ML20126B801
| ML20126B801 | |
| Person / Time | |
|---|---|
| Site: | 05000000, Duane Arnold |
| Issue date: | 11/19/1982 |
| From: | Clardy L, Gibson J, 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 8506140217 | |
| Download: ML20126B801 (4) | |
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DISCUSSION WITH IOWA ELECTRIC LIGHT AND POWER COMPANY DOCKET NO.
50-331 Cedar Rapids, Iowa November 19, 1982
. PERSONS CONTACTED I
Larry Root, Assistant Vice President, Nuclear Generation Susan Brosh, Assistant Vice President, Administrative Ken Vanous, Security Director John Redfern, Industrial Relations Manager UTILITY PERCEPTION OF THE DRUG AND ALCOHOL PROBLEM IE indicated that they perceive only a relatively minor problem in drug and alcohol abuse by employees. Any incidents have involved only alcohol. IE did relate that during an outage some marijuana butts were found in an area where contractors were working. IE considers all employees very stable, family oriented and not inclined to indulge in drugs of any type.
COMPANY POLICIES ON USE OR POSSESSION OF DRUGS OR ALCOHOL IE does not have a written policy on the use or possession of drugs or alcohol. IE does have " General Rules For All Employeees" which has a sub-section on " Qualifications for Duty" which states that any supervisor can prohibit any employee from working that he considers mentally or physically unfit to perform his or her duties. Copy of this sub-section is attached.
TYPES OF PROGRAMS /ELEMDITS Even though IE does not h ave a vritten policy or program, they have been working in the area of alcohol abuse for several years. They have an employee, a former alcoholic, who has been made available to talk to other employees who might have a problem. IE has access to the Cedar Rapids Hospital medical staff for professional medical help if required. They have had supervisors and family members refer employees who were in need of assistance. IE's informal program is geared toward " job performance" and as such is disseminated to employees via " Employees Safety Manual,"
which each employee must sign for when he/she receives a copy.
UTILITY USE OF BACKGROUND INVESTIGATIONS IE conducts their own background investigations on new employees. Potential drug and alcohol abuse concerns are stressed during the background investi-gation. IE has a contracted medical doctor who performs pre-employment physicals. After a physical, the doctor _ submits to IE a statement which must indicate that the employee is stable and fit for duty (including any limitations).
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- The components of the BI, after releases are obtained from the employee, closely follow ANSI 18.17 and are (1) education, (2) employment, (3) criminal records checks, (4) character references, and (5) credit bureau checks.
IE is doing some polygraph tests for those Company employees who have required immediate unescorted access or unescorted access for a short period of time.
UTILITY USE'OF PSYCHOLOGICAL' TESTS IE does not perform any specific psychological testing beyond the MD's statement that there is no known reason why employee is not fit for duty.
UTILITY USE OF SUPERVISORY TRAINING AND'0BSERVATION OF APPARENT DEBILITY (BEHAVIORAL OBSERVATION)
Supervisors are given general management training which covers some aspects of Behavioral Observation.
IE expressed a great deal of concern over EE0 (OFCCP) practices as they might relate to drug and alcohol abuse and the utility's ability to take disciplinary action, such as termination for continued use. The EE0 (OFCCP)
~ issue was the most dominant one in the entire meeting and it is suggested that either Inspection and Enforcement (Headquarters) or Research/ Standards discuss this matter further with Iowa Electric.
EMPLOYEE AWARENESS IE emphasized that by being a small utility, they are "close" to all employees and have the capability to discuss problems with each employee on a ore-to-one basis.
DETFC % N PROGRAMS Supervisors and guards do observe employees before they go on duty and periodically while on. duty to ensure that employees are not mentally, physically, or emotionally impaired.
IE does not do a body fluids check and does not utilize the services of a
" drug dog."
They do not routinely look for absenteeism trends to check for patterns which might indicate an alcohol problem.
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Report Prepared By: Jane Gibson i
Safety / Safeguards.
Project Manager, NRR
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Assisted By:
Larry Clardy.
. Resident Inspector Duane Arnold-~
f Reviewed By:
J'==4 2 MillyyChief
/fM Prograds Branch Region'III 4
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@knddsbCW PART I GENERAL RULES FOR ALL EMPLOYEES g
Section 1 L
,w g!h Application and Responsibility
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F-111 Application This rule book is applicable to all employees of the company. Part i contains rules of application to all departments. Parts 11, lil, IV and V are applicable to employees within the respective departments. Within departments, employees shall adhere to any rule apphcable to the work they are performing.
I h==ess 1-1-2 Emergency Conditions
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Departure from the rules stated herein must be undertaken only by e: 5g.;;
specific permission of a manager, supervisor, foreman or someone
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1-1-3 Qualifications for Duty (a) Any supervisor or foreman having reasonable grounds to assume any employee is mentally or physically unfit for the e
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shall bring the matter to the attention of supervision before commencing work. If questions arise, interpretation rests finally with supervision.
(c) These rules represent minimum requirements and are only intended to cover average conditions. Since it is impracticable to cover all conditions and emergencies, the employee is expected to act on the side of safety to protect himself or o gg :.
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herself and others at all times.
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1-14 Employees' Responsibility For Safety b.
(a) Before proceeding with a job, all employees shall satisfy themselves that they can perform the work without injury. If f
they are assigned work they are not qualified to perform, they l
b shall call this to the attention of supervision.
(b) Before starting a job each employee shall thoroughly understand the work to be done, his or her part in it and the safety rules that apply. ("Tailboard" or pre-job discussi,ons will promote safe operations.)
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