ML20202A821
| ML20202A821 | |
| Person / Time | |
|---|---|
| Site: | Comanche Peak  |
| Issue date: | 04/20/1983 |
| From: | TEXAS UTILITIES ELECTRIC CO. (TU ELECTRIC) |
| To: | |
| Shared Package | |
| ML20202A800 | List: |
| References | |
| FOIA-86-179 STA-901, NUDOCS 8607100141 | |
| Download: ML20202A821 (22) | |
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COMANCHE PEAK STEAM ELECTRIC STATION STATION ADMINISTRATION MANUAL CONTROLLED COPY NO.
SAFETY-RELATED
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PEF 130NNEL SCREENING PROGRAM PROCEDURE NO. STA-901 L-.
REVISION NO. 2 r l ; S (~ 0'
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REVIEWED BY:
DATE:
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Add nist ve Superintendent
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APPROVED BY:
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' - Managet, Plant Operations 8607100141 860707 PDR FOIA GARDE 86-179 PDR
CPSES ISSUE.DATE PROCEDURE NO.
STATION ADMINISTRATION MANUAL MM 161983 STA-901 I
PERSONNEL SCREENING PROGRAM REVISION NO. 2 PAGE 2 0F 4 1.0 Purpose The purposes of this procedure are:
1.1 Ensure that those individuals who are granted unescorted access authorization into the Protected and Vital Areas of CPSES meet the minimal criteria set forth in the Station Physical Security Plan and NRC regulations.
1.2 To prescribe uniform screening criteria for all TUGC0 employees, contractors and sub-contractors.
2.0 Applicability This procedure applies to all TUGC0 employees and contractor /sub-contractor employees who perform work at CPSES and are required to have unescorted access within the Protected Area.
This procedure becomes effective when issued.
3.0. Definitions I,.
None.
4.0 Instructions 4.1 No one will be granted unescorted access authorization into the Protected and Vital Areas of the CPSES without the approval of the Manager, Plant Operations, or his designee.
4.2 Those individuals requiring unescorted access authorization should initiate their request approximately two months prior to assignment inside the CPSES Protected Area.
4.3 Unescorted access authorization will be granted only to those individuals who:
4.3.1 Have a clear and present "need" to perform specific work inside the Protected and Vital Areas of CPSES and require unescorted access.
4.3.2 Successfully complete a background investigation, psychological tests or interview, and participate in a continual behavior observation program.
Note:
Contractor and sub-contractor employees that have three or more continuous years of reliable service with
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the contractor /sub-contractor company do not have to comply with the psychological and background portion of this section.
CPSES ISSg {A{g 1983 PROCEDURE NO.
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STATION ADMINISTRATION MANUAt.
STA-901 PERSONNEL SCREENING PROGRAM REVISION NO. 2 PAGE 3 0F 4 4.4 A background investigation will be conducted by a qualified investigative agency on each TUGC0 employee and contractor /
sub-contractor employees as required by ANSI 18.17 and the CPSES Physical Security Plan.
The background investigation will consist of at least a three-year check of employment, credit, drug and alcohol use, and criminal histories, supplemented by
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military history information, education, and reference checks consisting of two listed and two developed references.
This investigation is designed to provide a basis for determining an individual's identity, trustworthiness and reliability.
A rep-utation of reliability and trustworthiness will be questioned if the screening reveals any of the following situations.
4.4.1 Deliberate omission or falsification of information submitted in support of employment or request for unescorted access to Protected or Vital Areas.
4.4.2 Use of nonprescribed narcotic or hallucinogenic drugs or excessive use of alcohol.
k 4.4.3 Any commission or attempt to commit, or aiding, or abet-ting another who committed or attempted to commit, any act of sabotage, or malicious destruction of property; or any criminal conviction which causally relates to the safety or security of the Plant.
4.4.4 History of mental illness or emotional instability which may cause a significant defect in the individual's judg-ment or reliability.
4.4.5 Any demonstrated lack of financial responsibility or evidence of coercion, influence, or pressure which may be applied by outside sources to compel an individual to commit an act of radiological sabotage.
4.4.6 Any other information that would adversely reflect upon the reliability and trustworthiness of the individual as it relates to being permitted unescorted access.
4.5 Each TUCCO employee and contractor /sub-contractor employee (except those contractor /sub-contractor employees with three (3) years or more of trustworthy employment) will undergo a psycholog-ical assessment which is comprised of an objective personality test (approved by the CPSES Manager, Plant Operations) and/or, as necessary, a clinical interview by a licensed psychologist or psychiatrist.
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4.6 All individuals who have been granted unescorted access authorization will participate in a continual behavioral observa-tion program, as required in 10CFR 73.55, and ANSI 18.17.
CPSES ISSUE DATE PROCEDURE NO.
STATION ADMINISTRATION MANUAL MY[6}0Q STA-901
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PERSONNEL SCREENING PROGRAM REVISION NO. 2 PAGE 4 0F 4 This program is established to ensure the continuing reliability of TUGC0 employees and contractor /sub-contractor employees.
4.7 k' hen the screening program produces information as listed in 4.4.1 thru 4.4.6 of this procedure, individuals will not be suitable for unescorted access authorization at CPSES unless a
.c subsequent investigation determines that the information is either untrue or that it is not applicable in determining relia-bility and trustworthiness of the individual. Upon completion of the investigation and evaluation, the Security Supervisor will submit a recommendation for granting or denying unescorted access to the Manager, Plant Operations, or his designee.
4.8 All records for qualification and screening will be treated as
" Confidential" and retained on-site ' for one year after the employment of the individual has been terminated or if a contractor /sub-contractor employee, for a period of one (1) year following the termination of the unescorted access authorization.
These records will be certified by the Security Supervisor.
Certification documents will be made available for inspection by authorized representatives of the U.S. Nuclear Regulatory Com-mission. The security screening and qualification program will be audited annually by qualified personnel selected by TUCCO management.
5.0 References 5.1 CPSES Physical Security Plan 5.2 ANSI 18.17,1980, " Industrial Security for Nuclear Power Plants" 5.3 10CFR 73.55, " Physical Protection of Plants and Materials
5.4 10CFR Part 10
" Criteria and Procedures for Determining Eligibility for Access to Restricted Data or National Security Information" 6.0 Attachments None
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- 7.,%It UNITED STATES l
S NUCLEAR REGULATORY COMMISSION i
OFFICE OF INSPECTION AND ENFORCEMENT g
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Washington, D.C. 20555 INSPECTION AND ENFORCEMENT MANUAL DFFMS TEMPORARY INSTRUCTION 2596/1
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LICENSEE DRUG AND ALCOHOL PROGRAMS
, 2596-01 PURP.0SE
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'This Temporary Instruction est dlishes the mathodology to be used by Regional Offices in completing the series of meetings with utilities 'concerning drug and alcohol abuse programs for operating nuclear power plants.
2596-02 OBJECTIVES To meet with senior management of utilities with operating nuclear power
. plants to:
021 Communicate the importance which NRC attaches to the threat that l
alcohol and drugs pose to nuclear safety.
022 Determine what licensee policies and programs have been developed and implemented to counter this threat.
023 Identify any utilities with operating nuclear power plants which do not appear to have an appropriate program for dealing with drug and alcohol abuse.
2596-03 DEFINITIONS 031 Drug Abuse Task Force.
Established by the Director, Office of Inspection and Enforcement on February 1,1982 to study the problem of drug abuse at nuclear reactor facilities and to develop an approach to address that problem.
032 Surveyed Licensees.
The Task Force visited the following ten licensees, and their drug and alcohol programs are described collec-tively in NUREG-0903.
Regions should not meet with these licensees during the course of their activities performed under this Temporary Instruction.
Region I: Northeast Utilities General Public Utilities Baltimore Gas and Electric s
Issu,e Date:
10/25/82 i
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LICENSEE DRUG ALCOHOL PROGRAMS 2596-051
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not have effective prpgrams, and (3) the lack of an established regulatory basis (NRC rule) for dealing with the drug / alcohol problem, the Director of the Office of Inspection and Enforcement established a Drug Abuse Task Force on February 1,1982, to assess the extent of the problem and to develop a generic approach for addressing it.
052 Information Notice (IN) No. 82-05 informed licensees that the Task Force would be gathering information from utilities concerning methods used to control the abuse of drugs at reactor sites.
053 The meetings with licensees referred to in IN 82-05 took place in
' February and Narch 1982,'and included the ten. licensees Ifsted under
, iO32,above. Most of.the licensees chose.n.for.these early meetings were selected becau'e the Task Force had reason to believe that s
those utilities had in place effective programs for dealing with drug and alcohol abuse and that visits to them would provide informa-tion useful for developing recommendations for a generic approach to the drug / alcohol g'ob-lem.
Based on the information gathered during these preliminary Leetings, the Task Force published NUREG-0903, which contains the results of the licensee meetings and a sampling of drug and alcohol programs outside the nuclear industry.
054 The Fitness-for-Outy Rule (SECY 82-196), an amendment to 10 CFR 50.54, was published in the the Federal Register (47 FR 33980) on
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August 5, 1982.
The comment period expired October 4, 1982. --
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2596-06 BASIC REQUIREMENTS 061 Deadline. Within 120 days of receipt of this TI, or a later date as negotiated with IE for a region that has a special problem.
062 Guides. NUREG-0903 describes ir detail the programs which the ten selected utilities had in place at the time each was visited by the IE Drug Abuse Task Force.
In addition, on July 16, 1982 the American National Standards Institute published ANSI /ANS 3.3-1982, " Security for Nuclear Power Plants." These documents provide information about some types of utility programs, but they do not constitute requirements which the NRC is trying to impose on utilities. As indicated by the content of the proposed Fitness-for-Duty Rule the NRC is lookin'g toward each utility itself to implement an appropriate program for the particular circumstances in its community.
It i
should also be pointed out that existing utility programs may in some degree be the result of an earlier proposed " access rule" with detailed requirements whose aim was to identify individuals who should not be given access to protected and vital areas of the plant. Although there are similarities between drug abuse and i
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access control programs, the goals are entirely different. Enclosure 1 identifies the principal topics for discussion.
It gives some questions which illustrate the substance of what should be discussed.
The questions are provided for guidance and should not be used literally.
i Issue Date:
10/25/82 l
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TOPICS FOR DISCUSSION AT UTILITY MEETINGS 2596/1, EXHIBIT
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A.
UTILITY PERCEPTION OF THE DRUG AND ALCOHOL PROBLEM 1.
What is your (the utility's) perception of the increased probability and severity of accidents posed to nuclear safety because of alcohol and drug abuse?
2.
What is your estimate of that increased probability?
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3.
What is your estimate of the costs that could be incurred?
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' B.'
-COMPANYFPOLICIES ON USE OR POSSESSION OF. DRUGS OR ALCOHOL
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' 1.
Does the' utility have a written policy on the use of drugs and-
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alcohol by its employees?
a.
Do you believe t$ st the policy:
(1) clearly and accurately reflects company attitude?
(2) defines actions that will be taken?
(3) outlines criteria to be applied?
b.
Is the policy disseminated to all employees?
Since alcohol and drug abuse is so pervasive and anyone may be c.
6 an abuser, is the utility committed to carry out the stated policy no matter who may be detected abusing drugs or alcohol?
d.
Are there examples of the implementation of the policy?
Have any employees ever been dismissed as a result of violating e.
the company policy?
f.
Have employees at any nuclear facility operated by the utility ever been dismissed for alcohol or drug abuse?
'g.
Does the policy extend to contractors and subcontractors who enter the plant site?
2.
Does the policy address both onsite and offsite use?
Does the company feel that whatever an employee does on his a.
own time (including drugs) is his own business?
b.
Does the company policy make it clear that any offsite use that affects onsite performance'is subject to disciplinary action up to and including dismissal?
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10/25/82 a
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TOPICS FOR DISCUSSION
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AT UTILITY MEETINGS 2596/1, EXHIBIT d.
How do you handle family members who want to refer an employee?
4.
What would you do if an employee (or contractor) had successfully completed a rehabilitation program? Do you have a written policy on j
what would be done?
1 5.
How is th< information about the program disseminated to personnel ~i 6.
How would you like the NRC to. help in the alcohol and drug problep?
Inform Senior Executive Officer that remainder, of discussion will get into '
specifics "and that he' may wish to leave.
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..D.
UTILITY USE OF BACKGROUND INVESTIGATIONS 1.
Does the utility perform background investigations of new nuclear workers?
e a.
Do the investigations cover all personnel in safety-related functions?
b.
Does the licensee conduct his own background investigations or are they contracted out?
c.
How would you compare background investigations for personnel'in
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safety-sensitive pcsitions with those for security personnel?
What is different?
2.
Are background investigations conducted on contractor / subcontractor employees?
3.
What do the background investigations include? (If necessary, probe:
checks of conviction records, arrest records, education, military experience, madical history, county court records, state police records, credit records.)
4.
When investigating an applicant's history for drug and alcohol abuse, are you typically able to acquire (by whatever means) arrest records?_ Can you verify previous job performance i.e., ask former employer if they would rehire employee? Can you verify military and education records?
5.
How do you assure yourself that the background investigations are thorough? (If no answer probe:
Do you ever compare background check with psychological tests; perform random checks on completed investigations internally or by yourself?)
6.
Do you use polygraph examinations to support the information provided by applicants?
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E-3 Issue Date:
10/25/82
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TOPICS FOR DISCUSSION AT UTILITY MEETINGS 2596/1, EXHIBIT
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F.
UTILITY USE OF SUPERVISORY TRAINING AND OBSERVATION OF APPARENT DEBILITY (BEHAVIORAL OBSERVATION)
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1.
Are supervisors required to observe personnel to detect behavior that could prevent that employee from performing safety-related 1
functions?
a.
Are any other personnel responsible for reporting behavior or performance deficiencies?
- b. ' If yes', who? '
/ re.ali persAhnel'who-are required'to' make 6bservationst,
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' trained.andiqualified in behavioral observation / job performance techniques? ~
d.
Are observations of behavior and performance of duty a clearly stated supervisory function? How stated?
t e.
What observation training is provided the supervisors?
Initial? Refresher? How often?
f.
Do personnel who are required to make behavioral observations have access to people who are trained and ' qualified in recogni-zing drugs and drug and alcohol abuse?
g.
Is the program geared primarily to pick up obvious cases of aberrant behavior and drunkeness?
i h.
Do supervisors receive information from the personnel depart-ment that points out deteriorating performance (i.e., over use of sick. leave, Monday absences, or other patterns of absence?
i.
Is the emphasis of the program on the supervisor's ability to recognize changes in an employees behavior and job performance?
- j. Does the company have written procedures for supervisors to follow in the case of deteriorating or problem performance by an employee?
(1) What is a supervisor supposed to do when he/she observes performance problems?
(2) Do the procedures call for referral to counselors?
(3) What do the procedures say if the employee refuses to accept the supervisory referral?
(4) What action is specified if the employee is unwilling or unable to rehabilitate?
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E-5 Issue Date:
10/25/82
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I TOPICS FOR DISCUSSION AT UTILITY MEETINGS 2596/1, EXHIBIT
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3.
Are suspected cases referred to professionals for evaluation and assistance?
l 4.
Other than searches required by 10 CFR 73.55 of personnel, packages, and vehicles entering the site, are there any specific procedures to e.-
search for alcohol and drugs?
I 5.
Are such searches made randomly?
6.
What locations are searched? (Probe:
tool boxes, desks, wall lockers, and work s'tations);
'-7.- When you have ' reason to..believe an employee is a substarice-abuser,'
"f, what. actions,(, including searches).are taken?..
8.
Have you ever used dogs to assist in searches for drugs?. How often?
What happens in subsequent searches with dogs?
9.
Have you ever used chemical tests on body fluids and breath to j
detect alcohol and drugs? What types and how often? Were the tests performed on applicants? Employees?
- 10. What ongoing information on employees is provided by local law enforcement agencies?
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- 11. What is the union's attitude toward detectiore of alcohol and drug 1
e abuse? What are employees' attitudes?
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12.
Have you had any legal problems with any detection method?
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E-7 Issue Date:
10/25/82 7-
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' CONFIDENTIAL
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WHEN7 ARE YOU PRESENTLY SUFFERING ANY ILL EFFECTS FROM SUCH INJURY 7 0
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RY WHOM WERE YOU EMPLOYED WHEN INJURED 7 (seva sonnes aseo aconuss ce sneetovsm)
HAVE YOU EVER DRAWN WORKMAN'S COMPENSATION 7 WHEN7 FOR HOW LONG7 was no WH AT OPERATIONS HAVE YOU HAD7 WHEN7 DOCTOR IN ATTENDANCE 7 NAME ADDRESS HAVE YOU BEEN UNDER THE CARE OF A DOCTOR IN THE PAST SEVEN (7) YEARS 7 IF SO. FOR WHAT7 ves eso DOCTOR IN ATTENDANCE 7 NAME ADDRCSS CHECK RELOW OF YOU H AVE EVER HAD:
DO YOU DRINK ALCOHOLIC DEVERAGES TO EXCESS 7 HAVE YOU EVER RECEIVED I
HEAD INJURY 6
NECK INJURY MEDtCAL TREATMErfr FOR ALCOHOLISM 7 0 0 wasiF SO. WHEN7 eso 2
EYE INJURY 7
BACK INJURY WHERE7 3
KNEE INJURY HAVE YOU EVER OR DO YOU NOW USE NARCOTIC DRUGS 7 0 HAvE YOU EvER RE-4 LEG INJURY 8
BACK INJURY CEIVED MEDICAL TREATMENT FOR DRUG ADDICT 10N7 O veslF SO, WHEN7 eso (uppen eacm) was no INJURY HERNI A (RUPTURE)
DOCTOR IN ATTENDANCE 7 9
YEARS OF DRANCH OF DATE OF MtLITt.RY SERVICE:
SERVICE SERVICE DISCHARGE REASON ARE YOU APPLYING FOR OR RECEIVING ANY GOVERNMErfT PENSIONS OR DISABILITY PAYMENT 5 7 tF S0. WHAT PERCEPf* AGE OF OtSABILITY 7 vas eso PRESENT DRAFT MEDtCAL STATUS IF 4F, FOR WHAT REASON 7 H AV2 YO;J EVER BEEN REFUSED INSURANCE 7 HAVE YOU ANY COMPENSATION CLAIM PENDING7 called for above may be the cause for refusal of employment or separation 1 rom the Company.I certafy that the foregoing statements are tru may be deemed necessary.I hereby grant permissson to the examming physician to disclose any and allinformaison herein of hereinafter furnished by me to theCompan
(FOR PHYSICIAN'S OR MEDICAL TECHNICIAN'S USE ONLY)
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PY 40 2M-753-0330 ECENTRAL MEDICAL LABORATO
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016473-9 TEXAS UTILITIES GENERATING CO.
315 SUNSET P. O box 226116 DALLAS. TEXAS 75208 COMANCHE PEAK # 04 DALLAS.TX 1 214-942-8004 810 NORTH FOURTH ST.
U S A WATS 1-800 527-6760 l
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LONGVIEW,TX 75601 TEXAS WATS 1-800-442-6390 i
PAfiENT NAME AGE SEX PATIENT IDENTIFICATION l
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MEDIC ARE. ME DICAID ASSIGNME NT MWON'ut3LL F Ahly tA$t NaMt iI I I I I I II III I I IIIII I I i autnorize tne reiease or any information required by fed <
A Rtss eral or state agencies for this or any related Medicare-Medi-1 I l l l 1I II I IIIII i l 1 l l caid claim. This authorization may be used to request pay-CITY. ST A TL l'P PHONE ment of medicare benefits either to myself or the party ace uEDicARE Nuve(R suf f tA STAf f ISSUED DATE OF BIRTH I I I I I I-1 I I I I I-I I I
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MEDlCA:D & D NO /OTHERiD NO COUNTV OF RE SiDENCE I I I I I I I I I I II I I I
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- APPLICATION FOR EMPLOYMENT INTERVIEWER'S REMARMS TEX AS UTII.ITIES GENERATING CO.
P.O. Hox 2300 Glen Hose. Texas 7MM3 DATE N#.ME PHONE FIRST MIODLE LAST
- . DON E1S NUMBER STREET Cliv COUNTY STATE IIP CODE DATE OF_ B(RTH SOCI AL SECURITY NO.
MONTH DAY TEAR HAVE YOU EVER HAD ANY SERIOUS ILLNESSES INJURIES OR DIS ABf Lf 71ESS O F SO. DESCRIBE TNE F AILURE OF AN APPLIC ANT TO REPORT ANY CONOtT50 N OF CMRONIC 4LLNESS OR CONTINUING INFIRMITV. WHETNER PHYSICAL SPECIF#C ALLY Qu t STIONE D THEREON OR NOT. WILL SE C AUSE FOR M ANDATORY DISCH ARGE. REGARDLESS OF WNEN otSCOvfRED EVE TROUBLE HEART TROUBLE HEARING BLOOD PR ES SUR E - HIGH LOW NORMAL HAVE YOU HAD SElZURES OF ANY MIND? YES NO IF SO. STATE MIND-EPILETIC Of ABETIC OTHER HAVE YOU EVER HAD A HERNIA?
H AVE YOU EVER HAD A BACK INJURY?
D ATE OF LAST PHYSICAL EX AM ANY PHYSICAL DEFECTS PERSON TO NOTIFY IN CASE OF EMERGENCY RELATIONSHIP HOME ADDRESS PHONE FUSIMESS A_DD R ESS PHONE HAVE YOu EvtR Hao OR DO YOu NOw HavE A WOR 8LM AN'S COMRENS ATION CLAIM PE N DI N G FOR AN ONJURY WM4LE WOpeLING FOR ANv EMPLOvtR?
IF YES. GIVE DATE. NAME OF FMPLOYER AND N ATURE OF ACCIDENT KELATIVES NOW EMPLOYED BY THIS COMPANY f lNCLUDING IN. LAWS i IPLE ASE INCLUDE N AMES. JOB TITLES AND REL ATIONSMf PS)
PERSONS YOU MNOW EMPLOYED BY THIS COMPANY (PLE ASE 4NCLUDE N AMES AND JOS Tl*LESI WHO REFERRED YOU TO THIS COMPANY?
3 WERE YOU EVER EMPLOYED BY THIS COMPANY?
WHENT HAVE YOU EVER APPLIED AT T U G C.
IF SO. WHEN ?
HAVE YOU EVER H AD AN EMPLOYMENT PHYSICAL EX A MIN ATION' YES NO DID YOU PASS PHYSIC AL?
YES NO DO YOU H AVE A TEX AS DRIVERS LICENSE?
TYPE NUMBER WAS IT EVER SUSPENDED?
EN SCHOOLS ATTENDED:
'U"O' *%",'/E M AJOR Aho MINOR sus;ECTS SCHOOL IN PRO PE R SOA SELOW ATTENoE.
ORA scwoot CRAMMAR SCHOOL JR. HIGH SCHOOL HIGH SCHOOL G.E D.
COLLEGE OR UNIVERSITY 1
OTHER SCHOOLING TYPING SPE ED WPM SHORTH AND SPEED WPM PO*lTION DESIRED SALARY EXPECTED CAN REPORT WH EN T 0
.A PREP ENT 63 LAST EMPLftVMENT, EMPLOYMENT RECORD N AME OF FILM TYPE OF kUllNE48 Yr.UM LUPEfcVigoft YOUA Jod TITLE M ;$. LALAwY oeTE evanTEo paTE LEFT REASON FOR LE AVING RTEEET ADDRESS CITY. STATE 20P CODE y LEPHONE NO.
MO D AY yR Mo Day yR JOB DUTIES PREVIOUS E M PLOY M ENT NAME OF FIRM TYPE OF BUSINESS YOUR SUPERVISOR YOUR JOB TITLE MO. S ALARY oaTE STanTED caTE LEFT REASON FOR LE AVING RTREET ADDRESS CITY, STATE ZIP CODE TE!EPHOME NO MO DAY YR MO,D AY YR JOB DUTIES NAME OF FlRM TYPE OF BUSINESS YOUR SUPERVISOR YOUR JOB TITLE MO. SALARY oaTE sianTEo paTE LEFT REASON FOR LEAVING STREET ADDRESS CITY. STATE Tip CO_D E TELEPHONE NO.
MO DAY YR MO DAY YR JOB DU TI ES N AME OF FIRM TYPE OF BUSINESS YOUR SUPERVISOR YOUR JOB TITLE MO. SALARY oaTE stanTEo caTE LEFT REASON FOR LEAVING STREET ADDRESS CITY STATE ZIP CODE TELEPHONE NO.
MO DAY YR MO DAY YR JOB DUTIES OTHER WORK EXPERIENCE OR SPECI AL SKILLS HAVE YOU EVER BEEN CONVICTED OF A FELONY OR ARE YOU PRESENTLY UNDER INDICTMENT?
YES on No GIVE DATE AND Dif POSITION OF CASE.
H AVE YOU EVER USED DRUGS OR NARCOTICS OTHER TH AN BY PRESCRIPTIONT IF YES. EXPLAIN P7tESENT DR AFT CLAS$1FICATION U S MILITARY EXPERIENCE: RR ANCH OF SERVICE RANK DATE ENTERED D ATE DISCH ARGED TYPE OF DISCH ARGE DO YOU RECEIVE ANY PENSION OR DISABILITYT WH AT DISARILITY ?
WHAT AMOUNT?
ARE YOU A MEMBER OF THE N ATIONAL GUARD OR RESERVES?
GIVE S ELOW NAMES AND ADDRESSES OF THREE RESPONS10LE PERSONS. OTHER THAN RELATIVES OR PREVIOUS EMPLOYERS. FOR REFERENCES AS TO CH ARACTER REPUTATION. ETC.:
NAME ADDRESS TEL. NO.
OCCUPATION I HEREBY AUTHORIZE ANY FORMER EMPLOYER OR ANY OTHER PERSON GIVEN AS REFERENCE. TO ANSWER ANY AND ALL QUESTIONS THAT M AY BE AEMED CONCERNING ME. THE F ACTS SET FORTH ABOVE IN MY APPLICATION FOR E M PLO Y M E N T ARF TRUE AND CORRECT. I UNDERSTAND TH AT ANY FALSE STATEMENTS ON THIS APPLICATION SH ALL BE CONSIDERED SUFFICIENT CAUSE FOR DISMI SS A L.
APPLICANT'S SIGN ATURE EQUAL O PPO RTU NITY/A F FIR M ATIV E ACTION EMPLOYER
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- f' Draft 1 9/17/84 SSER 1.
Allegation Group:
Miscellaneous, No. 18 2.
Allegation Number:
AM-21 3.
Characterization:
4.
Assessment of Safety Significance:
The NRC staff reviewed background information pertinent to this allegation, interviewed managers, staff, and technicians affiliated with Texas Utilities Generating Company (TUGCO), Brown & Root, medical laboratory personnel, and law enforcement officials.
The topics for the interviews were:
Methodology utilized in conducting drug investigations.
Related personnel actions for identified drug abusers.
Techniques employed for pre-employment background investigation.
Programs for employee supervisory oversight.
Gowt; Programs for employee assistance amoung the permanent party.
Nonconformance report (NCR) described (TUGCO) security investigators from the corporate office in Dallas followed up on the allegation of onsite drug abuse by Brown & Root employees. These incidents, as alleged to TUGCO, reportedly occurred in the construction area of Unit 2 and involved personnel from a mixture of g/
2_
trades and fields.
Through a series of interviews beginning with the alleger, the investigators developed information about a number of drug abusers. Based upon the statements of the alleged onsite drug abusers, personnel action was taken to terminate those who were verified as abusers.
The NCR was discussed by the NRC staff with TUGC0 corporate officials who supervised and conducted the investigation.
They reported that they received an allegation about drug abuse onsite by Brown & Root employees.
They interviewed the alleger to measure the veracity of the information.
Based upon this information, an investigation was organized to employ the sociometric or networking method.
Fifty-six person were interviewed to complete the network of relationships. Thirty-nine individuals were invited to support their statement throught the use of the polygraph.
Thirty-three people terminated employment after the results of the statement taking and interviewing process was referred to the Brown & Root personnel office.
TUGC0 applicants for unescorted access to the protected area and security personnel from Burns International, who are contracted to meet the,
requirements of 10 CFR 73.55, Appendix B, are required to provide a r 30pb specimen for urine analysis which includes a wide rar. ding drug screeningr This test is a precondition of employment with both companies.
These
applicants are also subjected to an indepth background investigation.
These techniques are detailed in the SAFEGUARDS edition of the physical security plan.
However, these commitments, while being currently met, are not mandatory until the reactor is operational.
Further, the commitments exceed current requirements and industry standards.
On September 13, 1984, the NRC staff determined, through interview and recordsreview,thatBrown&Roothadk)h5regulatoryrequirementtogive a physical examination to their employees.
It is the corporate policy to give a physical examination to satisfy the insurance precautions of workmen's compensation.
A urine analysis is performed by qualified lab technicians but does not include a drug screen.
An examinatkjn of procedures and materials by NRC staff on September 11, 1984, reflects that TUGC0 has began a supervisory indoctrination program concerning the recognition of drugs, alcohol, and drug abusers and abbarent behavior. This is being done in anticipation of operations.
It was determined through interview of the county sheriff by the NRC staff on September 13, 1984, that the law enforcement authorities had been notified of the investigation.
5.
Conclusion and Staff Position:
The NRC staff determined that an NCR had been written on drug abuse reported by a worker.
The allegation was verified to be true but had no safety signficance relative to the
e preparation of the plant.
TUGC0 has put into place an effective program i
for the pre-screening, detection, and treatment of drug and alcohol i
abusers. The program exceeds requirements and is being practic prior to the time of commitment.
6.
7.
8.
9.
10.
4 1
L
=..
Document Name:
AM-21 Requestor's ID:
OP15 Author's Name:
JKelly/sm Document Comments:
SSER AM-21
.