ML20129K395
| ML20129K395 | |
| Person / Time | |
|---|---|
| Issue date: | 11/30/1996 |
| From: | NRC OFFICE OF PUBLIC AFFAIRS (OPA) |
| To: | |
| References | |
| NUREG-BR-0240, NUREG-BR-240, NUDOCS 9611220231 | |
| Download: ML20129K395 (17) | |
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d i i ,a I j Page 2 Introduction...............................................................................................1 ! A Wo r ke r's Ro I e i n N u c I ea r S a fet y .. . . .... . .. . .. .. . . . ... ... . .. .. . ... . .. .... . . . .. ..... .. . . ... . 1 1 1 l: How to Report Nuclear Safety Concerns to NRC ..................................... 3 } j A I I eg a t i o n P ro c es s . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 1 Co n ce rn s O utside N RC's J u risd iction ....................................................... 5 i t identity Protection ,1 . J L. imitations...........................................................................................5 . Co n fid e n t i a I ity Ag reem e n t s .. . . .. .. . .. . . ... . . . . .... .. . . .. ... . .. ... .. .. ......... ..... ... . .... 6 i i l Li m it at io n s o n Co n fid e n tia l ity . . ... . ... . ...... . . .... ...... ... .. ............ ..... . .... ... ... 6 J ! L i ce n see Res po n s i b i l ity . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 i l Handling Discrimination Against Workers ............................................... 8 4 l Summary.................................................................................................11 D e fi n i t i o n s . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 1 1
; Form 3......................... ....................................................................... 1 3 i
1 1 a f I
YM All individuals should feel free to communicate to the Nuclear Regulatory Commission (NRC) any safety or wrongdoing concerns. It is the policy of the NRC to encourage workers at regulated nuclear facilities to take technical safety concerns to their own management first. However, workers can bring safety concerns directly to the NRC at any time. It is the agency's responsibility to respond to those concerns in a timely manner and to protect the identity of the individual to the greatest degree possible. This brochure provides information on how nuclear workers - such as yourself-can report safety concerns to the NRC, what degree of protection can be afforded to a worker's identity, and the NRC process for handling a worker's allegation of discrimination that may result from reprisals by licensees, their contractors, or subcontractors. In this brochure, safety concerns encompass potential safety issues, violations of NRC requirements, nonconformances with licensee requirements, harassment and intimidation, and a work environment that discourages workers from raising l safety concerns. i 1 As a worker in the nuclear industry, you have an important role in ensuring safe operations and practices in handling nuclear materials. Protection of public health and safety begins with the Nuclear Regulatory Commission's licensing requirements for safe operation of nuclear facilities and continues with inspections to ensure that licensees comply with these requirements and their commitments. NRC considers licensee management ultimately responsible for regulatory compliance, and management relies on you, the worker, to assist them in this effort by identifying and reporting safety concerns. NRC inspectors can observe only a small part of the day-to-day activities in nuclear facilities. Therefore, your every-day knowledge and operating experience can provide valuable insight in identifying safety concerns in the workplace to your em aloyer and the NRC. Once nuclear facilities are licensed and operational, you become the first line of defense for preventing accidents and protecting public health and safety. In the past, workers in NRC-regulated nuclear activities and concerned citizens have raised important safety issues and, as a result, public health and safety have benefitted. This vigilance must continue. 1
j l The NRC encourages nuclear workers to take safety concerns to their ' employer because licensees have primary responsibility for ensuring the safety l of nuclear operations. They are in the best position to deal promptly and effectively with safety issues. Nuclear workers and concerned citizens may ) bring their concerns directly to the NRC at any time, but the NRC expects that employees normally will have raised their concerns with their employers either before or at the same time they come to the NRC. Region 1.. .....(800) 432 1156 U.S. Nuclear Regulatory Commission, Region 1 475 Allendale Road King of Prussia, PA 19406-1415 Region 111... . . . .
..(800) 522-3025 U.S. Nuclear Regulatory Commission, Region lli 801 Warrenville Road Lisle, IL 60532-4351
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- y Walnut Creek Field Office.. . . (800) 882-4672 Region 11.. .. ..(800) 577-8510 U.S. Nuclear Regulatory Commission U.S. Nuclear Regulatory Commission, Region 11 1450 Maria Lane 101 Marietta Street, N.W., Suite 2900 Walnut Creek, CA 94596-5368 Atlanta. GA 30323-0199 Region IV.. .
...(800) 952-9677 U.S. Nuclear Regulatory Cornmission, Region IV 611 Ryan Plaza, Suite 400 Arlington,TX 76011-8064 2
if0W TO REPORT NUCLEAR SAFETY CONCERNS TO NRC l
- You may contact any NRC employee, including a resident inspector, or call the 2
NRC's toll-free Safety Hotline,1-800-695-7403. If you call during normal business i hours, you will reach the NRC Allegations Coordinator for the NRC regional office , serving your State. If you call after normal business hours, your call will be directed
- to the NRC's headquarters Operations Center, which is staffed 24 hours a day. In ,
addition, you may reach an NRC Allegations Coordinator through a regional office . by calling the appropriate number listed on the figure to the left. , If you submit your safety concern in writing to the NRC, we recommend you clearly state in the beginning that your letter is an allegation. This helps to ensure that your letter gets prompt attention and is not placed in the public domain. It also helps protect your identity. To assist you in reporting a safety concern, the following questions are those ;
- the NRC typically asks
- l l
- Date y l
- Facility Name; Unit l
- Specific Area of Facility
*.Name l
- Address j
- Telephone Number. This should be the number at which you desire NRC to contact you.
l
- What is your concern? Be as factual and detailed as possible. ,
- On what date did the event occur or the issue arise?
- Why do youtelieve this is a potential safety issue?
- Recognizing that every issue does not have the same degree of safety-
- significance, do you believe that this concern merits immediate action i to resolve it? If yes, why?
- Did you observe the underlying event yourself?
e if you did not witness the event, how did you find out about it? i Please explain.
- Are there other individuals who can provide additional information - .
related to your concern? If so, please identify these individuals so that: we can contact them. 3
l
- If you.do not want to~ identify them,' have you asked them to contact j NRC directly? If not, why? 1
- Are there'any records we should review that -may be relevant to your concern?
- Have you discussed this with your supervisor or other licensee official?
-If not,.why? If so, what was the response?
- If you are not satisfied with the response, explain why.
- Have you discussed this with your Employee Concerns Program }
representative? If not, why? If so, what was the response?
- If you are not satisfied with the response, explain why. . ,
Although it will help NRC respond to your concerns if you can answer these questions, you do not need to have answers to all of them in order to raise a safety issue with the NRC. pdmmm.-mem The NRC strives to review all allegations objectively to ensure the outcome is fair, sound, and timely. All allegations brought to the NRC are assigned to an employee designated as an Allegations Coordinator. The coordinator's job is to --
- Promptly contact you to confirm the details of the allegation and to confirm that the NRC has correctly interpreted and understood the information you provided. Normally, an acknowledgment letter is sent to you within 30 days of receipt of your allegation.
- Arrange for an evaluation of your concern by a group of NRC employees and managers designated as an Allegation Review Board. The Board will review the concern and make a preliminary determination of its safety significance. The Board will also determine whether the allegation will be referred to an NRC employee, the affected licensee, or another agency for further review and evaluation.
- Document NRC actions taken to resolve the allegation.
- Advise you periodically about the status of the allegation.
- Provide a final report to you upon resolution of the allegation.
l r 4
i The NRC's goal is to complete the review of technical concerns and provide you with a final report within 100 days. A complicated concern may take longer. j If it does, you will receive a letter explaining the status of NRC's review. MMTN Concerns outside the NRC's jurisdiction will be forwarded to the appropriate Federal or State agency and you will be notified of this referral action.
- Examples of these concerns include --
i
- Off-site emergency planning;
- Use of NRC-regulated materials in Agreement States:
- Control of exempt quantities of licensed material;
- Industrial or occupational safety; and
- Disposal of non-nuclear waste.
- l. imitations The NRC recognizes that some individuals will only come forward if they j believe their identities will be protected from disclosure if you are concerned about protecting your identity, representatives of the NRC will make arrangements to call you at your home or meet with you at a discreet location.
All reasonable efforts will be made by the NRC to not disclose the identity of such an individual outside the agency. Only NRC staff who have a need to know will be provided an individual's identity. This would happen, for i example, when an inspector or investigator is assigned to interview the individual. Documents that contain the individual's identity will be stored in a locked cabinet within controlled access and will not be placed in NRC public document rooms. l 5 l
1
- i l
l l However, the NRC may reveal your identity outside the agency under the i following circumstances: l (1) You clearly state that you have no objection to being identified, (2) Disclosure is necessary to protect the public because of an overriding safety issue identified in your allegation; , (3) Disclosure is necessary to satisfy a request from Congress or from a State or Federal agency; (4) Disclosure is required to respond to a court order or NRC Licensing Board order; i (5) You take an action that is inconsistent with protecting your identity such as j notifying the news media; or (6) The NRC needs to pursue a wrongdoing investigation or support a hearing : on an NRC enforcement action. Furthermore, if the NRC were investigating a claim that you were a victim of discrimination because you raised a safety concern, investigating the allegation without identifying you would be extremely difficult. Therefore, [ when investigating claims of discrimination, the NRC will disclose your name. (
)
Confidentiality Agreements If you are still concerned that your identity may be disclosed, the NRC can l' provide formal confidentiality. However, it is not granted routinely. The NRC requires you to explicitly request confidentiality. Confidentiality affords protection ; of information that directly or otherwise could identify you by name and the fact / that you provided the information to the NRC. In instances where confidentiality is granted by an authorized NRC official, you and the NRC would sign a written agreement. The agreement would explain the conditions under which the NRC will protect your identity. Your identity will be divulged to other NRC employees only on a need-to-know basis. I Limitations on Confidentiality Even if confidentiality is granted, the NRC cannot protect your identity under all circumstances. There are specific situations where disclosure may be l l necessary because -- ' 6
(1) Immediate action is needed to protect public health and safety; (2) A Federal court order has been issued; (3) An NRC Licensing Board order has been issued during an adjudicatory i proceeding; (4) A response is required by Congress; and (5) A response to a Federal or State agency is required to meet statutory responsibilities. 1 in the last case, the requesting agency must agree to provide the same protection to the confidential source that was promised by the NRC. The sixth instance of disclosure may occur when the NRC's Office of Investigations (OI) and the Department of Justice are pursuing an investigation, or when 01 is working with another law enforcement agency. It is essential that parties investigating and prosecuting wrongdoing know the identity of a confidential source to protect the source physically during the course of investigative activities. On rare occasions, confidentiality may be revoked by the NRC, but only in ) the most extreme cases. This revocation may occur where the worker takes , some personal action so inconsistent with the agreement that it overrides the purpose of granting confidentiality, such as discussing the matter with the news media and being publicly identified by the media. A decision to revoke confidentiality can only be made by the Commission itself, the NRC's Executive Director for Operations, or the 01 Director. E The NRC expects licensees, contractors, and their subcontractors to establish and maintain a " safety-conscious work environment" that encourages you and other employees to raise safety concerns to your management, free of any fear of reprisal for doing so. This environment is critical to a licensee's ability to safely carry out its responsibilities. In fact, often workers are hired , in order to satisfy NRC requirements for identifying deficiencies or safety . 1 issues in quality assurance, radiation protection, and security activities. 7
i Licensees must post or otherwise make available to you a copy of NRC regulations, licenses, and operating procedures that apply to work in which you are engaged. All NRC-issued Notices of Violations involving radiological working conditions and proposed imposition of civil penalties and orders are also required to be posted. Further, licensees are required by law to post NRC Form 3 that describes your protected activities and explains how allegations of licensee violations ( can be reported directly to the NRC. Protected activities include but are not / limited to --
- Conferring privately with NRC inspectors about any past or present condition that you believe contributed to or caused a violation of NRC regulations;
- Refusal to engage in activities that violate NRC requirements; !
- Request for NRC to enforce its rules against your employer; ,
- Testifying, helping or taking part in an NRC, Congressional, or any (
Federal or State proceeding;
- Posting of radiation caution signs and labels; and
- Recording and reporting worker exposure; Form 3 must be posted at prominent locations that permit you to view it easily on your way to or from your normal place of work. A copy of NRC Form 3 is reproduced at the end of this brochure for your reference.
s
?
gggg , . ., . . Acts of discrimination by a licensee, contractor, or subcontractor taken against a worker for bringing safety concerns to the attention of licensee management or the NRC are against the law. Specific examples of discrimination include firing, reduction in pay, poor performance appraisals, and reassignment to a lower position or job (if it can be established that these actions were taken by the licensee because a worker raised safety concerns). l You should be aware that whi!c the NP.C !r the Federal agency to which you . should report safety concerns of a technical nature, the Department of Labor , (DOL) is the agency from which nuclear workers must seek personal remedies when discrimination has occurred for reporting a concern. The NRC's > 8
l authority is limited to taking an enforcement action against the licensee such as a fine, an order modifying an NRC license or, in criminal cases, referral to the Department of Justice for prosecution. The NRC's Office of Investigation (OI) has the responsibility for investigating allegations of wrongdoing by NRC licensees, applicants, vendors, and I contractors. The Ol initiates investigations of allegations of discrimination in retaliation against a worker for having raised a safety concern. Normally, an investigator will interview you and review available documentation. Based on an evaluation, the NRC will assign a priority- "high" or " normal"--to the ; investigation. The NRC, like all government agencies, must prioritize its ; work in order to best utilize its resources and conduct its mission. All investigations assigned a high priority will be completed and a determination i will be made whether discrimination actually occurred. Examples of high priority investigations include allegations of discrimination that --
- Result from providing information directly to the NRC;
- Are caused by a manager above first-line supervisor;
- Occur where a history of findings of discrimination suggests a programmatic rather than an isolated issue; and ,
- Appear particularly blatant or egregious.
Based on the focus of agency resources on high priority cases, about one-third of normal priority concerns are investigated to the point where a determination can be made whether discrimination occurred. An investigation generally takes about 12 to 18 months. If the NRC concludes that discrimination occurred, the NRC will consider , taking an enforcement action against the licensee. For personal remedies, ' such as reinstatement to your job or back pay, you must file a written complaint with the Department of Labor (DOL) within 180 days of the discrimination, clearly outlining the facts and circumstances. The DOL has authority to investigate allegations of discrimination and provide a personal : remedy when retaliatory practices are found. The entire DOL complaint process may take several years to complete. It ' begins with an attempt by the local DOL office to negotiate a settlement with your employer. If this fails, the local DOL office will investigate to determine if discrimination occurred and provide its conclusions to you and your employer. Usually, this phase will be completed in 30 to 90 days. 9
At the request of you or your employer, the conclusions of the local DOL l office can be reviewed by a DOL Administrative Law Judge. The Judge will hold a hearing and issue a recommended decision that will be reviewed by l the DOL Administrative Review Board. The Board's decision becomes the Secretary of Labor's final decision. Lastly, the Secretary's decision may be appealed to the U.S. Court of Appeals. Depending on the outcome in each step of this process, you will have to await decisions concerning reinstatement to your job, payment of back wages, and compensatory damages, including repayment of legal fees. To fully preserve your rights to a personal remedy, you will need to participate in each step of the process. The NRC is working with DOI to make the process more efficient and less costly. These initiatives include the following: (1) Transfer of DOL investigation responsibilities from the Wage and Hour Division to the Occupational Safety and Health Administration (OSHA) that has investigators specifically experienced in investigating harassment and intimidation cases; ) (2) A new rule to provide DOL with discretion to defend its findings of i discrimination, thereby reducing the financial costs to allegers; (3) Legislative changes to provide DOL adequate time to perform a more qualitative and realistic review (120 days to conduct the initial , investigation,30 days to request a hearing,240 days to conduct a hearing and issue an Administrative Law Judge decision,90 days for the Secretary of Labor to issue a decision); and (4) Legislation that would permit immediate reinstatement of allegers following an initial investigation finding of discrimination. Written complaints can be sent to the Occupational Safety and Health Administration at any of the Department of Labor's regional offices. To obtain the address of the correct regional office, you can either look it up in your local telephone directory or contact an NRC Allegations Coordinator who can also answer questions about how to file a complaint. If you file a discrimination complaint with DOL and later find that you need NRC information, NRC's position on an issue, or NRC witnesses to pursue your complaint, you may contact the NRC by calling 1-800-368-5642 and asking for the Allegation Advisor at 415-8529. 10 !
1 E11MMM:WE The NRC believes that all workers should feel free to raise concerns to their employers so that they can be dealt with quickly. At any time, however, employees have the option of bringing a safety concern directly to the NRC. Workers who raise safety concerns serve a vital role in the protection of public health and safety. Retaliation against those who'do so is unlawful and will not be tolerated by the NRC. MM Agency Allegation Advisor - A designated staff member who is responsible for monitoring the NRC's allegation program and providing advice and guidance to NRC management and staff on handling allegations. , l Allegation - A declaration, statement, or assertion of improper or inadequate activity associated with NRC requirements. Allegation Review Board - A group that consists of a chairman, an Allegations Coordinator, and one or more other individuals within an NRC office or region. The group determines the safety significance and action that should be taken to resolve each allegation. Allegations Coordinator- A designated staff member who serves as the point of contact for an office or region in processing allegations. l Alleger - An individual or organization who has a potential safety concern. For example, a private citizen, a public interest group, the news media, a licensee, a current or former employee of a licensee, vendor, or a contractor, or a representative of a local, State, or Federal agency. Confidentiality - Protection of information that directly or otherwise could identify a confidential source by name and the fact that the source provided information to the NRC. Investigation - An activity conducted by the NRC's Office of Investigations to assist the staff, the NRC's Office of Enforcement, or the U.S. Department of Justice in resolving wrongdoing allegations. 11
Protected Activities- Actlvities that workers engage in when raising potential i radiological, safety, and security concerns to their management or NRC. Wrongdoing - Either (a) an intentional violation of regulatory requirements or (b) a violation resulting from careless disregard of or reckless indifference to regulatory requirements, or both. . 3 i 12 1
1 NRC FORM 3 UNITED STATES NU (9-96) Washingtoq NOTICE TO STANDARDS FOR PROTECTION AGAINST RA. REPORTS TO WORKERS; INSPECTI' WHAT IS THE NUCLEAR REGULATORY COMMISSION? to your supervisor. You may report violations or safety concerns directly to thj The Nuclear Regulatory Commission is an independent Federal regulatory NRC. However, the NRC encourages you to raise your concems with tty licensee since it is the licensee who has the primary responsibility for, and i agency responsible for licensing and inspecting nuclear power plants and other commercial uses of radioactive materials. most able to ensure, safe operation of nuclear facilities. If you choosej report your concern directly to the NRC, you may report this to an NRC ir] spector or call or write to the NRC Regional Office serving your area. If yoi WHAT DOES THE NRC DO? send your concem in wnting, it will assist the NRC in protecting your identity l The NRC's primary responsibikty is to ensure that workers and the public are you clearty state in the beginning of your letter that you have a safety conced i protected from unnecessary or excessive exposure to radiation and that nuclear or that you are submimng an allegation. The NRC's toll-free SAFETY HOTLIAI facilities, including power plants, are constructed to high quakty standards and for reporting safety concerns is listed below. The addresses for the NR{ operated in a safe manner. The NRC does this by establishing requirements Regional Offices and the toll-free telephone numbers are also listed below. l in Title 10 of the Code of Federal Regulations (10 CFR) and in licenses issued to nuclear users. WHAT IF l WORK WITH RADIOACTIVE MATERIAL OR IN THE VICINM OF A RADIOACTIVE SOURCE? ; WHAT RESPONSIBILITY DOES MY EMPLOYER HAVE? If you work with radioactive materials or near a radiation source, the amount k Any company that conducts activities licensed by the NRC must comply with radiation exposure that you are permitted to receive may be limited by NR; the NRC's requirements. If a company violates NRC requirements, it can be regulations. The limits on your exposure are contained in sections 20.120 fined or have its license modified, suspended or revoked. 20.1207, and 20.1208 of Title 10 of the Code of Federal Regulations (10 CF
- 20) depending on the part of the regulations to which your employer is subjec' Your employer must tell you which NRC radiation requiremerits apply to your While these are the maximum allowable limits, your employer should also keel work and must post NRC Notices of Violation involving radiological working your radiation exposure as far below those limits as " reasonably achievable.d conditions.
MAY l GET A RECORD OF MY RADIATION EXPOSURE? WHAT IS MY RESPONSIBILITY? Yes. Your employer is required to advise you of your dose annually if you ah For your own protection and the protection of your co-workers, you should exposed to radiation for which monitoring was required by NRC. In additiod know how NRC requirements relate to your work and should obey them. If you you may request a written report of your exposure when you leave your Q observe violations of the requirements or have a safety concern, you should report them. HOW ARE VIOLATIONS OF NRC REQUIREMENTS IDENTIFIED? NRC conducts regular inspections at licensed facilities to assure compliancj WHAT IF 1 CAUSE A VIOLATION 7 with NRC requirements. In aMtion, your employer and site contractors cor If you engaged in dehberate misconduct that may cause a violation of the NRC duct their own inspections to usure compliance. All inspectors requirements, or would have caused a violation if it had not been detected, or by Federal law. Interference with them may result in criminal prosecution for dehberately provided inaccurate or incomplete information to either the NRC Federal offonse. or to your employer, you may be subject to enforcement action. If you report such a vio!ation, the NRC will consider the circumstances surrounding your MAY l TALK WITH AN NRC INSPECTOR? reporting in determining the appropriate enforcement action, if any. Yes. NRC inspectors want to talk to you if you are worried about radiatio sa% or haw oh sa% conwns aW kmsM aMs, se as m HOW DO I REPORT VIOLATIONS AND SAFETY CONCERNS? quahty of construction or operations at your facilitv Your employer may nq If you believe that violations of NRC rules or the terms of the license have prevent you f rom talking with an inspector. The NRC will make all reasonabf occurred, or if you have a safety concem, you should report them immediately efforts to protect your identity where appropriate and possibio. i n;r UNITED STATE A representative o,,
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REGULATORY COMMISSION )C 20555-0001 g
- MPLOYEES IATION (PART 20); NOTICES, INSTRUCTIONS AND 4S (PART 19); EMPLOYEE PROTECTION
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[r i MAY l REQUEST AN INSPECTION? HOW DO I FILE A DISCRIMINATION COMPLAINT? Yrs. If you believe that your employer has not corrected violations involving if you believe that you have been discriminated against for bringing violations radiological working conditions, you may request an inspection. Your request or safety concems to the NRC or your employer, you may file a complaint with should be addressed to the nearast NRC Regional Office and must describe the U.S. Department of Labor (DOL) pursuant to Section 211 of the ERA. Your the alleged violation in detail. It must be signed by you or your representative. complaint must describe the firing or discrimination and must be filed within 180 days of the occurrence, Filing an allegation, complaint, or request for HOW DO I COf1 TACT THE NRC? a:: tion with the NRC does not extend the requirement to file a complaint with Talk to an NRC inspector on-site or call or write to the nearest NRC Regional the DOL within 180 days. You must file the complaint with the DOL, To do so, Office in your geographical area (see map below). If you cCl the NRC's toll- you may contact the Allegation Coordinator in the appropriate NRC Region, as fr:e SAFETY HOTLINE during normal business hours, your call will automati- listed below, who will provide you with the address and telephone number of cally be directed to the flRC Regional Office for your geographical area. If you the correct OSHA Hegional office to receive your complaint. You may also calt EftIr normal business hours, your call will be directed to the NRC's Head- check your local telephone directory under the U.S. Govemment listings for quartirs Operations Center, which is manned 24 hours a day. the address and telephone number of the appropriate OSHA Regional office. CAN 1 BE FIRED FOR RAISING A SAFETY CONCERN? WHAT CAN THE DEPARTMENT OF LABOR DO? Federallaw prohibits an employer from firing or otherwise discriminating against if your complaint involves a violation of Section 211 of the ERA by your em-you for bringing safety concerns to the attention of your employer or the NRC. ployer, it is the DOL, NOT THE NRC, that provides the process for obtaining a You may not be fired or discriminated against because you: personal remedy. The DOL will notify your employer that a complaint has e ask the NRC to enforce its rules against your employer; been filed and will investigate your complaint.
- refuse to engage in activities which violate NM requirements' e
provide information or are about to provide information to the NRC or your DO W W W w l @ e l W I W M @ M M H may order that you be reinstated, receive back pay, or be compensated for any employer about violations of requirements or safet" concems;
- trs about to ask for, or testify, help, or take part in an NRC, Congressional, njury suffered as a result of the discrimination.
or any Federal or State proceeding. WHAT WILL THE NRC DO?
)
l WHAT FORMS OF DISCRIMINATION ARE PROHIBITED? The NRC will evaluate each allegation of harassment, intimidation, or discrimina- , it is unlawful for an employer to fire you or discriminate against you with re- owy s gvaluation, an investigator from the NRC's Office of Inves- ! spect to pay, benefits, or working conditions because you help the NRC or tigations may interview you and review available documentation. Based on rtise a safety issue or otherwise discourage you from engaging in protected the evaluation, and, if applicable, the interview, the NRC will assign a prionty activities. Violations of Section 211 of the Energv Reorganization Act (ERA) of and a decision will be made whether to pursue the matter further through an 1974 (42 U S.C. 5851) include the harassment and intimidation by employers investigation. The assigned priority is based on the specifics of the case and of (1) employees who bring safety concerns directly to their employers or to the its significance relative to other ongoing investigations. The NRC may not NRC; (ii) employees who have refused to engage in an unlawful practice, pro, pursue an investigation to the point that a conclusson can be made whether the vided that the employee has identified the illegality to the employer; (iii) em. harassment, intimidation, or discrimination actually occurred. Even if NRC ployees who have testified or are about to testify before Congress or in any decides not to pursue an investigation, if you have filed a complaint with DOL, Federal or State proceeding regarding any provision (or proposed provision) the NRC will monitor the results of the DOL investigation. of the ERA or the Atomic Energy Act (AEA) of 1954;(iv) employees who have commenced or caused to be commenced a proceedmg for the administration if the NRC or DOL finds that unlawful discrimination has occurred, the NRC or enforcement of any requirement imposed under the ERA or AEA or who may issue a Notice of Violation to your employer, impose a fine, or suspend, hava, or are about to, testify, assist, or participate in such a proceeding. modify, or revoke your employer's NRC license. i NUCLEAR REGULATORY COMMISSION REGIONAL OFFICE LOCATIONS M8MC the Nucl ar Regulatory Commission can be contacted by employees who wish to register @MfM^W" Brns about radiological working conditions or other matters regarding compliance with and rngulations at the following addresses and telephone numbers, yNO , J REGIONAL OFFICES Afso e o s,,, ADDRESS TELEPHONE *W WJ Regulitory Commission, Region i To report incidents involving iRoad (800) 432 1156 To report safety concerns or fraud, waste, or abuse ,ia, PA 19403-1415 violations of by an NRC employee 1 R " '"" by oureYp y rf " ** 3t et b[e 2$ (800) 577-8510 0323 0199 telephone: telephone: gu ory Commission, Region 111 (800) 522-3025 i2-43si NRC OFFICE OF THE
" '" SAFETY HOTLINE INSPECTOR GENERAL fa*Dut *S**' "' "*9' (800) 952-9677 76011-8C64 Regulatory Commission HOTLINE 1-800-695-7403
( ) 4 "EA 94596-5368 1-800-233-3497
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