ML20154Q204
| ML20154Q204 | |
| Person / Time | |
|---|---|
| Issue date: | 10/31/1998 |
| From: | NRC OFFICE OF PUBLIC AFFAIRS (OPA) |
| To: | |
| References | |
| NUREG-BR-0240, NUREG-BR-240, NUDOCS 9810230170 | |
| Download: ML20154Q204 (15) | |
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1 1 mmmmmmmme==== Page introduction...............................................................................................1 A Wo rke r's Ro Ie in N u cIea r S afe ty . . . . . .......... .... . . ... .. . . ... . .. .. . ... ... .. . .. . . . .. . . . .. . 1 How to Report Nuclear Safety Concerns to NRC ..................................... 3 A I I eg a t i o n P ro ce s s . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Con cern s Ou ts ide N RC's J u risdiction ..... ......... .. ..... . ............... ...... ... ....... .. 5 Identity Protection Limitations...........................................................................................5 Co n fiden t i a I i t y Agre e m e n ts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . .. .. . . . . . . . L imitatio n s o n Co n fiden tla lity ... .......... .... .... ................................ ........ 7 L ice n s ee Res pc n s i b i l i ty . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Handling Discrimination Against Workers ............................................... 8 Summary.................................................................................................10 D e fi n i t j o n s . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Form 3.....................................................................................................12
' INTRODUCTION All individuals should feel free to communicate to the Nuclear Regulatory Commission (NRC) any safety or wrongdoing concerns. It is the aolicy of the NRC to encourage workers at regulated nuclear facilities to ta<e 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 or certificate holder requirements, harassment and intimidation, and a work environment that discourages workers from raising safety conc ns. , M M MI As a worker in the nuclear industry, you have an important role in ensuring safe operations and practices in handling nuclear materials. Protection of aublic health and safety begins with the Nuclear Regulatory Commission's icensing requirements for safe oaeration of nuclear facilities and continues with inspections to ensure that icensees 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 employer 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
The NRC encourages nuclear workers to take safety concerns to their employer because licensees have primary responsibility for ensuring the safety 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 I.. ... . .. . .... . .....(800) 432-1156 U.S. Nuclear Regulatory Commission, Region i 475 Allendale Road King of Prussia, PA 19406-1415 Region Ill... .. ..................(800) 522-3025 U.S. Nuclear Regulatory Commission, Region til 801 Warrenville Road Lisle, IL 60532-4351 T. - [. v .d< ' #' .,. , . 3 f h! 5 d adh 7 %: 4: :. ~ y;% I f)g5 $ - a p 6 : sn ; . W 5 W , Wh' %3, gy.7'y . g gg,., , , , i W;e Q . ! ... l' W 7- ,-
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if0W TO. REPORT NUCLEAR SAFETY CONCERNS TO NRC You may contact any NRC employee, including a resident inspector, or call the NRC's toll-free Safety Hotline, 1-800-695-7403. If you call during normal business 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:
- Date
- Facility Name; Unit
- Specific Area of Facility
- Name
- Address
- Telephone Number. This should be the number'at which you desire NRC to contact you.
- What is your concern? Be as factual and detailed as possible.
- On what date did the event occur or the issue arise?
- Why do you believe 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 to resolve it? If yes, why?
- Did.you observe the underlying event yourself?
- If you did not witness the event, how did you find out about it?
Please explain.
- Are' there other individuals who can provide additional information related to your concern? If so, please identify those individuals so that we can wntact them.
3
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- If you do not want'to identify them, have you asked them to contact NRC directly? If not, why?
- 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.
- Why did you decide to bring your concerns to the NRC?
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. 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.
4
The NRC's goal is to complete the review of technical concerns and provide you with a final report within 180 days. A complicated concern may take longer. 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 -
- 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.
immmmmmmmmmmmmmmm Limitations The NRC recognizes that some individuals will only come forward if they 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 example, when an in-ctor or investigator is assigned to interview the individual. Documents that contain the individual's identity will be stored in a cecured area and will not be placed in NRC public document rooms. 5 1 ' ' ' jy g ..
However, the NRC may rm'eal your identity outside the agency under the following circumstances: (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; (5) You take an action that is inconsistent with protecting your identity such as notifying the news media or in some way publicly identify yourself with the issue; or (6) The NRC needs to pursue a wrongdoing investigation or support a hearing on an NRC enforcement action. The NRC will make every effort to withhold your identity in response to Freedom of Information Act (FOIA) requests, unless you have been identified as having brought the concern to the NRC under one of the six circumstances outlined above. 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 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. 6
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 necessary because - (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 proceeding; (4) A response is required by Congress; and (5) A response to a Federal or State agency is required to meet statutory responsibilities. 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 (01) 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. LICENSEE RESPONSIBILITY .' s 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 7
in order to satisfy NRC requirements for identifying deficiencies or safety issues in quality assurance, radiation protection, and security activities. Licensees must post or otherwise make available to you a copy of NRC regulations, licenses, and operating procedures that apply to work in which l you are engaged. All NRC-issued Notices of Violations involving radiological l working conditions and proposed imposition of civil penalties and orders ! are also required to be posted. , I Further, licensees are required by law to post NRC Form 3 that describes your protected activities and explains how allegations of licensee violations , l 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 l regulations; l
- 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 oc 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.
M SA E S S&E5a AL - 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). You should be aware that while the NRC will investigate some discrimination complaints, the Department of Labor (DOL) is the agency from which nuclear workers must seek personal remedies when discrimination has occurred for 8
reporting a concern. The NRC's 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 (01) has the responsibility for investigating allegations of wrongdoing by NRC licensees, applicants, vendors, and contractors. The 01 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 determine whether to investigate your discrimination concern. An 01 investigation of discrimination usually takes between 6 and 12 months. The NRC, like all government agencies, must prioritize its work in order to best utilize its resources and conduct its mission. Factors that NRC considers in determining whether to investigate your concern include: Whether DOL is investigating your concern; Whether the alleged discrimination was the result of providing information directly to the NRC;
- What level of management is involved in the alleged discriminatory act;
. Whether there is a history of findings of discrimination against your employer or the responsible NRC licensee within the previous 24 months;
- Whether the alleged discriminatory act was particularly blatant or egregious.
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 DOL within 180 days of your notification of the alkged discriminatory act, 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 attem with your employer. pt by the local OSHA office to negotiate a If this fails, the local OSHA office will investigate to settlement determine if discrimination occurred and provide its conclusions to you and your employer. Usually, this phase will be completed in 30 to 90 days. At the request of you or your employer, the conclusions of the local OSHA office can be reviewed by a DOL Administrative Law Judge. The Judge will 9
hold a hearing and issue a recommended decision that will be reviewed by 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 DOL to make the process more efficient and less costly. These initiatives include the following: (1) 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 (2) 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 l l 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 omplaint, you may contact the NRC by calling 1-800-368-5642 and asking for the Allegation Advisor at 415-8529.
.k D 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. 10
N7M 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. 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 l Coordinator, and one or more other individuals within an NRC office or l 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. Alleger - An individual or organization who has a potential safety concern. l For example, a private citizen, a public interest group, the news media, a l 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. Protected Activities - Activities that workers engage in when raising potential 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. 11 1
NRC FORM 3 UNITED STATES NUCLEAR REGULATORY COMMISSON Washington, DC 20555 4001 g
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