ML20138N736
| ML20138N736 | |
| Person / Time | |
|---|---|
| Site: | Harris  |
| Issue date: | 09/30/1985 |
| From: | Shawn Smith CAROLINA POWER & LIGHT CO. |
| To: | |
| References | |
| OL-A-031, OL-A-31, NUDOCS 8511060007 | |
| Download: ML20138N736 (10) | |
Text
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DRUG AND ALCOHOL ABUSE REFERENCE MANUAL g-l W
Carolina Power & Light Company E:;ual O::portunity Employer J
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Table of Contents Foreword 2
Drug and Alcohol Abuse Statement or Company Practice 3
Summary of Drug and Alconal Abuse Interdepartmenta! Procedures 3
CP&L's Empiosee Assistance Program 7
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o FOREWORD Drug and alcohol abuse whet her on or off the job is a serious concern to our Company. Much has been said and wntten about the damages to an mdwidual's mmd and body by such abuses. I will not dwell on these aspects of substance abuse. Rather. my focus is on the safety and work perfor-mance of all employees and the confidence of the pubhc and government in the manner in which we carry out our responsibihties.
Our Company makes every elfort to recruit and emp!oy highly quahfied and rehable people. Every employee's abihties and performance have an effect on the quahty of service we provide to our customers. !deally it is my sincere desire that not a single CP&L employee has any problem related to the abusive use of any drug or alcohol. Reahstically our Company is representative of society and shares to some degree in the trends and problems of Ihese times. For management to igriore these issues would be to display an attitude of irresponsibihty toward the health and safety of every employee and to disregard much of our responsibihty to our custom.
ers. In addition. our Company is subject to constant regulatory review and public scrutiny in all that we do.
Although we would prefer to never intrude into your personal hfe there may be times whenit can not be avoided. To ensure that allemployees and especially management understand the Company's position with regard to drug and alcohol abuse, we have established practices and procedures to be followed. These practices and procedures along with some other usefulinformation are contained in this reference manual for your future use. In support of these procedures, all supervisors will participate in a special training program to prepare them to recognize certain drugs and drug related behaviors and to understand the actions that they must take under these circumstances. As you are aware, c: n a an Employee Assistance Program available to aid any employee uno has a significant personal problem, including those related to drug and alcohol abuse.
In summary, we are taking senihcant and appropriate action to deal effectively with the vanous issues pertainmg to drug and alcohol abuse. A management response alone cannot be the entire solution to any corpo.
rate concern. Our Company would not enioy its nationally recognized reputation for safety if it were not for a conscious and withng safety effort on the part of every employee. Likewise it will take a conscious and willing effort by each of us to ensure that our work environment remains free from the effects of drug and alcohol abuse. I encourage you to familianze yourself with the contents of this manual and to direct your questions or concerns about drug and alcohol abuse to your su rvisor or personnel representative.
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Chairman / President I
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CAROLINA POWER AND LIGHT COMPANY DRUG AND ALCOHOL ABUSE STATEMENT OF PRACTICE The use, possession, or sale of narcotics, hallucinogens, depressants, stimulants, marquana. or other controlled substances by an employee while on Company business or on Company property will result in disci-piinary action, including possible termmation.
Any other use, possession, or sale of narcotics, hallucinogens. depres-sants, stirt.ulants, marquana, or controlled substances by an employee that may adversely affect the employee's rob performance, or that may reflect unfavorably upon public or governmental confidence in the manner in which the Company carries out its responsibilities, may result in disciplinary action, including possible termination.
The use of alcohoht. beverages by an employee on or away from Company property that may adversely affect the employee's job perfor-mance, or that may reflect unfavorably upon public or governmental confidence m the manner in which the Company carries out its responsi-bihties may resuit in disciplinary action. includmg possibie termination.
This statement of practice does not apply to medication prescribed by a hcensed pF,sician and taken in accordance with such prescription.
SUMMARY
OF DRUG AND ALCOHOL INTERDEPARTMENTAL PROCEDURES Employees CP&L employees whose assigned work location is on a Company nuclear power plant site and others who require unescorted access clear-ance to operating Company nuclear power plants, even though their regular assigned work location may be somewhere else, are covered by the Company Drug and Alcohol Abuse Statement of Practice and related Drug and Alcoholinterdepartmental Procedures.
Employees covered by these procedures will participate m a drug awareness or:entation program to famiharize them with the Job related hazards of drug use, the Company Drug and Alcohol Abuse Statement of Practice. related Drug and Alcohol Interdepartmental Procedures, and the Employee Assistance Program. Those who have management or superv:sory responsibilities will also participate in a drug awareness train-ing program to prepare them to recognize drugs and drug related behav-ior, and to understand their responsibihties when such substances or behaviors are observed or reported on thejob. A Drug and Alcohol Abuse Reference Manual will be given to each employee attending the onenta-3 J
tion program A record of attendance and participar on will be made and kept on file.
Any employee observed on the Job having possession of or under the mfluence of drugs or controlled substances will be removed from the sob by supervimon and be subiect to disciphnary action. mcluding possible termination. Any employee whose behavior on the Job reasonably sug-gest s the influence of alcoholic beverages, drugs or controlled substances will be removed from the job by supervision and required to have a Company approved medical examination which may include a drug screen. If rhe medical examination confirms the use of drugs or controlled substances not obtained and used accordmg to a vahd prescription. or the use of alcohohc beverages, the employee will be subsect to disciphnary action, including possible termmation. An e'mployee's refusal to undstgo the required medical exammation will be considered sufficie.t cause for disciphnary action, mcluding possible termination.
Any employee who reports personal abuse of alcohohc beverages, drugs or controlled substances to supervision before it is observed on the Job will be counseled and will be referred to the Employee Assistance Program. In such cases the employee should understand that a temporary reassignment or duties may be necessary and that participation in the Emplosee Assistance Program does not guarantee continued employ-ment if it becomes necessary Company management will authorize an-nounced or unannounced inspections. investigations, and searches for illegal drugs and controiled subsrances. Such actions may involve a single employee or a group of etnpioyees. If an empbyee is reasonably available during an inspec tion. investigation, or search when it is necessary to open a locker or other personal container secured by a lock, the amployee will be requested to open the locker or personal container before any other means of entry is used. However, m such situations. if the involved employee is not reasonably available, appropriate measures will be taken to open the locker or personal container.
Inspections, insestigations, and searches may require the use of such techniques as physical searches, polygraphs, chemical screenings, trained animals, etc. and may be carried out by Company, security, or contractor personnel The resuits of such actions may include a request that an emplosee have a Company approved medical exammation which will include a drug screen. If the medical examination confirms the use of drugs or controlled substances not obtained and used accordmg to a vahd prescrrption. Ihe employee will be subject to disciplinary actior, neludmg possible termination.
Any employee who refuses to allow or cooperate with a properly authorized mspection. investigation, or search may be subject to disciph-nary action, including possible termination.
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o An empiovee s use, pnssession. or sale of drugs or controlled subsian c.
nn or away from Companv' property which may adverseiy affect the vee's tob pertnrmance or reflect unfavorably upon public or
.p. inmental cnntidence in the manner in which the Company carries out its responsibilities may result in disciplinary action, including possible termination.
Company employees with less than three years continuous service as a regular full-time employee who are not covered by these procedures but who are being considered for responsibility or assignment changes which would cause them to become covered by these procedures, will be required to have a drug screen and be evaluated using the Minnesota Multiphasic Personality Inventory (MMPI). lf Ihe drug screen or the MMPI evaluation produce unacceptable results in the opinion of the Company, the employee may not be granted those responsibility or assignment changes being considered. lf the presen.e of drugs or controlled substan-ces, not obtained and used according to a valid prescrrption, is deter.
mined, the employee may be subject to disciplinary action, including possible termination.
Applicants Applicant s for employment wit h the Company in any position located at a nuclear power plant site or which requires unescorted access clearance to operating Company nuclear power plants will be fully informed of the Company's Drug and Alcohol Abuse Statement of Practice and related Drug and Alcohol Interdepartmental Procedures. They will be advised that drug screening procedures are a part of the requ red pre employment physical examination and that a professional evaluation using the Minne-sota Multiphasic Personality Inventory (MMPI) is a part of the total pre employment procedure. They will be tc!d that if the drug screen ind: cates the presence of drugs or controlled substances, not obtained and used according io a valid prescription. they will not be further consid ered for employment. Also, if the MMPI indicates a background of or tendency toward drug or alcohol abuse or aberrant behavior in the opinion of the Company, they may not be considered further for employment.
General i
Contractors engaged in work for the Company at operating nuclear power plant sites will be required to institute drug and alcohol abuse control procedures for their employees working at those sites.
The Company will continue its practice of cooperating with appropriate i
law enforcement agencies in investigations or legal actions relating to the l
use, possession or sale of illegal drugs or controlled substances by Company employees or on Company property.
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Carolina Power and Light Company Employee Assistance Program Begun in April 1982, the Employee Assistance Program is designed to help employees who develop personal and/or medical problems which may affect tob performance. Employees are counseled and referred to resources according to their individual problems. Some of the more prevalent problem areas are likely to be: alcohohsm, drugs, financial, emotional difficulties and family and marital concerns.
The Employee Assistance Program is designed to serve the immediate
, family of the employee since personal family problems often impact upon the sob performance of the employee. Further, every effort is made to encourage employees to seek conhdential assistance through this pro.
gram before such problems have an effect on the job.
l This assistance is a response to the Company's recognition that any employee can develop a non job related problem that adversely affects job performance. However, it is ultimately the employee's responsibility to maintain acceptable job performance whether or not the employee requests help from the Employee Assistance Program.
The Director of the Employee Assistance Program is located in Suite 3045 of the Lawyers Building. 320 South Sahsbury Street. Raleigh. There are several ways to contact the Employee Assistance Program Office:in Raleigh phone 836 7742, in North Carolina phone roll free 1 800-662-1 8800. in South Carohna 1 800 334 8316. A telephone answer service is provided to assist in handhng calls 24 hours2.777778e-4 days <br />0.00667 hours <br />3.968254e-5 weeks <br />9.132e-6 months <br /> a day 7 days a week.
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Acknowledgement oi A*tendance:
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Drug and Alcohol Abuse Orientation for Carolina Power & Light Company Employees I,
, hireby acknowledge that I have attended the Drug and Alcohol Abuse Orientation for CP&L Employees conducted at on this data, and I have received the Compa_ny's _ Drug and Alcohol Abuse Reference Manual.
I understand the Company's Statement of Practice and related Interdepartmental Procecures on drug and alcohol abuse and I agree to abide by them.
I further understand that compliance with the provisions of the Company's Drug and Alcohol Abuse Statement of Prac-tice and related Drug and Alcohol Interdepartmental Proce-dures is required for continued employment with the Company.
Employee Signature
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Social Secunty a Date:
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