ML20126B747
| ML20126B747 | |
| Person / Time | |
|---|---|
| Site: | 05000000, Kewaunee |
| Issue date: | 11/16/1982 |
| From: | Gibson J, John Miller, Nelson R NRC, NRC OFFICE OF INSPECTION & ENFORCEMENT (IE REGION III), Office of Nuclear Reactor Regulation |
| To: | |
| Shared Package | |
| ML20125E231 | List: |
| References | |
| FOIA-84-827 NUDOCS 8506140201 | |
| Download: ML20126B747 (3) | |
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L DISCUSSION WITH WISCONSIN PUBLIC SERVICE CORPORATION DOCKET NO. 50-305 Green Bay, Wisconsin November 16, 1982 PERSONS CONTACTED Carl W. Giesler, Vice President Nuclear Power Don Hintz, Plant Manager, Kevaunee Tom Moore, Security Director, Kevaunee David W. Sauer, Nuclear Licensing Supervisor
. Charles A. Schrock, Nuclear Licensing and Systems Supervisor Thomas G. Christofferson, WPS Personnel Department Linda S. Daun, WPS Personnel Department UTILITY PERCEPTION OF THE DRUG AND ALCOHOL PROBLD1 WPS has been aware of the potential for drug and alcohol abuse for years.
This perception is reflected in WPS personnel manual statements dated in 1975 (attached) WPS tends to stress the alcohol side of the program due to the environment near Kevaunee (which is a beer drinking area). Alcohol misuse is WPS's major concern.~ WPS gave examples of two possible drug use cases involving contractors at fossil units; however, they indicated that there had no been any events at Kevaunee.
One employee at Kevaunse availed himself of the WPS Employee Assistance Program for an alcohol problem and was subsequently assigned a position with reduced authority and responsibility in safety-related areas.
COMPANY POLICIES ON USE OR POSSESSION OF DRUGS OR ALCOHOL WPS has very specific policies on the use of drugs and alcohol. Primarily, these policies are promulgated as a part of the employee manual and specifically describe limits on use and associated potential disciplinary actions. As indicated at the meeting by the Company officials present, written policy clearly reflects Company attitude. Company policy, as carried out by the example given of the Kevaunee employee, has been carried out as written. The policy addresses onsite use (Prohibited) and offsite use (if use affects job performance, this can be cause for dis-missal).
TYPES OF PROGRAMS / ELEMENTS WPS indicated that over the last five years there have been about 30 persons (Company vide) that have asked for assistance in the EAP program. Half of these referrals were recommended by supervisors. This assistance, as outlined in the EAP, could be in any area. The EAP is monitored by the WPS Personnel Department. WPS has arranged with local hospitals and drug and alcohol consultants to be available to help WPS employees and families.
Information pertaining to the EAP is posted on WPS bulletin boards W
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. (examples are attached) and made available to family members b,v home mailings as part of the WPS periodicals (example attached - see pages 4, 5, and 6). In addition, pamphlets are available describing EAP and given as handouts to the employees (copy attached). Further, all super-visors are trained in the use of the EAP (training manual attached).
UTILITY USE OF BACKGROUND INVESTIGATIONS WPS contracts Background Investigations on their employees to Equifax to conduct. WPS has stressed to Equifax that Background Investigations should look into drug and alcohol areas. WPS generally accepts the Background Investigations as presented by Equifax and does not do a quality assurance check. However, on their contractors, WPS conducts audits of the Background Investigations completed. The contracto security force all undergo a Back-ground Investigation, plus all security force members are polygraphed.
UTILITY USE OF PSYCHOLOGICAL TESTS WPS does not utilize psychological testing. During medical examinations, either for pre-employment or routine, a form utilized requires the Medical Doctor to make a statement "that there is nothing noticeable that would indicate that this employee is not fit to work."
UTILITY USE OF SUPERVISORY TRAINING AND OBSERVATION OF APPARENT DEBILITY (BEHAVIORAL OBSERVATION)
WPS has an extensive supervisory training program, part of which is indicated in the attached written training manual on the EAP. All WPS supervisors are given training on observing unusual behavior in employees by professional instructors. Security personnel are also trained in making this type of observation.
EMPLOYEE AWARENESS WPS effectively disseminates information enabling employees to be aware of available programs, specifically the EAP. This is done by:
(1) Employee Magazines, (2) Employee Manuals, (3) Bulletin Board notices, and (h)
Mandatory Safety Meetings. One of the subjects discussed at the safety meetings is the effect of alcohol on the various parts of the body.
DETECTION PROGRAMS The only detection program in use by WPS, in addition to personnel observa-tion, are those described in the physical security plan. WPS does not do any body fluid checks or use other detection methods (dogs).
- g-Report Prepared By: Jane Gibson Safety / Safeguards Project Manager, NRR
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Assisted By:
Robert L. Nelson Senior Resident Inspector Kewaunee Reviewed By:
J 4jlff Chief jJ c nical Trograms Branch
/- Region III m,Rf i
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