected by drugs or alcohol that punitive action may be intitated.
Company Policy on Use or Possession of Drug or Alcohol TUGCO.has provided copies of their policy statement on alcohol and drugs (Attachment 1) to all of their employees. Additionally, the new employee indoctrination program (Attachment 2) provides coverage on the subject. The policy statement states that employees having possession of drugs or alcohol on company property or where there is reason to believe the individual is under the influence of intoxicants, drugs, or narcotics, while on company property, will be subject to immediate discharge.
It further states, where
~ there is reason to-believe an employee is under the influence of intoxicants, drugs, or narcotics while on company property, the employee may be required to take a blood test, uranalysis, or other diagnostic test.
Refusal on the j
part of the employee shall constitute a flagrant act of~ insubordination and 3
will-subject the employee to immediate discharge. Additionally, each employee
?
is reminded that according to safety rules, it is an employee's responsibility
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.to report unsafe working conditions or hazardous activities which jeopardize their own or fellow employee's safety.
Contractors of TUGC0 are bound by contractual agreement to the company policy on drugs and alcohol. TUGC0 believes that employees'have a responsibility to conduct themselves properly on their own time, since public confidence in their employees is important.
However, if an employee's off-work activities are within'the bounds of the law and do not affect job performance, TUGC0
-believes it is inappropriate for them to be involved.
8506130059 850128 PDR FOIA HEATH 84-827 PDR t
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. Types of Programs Available An Employee Assistance Program (EAP) has been instituted by TUGCO.
The program includes special training for management and supervision, documentation of performance, and a written action plan signed by the employee and supervisor.
Additionally, TUGC0 has four Dallas doctors under contract to provide consulta-tion to their employees and family members, on a self-intitiated and confidential basis.
Employees may also be referred for consultation by supervisors, doctors performing physicals, or family members.
Experience has shown that the program is well received and has been utilized by many of their employees.
Utility Use of Background Checks Employees or contractor personnel, scheduled to require unescorted access to operating units at Comanche Peak, receive background checks in accordance with the ANSI 18.17 criteria. The background investigations are performed on a contract basis. The background checks include conviction records, arrest records, education, military experience, medical history, county court records, and credit records.
TUGC0 has an audit program to assure that background investigations meet acceptable standards. TUGC0 does not use polygraph examinations; however, they do check background data versus job application data.
TUGC0 has on going meetings with unions and are striving to minimize the need for temporary personnel for the performance of work activities.
Their intent is to have the potential work force cleared and indoctrinated.
If temporary personnel is required, they would consider requiring constant escort for all personnel without background clearances or indoctrination.
Use of Psychological Tests All TUGC0 personnel for Comanche Peak are tested using the MMPI, with contractor personnel administering, scoring, and interpreting the results.
Some 290 employees that were on the rolls were tested and five results indicated deviation from the norm.
Followup clinical evaluation indicated that in three cases security was not involved and two individuals will not receive a security clearance. New applicants showing deviation from the norm are not normally retested or given clinical interviews.
Experience to date indicates that about eight or nine percent of the new applicants are screened out by the psychological testing.
i Utility Use of Supervisory Training and Observation of Apparent Debility (Behavioral Observation) l Personnel Decision, Inc., developed a Behavioral Reliability Workshop training for TUGC0 that is required training for those supervising people working at a l
licensed operating unit at Comanche Peak. The behavioral program includes observations, feedback on performance, guides to behavioral changes, and practices and actions to be taken.
Supervisors are instructed to make their evaluations based on job performance.
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. 1 Employee Awareness Employees have been made aware of the impacts of drug and alcohol mainly l
through the TUGC0 policy statement made available to all employees and though the EAP information and training program. All new employees are indoctrinated on this subject 'as part of the general employee training program.
Personnel are made aware of the effects of drugs and alcohol mainly as to the potential impact on job performance and safety.
Detection Program TUGC0 relies heavily on supervisor observation of employee behavior and i
performance and the responsibility of all employees to report for duty in fit condition and to inform supervisors if they become unfit for duty.
Absentism is looked at as one indicator of personnel behavior.
The individual supervisors are the principle evaluators.
Inspections as opposed to searches will be made of lunch boxes, brief cases, and packages entering the protective area for operating units. Work lockers, desks, tool boxes, etc., are not inspected routinely, but are subject to inspection if probable cause is present.
Dogs have been used for searching of the construction activities at Comanche Peak.
Report Prepared By:
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64 G. L. Madsen, Chief Reactor Project Branch 1 Paul S. Check, Deputy Regional Administrator DD 3"bo