ML20126B729
| ML20126B729 | |
| Person / Time | |
|---|---|
| Site: | 05000000, Point Beach |
| Issue date: | 11/15/1982 |
| From: | Gibson J, Hague R, John Miller NRC, NRC OFFICE OF INSPECTION & ENFORCEMENT (IE REGION III), Office of Nuclear Reactor Regulation |
| To: | |
| Shared Package | |
| ML20125E231 | List: |
| References | |
| FOIA-84-827 NUDOCS 8506140196 | |
| Download: ML20126B729 (3) | |
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DISCUSSION WITH WISCONSIN ELECTRIC POWER COMPANY DOCKET No. 50-266; 50-301 Milwaukee, Wisconsin November 15, 1982 PERSONS CONTACTED Sol Burstein,' Executive Vice President Tom J. Cassidy, Senior Vice President C. W. Pay, Assistant Vice President Don Ivey, System Security Officer UTILITY PERCEPTION OF THE DRUG AND ALCOHOL' PROBLEM WEPCo is extremely aware of the potential problem which could occur with the abuse of drugs and/or alcohol by their employees. WEPCo has taken positive steps to inform supervisors and union officials of programs desigred to help employees and families in the event excessive use is detected. WEPCo has established an employee group (EMBA) designed to discuss openly problems which may or could arise. Company perception and policy concerning alcohol is clearly stated 'in the attached policy statement, issued December 8,1975 (No. 67). WEPCo, while doing everything to assist and attempt to work with employees, conveyed the philosophy that if an employee villfully disregards policy they will not hesitate in taking stern disciplinary measures. Several past examples of these measures were given.
COMPANY POLICIES ON USE OR POSSESSION OF DRUGS OR ALCOHOL WEPCo's overall policy is reflected in the attached policy statement on alcohol dated December 8,1975, and the description of the Employee Assistance Program dated June 30, 1980. More detailed statements concerning expected employee conduct are under development and are currently being reviewed by WEPCo's legal staff. Expected completion date for these statements is sometime during the first quarter of 1983 after union officials have had a chance to review and submit any comments.
WEPCo has also developed a program utilizing a " drug dog."
WEPCo extended extra effort in gaining acceptance of the employees in use of the dog.
WEPCo in implementing their established policy has terminated employees and contractor personnel.
TYPES OF PROGRAMS / ELEMENTS The WEPCo Employee Assistance Program elements are outlined in great detail in attached Company memorandum dated June 30, 1980. Information on how to gain access to the EAP is posted on Company bulletin boards (examples attached) and literature concerning thic program is sent to employees' homes.
In addition, supervisors are constantly reminded and well aware of the EAP and how it is implemented.
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UTILITY USE OF BACKGROUND INVESTIGATIONS Background investigations are conducted on all employees and VEPCo utilizes Equifax as the contractor for these investigations. The basic components of ANSI 18.17 are used; however, WEPCo stated that the investigations go beyond ANSI 18.17 Employee investigations and Equifax are spot checked periodically by WEPCo security and are audited by WEPCo's quality assurance program.
Contractors' and guards' background investigations are alas conducted by Equifax. Because guards have the requirement to carry a weapon, criminal arrest records are checked in accordance with Wisconsin law. WEPCo cmployees, including guards, are given physicals and psychological tests every two years.
Polygraph tests are not utilized by WEPCo.
UTILITY USE OF PSYCHOLOGICAL TESTS WEPCo uses MMPI and professional reviews for all czployees. The test results and records are maintained by the Personnel Department. WEPCo has a pro-fessional psychologist under contract who is, nearing rctirement; WEPCo is
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developing alternatives to alleviate this problem by utilizing contractor assistance. At present, MMPI tests are given to all employees every two years.
WEPCo is reviewing this current policy since some people believe;this con, '
tinual testing is becoming an invasion of privacy and may be of limited use after the first testing.
UTILITY USE OF SUPERVISORY TRAINIIiG AND OBSERVATION OF APPAREhT DEBILITY
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(BEHAVIORAL OBSERVATION)
WEPCo supervisors have been given training in the areas of behavioral observa-tion and specifics of the Employee Assistance Program. WEPCo pointed out thai just recently their supervisors have indicated a need for additional training and they are in the process of developing such training.
y EMPLOYEE AWAREhT.SS Employees are made aware of the Drug and Alcohol Programs and WEPCo assistance programs by observing notices on the employee bulletin boards. In addition, the WEPCo management seems to have an open and effective communications channel with employee union leaders and union hall business agents.
The WEPCo Medical Department receives reports on the. progress of the EAP and the results realized by such a program. Reports include type of employee (job duties) and reason for entering program. WEPCo stated that they believe that about 80 percent success has been achieved with persons who enter the program for assistance with an alcohol problem.
DETECTION PROGRAMS WEPCo uses the following three basic detection methods:
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They have purchased and routinely use a " Drug Dog."
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They monitor absenteeism very carefully looking for. unique patterns..
3.. They rely on physical observation by the security force and by individual supervisors.
Report Prepared By: Jane Gibson Safety / Safeguards Project Manager, NRR Assisted By:
Richard Hague Senior Resident Inspector Point Beach 1
Reviewed'By:
T *2!.
ler, Chief
[8/echn[c Programs Branch 6
Region III Y
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