ML20214B747

NOP-1-640, Fitness for Duty

ML20214B747
Person / Time
Site:	Vogtle
Issue date:	09/05/1986
From:	James O'Reilly GEORGIA POWER CO.
To:
Shared Package
ML20214B690	List: ML20214B688 ML20214B747 ML20214B753 ML20214B773 ML20214B926
References
FOIA-87-90 NOP-1-640, NUDOCS 8705200399
Download: ML20214B747 (4)

Text

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• INFORMATION s NUCLEAR OPERATIONS-Palicy Georgia Power m.,

4 COPY DATE: September 5,1986 POLICY: OP-1-640 TITLE: Fitness for Duty APPROVED: m (.O' d Ja s P. O'Reilly i r Vice President Nucle r Operatipns

1. PURPOSE The purpose of this Policy is to establish the Nuclear Operations Department standards for personnel in the conduct of business activities to ensure that personnel are fit for duties required by employment and that the safety of fellow employees and the general public is protected to the maximum extent g, possible. Personnel in violation of this Policy will be subject to denial of access to Georgia Power Company property and, if employees of Georgia Power Company, other disciplinary action, up to and including, termination of employment. 1 l

2. APPLICABILITY This Policy applies to all personnel who, in the course of their employment, j require escorted or unescorted access to protected or vital areas of nuclear '

power plants operated by Georgia Power Company. Georgia Power Company employees, visitors, contractors to Georgia Power Company, and vendors are subject to this Policy.

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. 3. DEFINITIONS Termination of Empl oyment -

as applied to non-Company employees (e.g.,

contractors, visitors, etc.) is the denial of access to the nuclear power pl ant. "

l 4 RESPONSIBILITIES l A. The General Managers -

Plant Hatch and Vogtle are responsible for administering this Policy and for approval of any deviation from the requirements established by this Policy at Pl ant Hatch and Vogtle, respectively.

B. Each individual granted access to a nuclear power plant is responsible for the observation of fellow employees, employees of contractors and '

vendors, and visitors for violation of fitness-for-duty policy in the performance of duties and for reporting any such individual to his or her supervisor.

C. It is the responsibility of each individual to abide by the letter and intent of these policies. , ,, g k h 52 g 9 870514 BAUMANB7-90 FDR

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5. POLICY A. Prior to being granted unescorted access to a nuclear power plant, an individual must successfully complete the following:

1. drug screening test (urinalysis);

2. security background investigation;

3. psychological test; and,

4. any other additional present or future requirement as set forth by the Nuclear Regulatory Comission (NRC) or other governmental agency.

B. Prior to being given an offer of employment, a perspective Georgia Power Company employee must successfully complete and pass the requirements set forth in A above and, in addition, must successfully complete and pass a physicaT examination. Visitors will not be required to take any tests or examinations as required by this Policy for access to operating nuclear power plants if such individuals are- to be escorted by plant personnel and are exempted by the Plant Manager or his or her designee.

C. Each individual working at a nuclear power plant operated by Georgia Power Company must remain in compliance with the following requirements:

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1. Illegal Drugs - No individuals shall use, sell, or have in his or her possession illegal drugs (defined as any drug or drug-like substance whose sale, use or possession is unlawful) during working hours or while on Georgia Power Company property at any time.

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No employee or individual shall report to work with fliegal drugs in his or her

system. The unlawful involvement with drugs or narcotics on or off Company property will result in termination of employment. { c.

2. Alcoholic Beverages - No individual shall use or have in his or her i possession alcoholic beverages during working hours or ~ while on Georgia Power Company property. Alcoholic beverages shall not be '

served at any function on Company property without the prior approval 3) by the appropriate senior officer of the Company as designated by the Chairman of the Board, Chief Executive Officer. No individual shall report to work while under the influence of alcoholic beverages.

Violation of this policy will result in termination.

3. Character Traits - An individual shall be denied access to, or may be required to leave the power plant and Company property, if Georgia i Power determines that reasonable grounds exist to believe that the individual has an adverse character or behavioral trait which has the potential to adversely affect the safety of the power plant, its-personnel or the general public, either through detrimental acts or failure to act in a trustworthy manner.

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4. Prescribed Drugs - Individuals shall report the' use of physician p.

i prescribed drugs or over-the-counter drugs to their Supervisor for a I

determination of fitness-for-duty.

D. Georgia Power may require any individual working at a nuclear power plant operated by the Company to undergo professional evaluation which may take i the form of a drug or alcohol test, psychological, or physical examination, to assure compliance with the requirements set forth in A above. Nuclear Operations supervisory and management employees wilt determine which individuals will be evaluated because of indications of

) alcohol or drug use contrary to this Policy or (because) of potential ,

character traits adverse to the safety of the power plant. Professional i evaluation may include the requirements of this Policy set forth above

and any alternate or additional evaluations determined by Nuclear j Operations to be appropriate under the circumstances.

Any individual whose professional evaluation demonstrates lack of .

, compliance with the foregoing requirements will not be permitted to (

) return to work at a nuclear power plant. Any individual who refuses to submit to a medical evaluation will not be given access to a nuclear

] power pl ant. Individuals who refuse to submit to a professional j reevaluation will be subject to severe disciplinary action (up to and including termination of employment).

E. A Georgia Power employee ho desires information or counseling regarding the use of alcohol or drugs may self-refer to the Employee Assistance

. Program. Discipline will not be taken as a result of the self-referral or any findings from any medical evaluation conducted as a result of this sel f-referral . However, employees identified by the Company to be in of this policy, cannot avoid disciplinary actio> by

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j subsequently volunteering to participate in the Employee Assistance L Program. If a Company employee is professionally evaluated following I" sel f-referral and the results indicate failure to comply with this Policy, the employee will not be able to return to work until professionally reevaluated and found in compliance. Self-referring i' Company employees whose professional evaluations or reevaluations indicate failure to comply will be terminated.

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6. REFERENCES A. EEI Guide to Effective Drug and Al'cohol/ Fitness-for-Duty, August 1985 B. ANSI 3.3 - 1982 Security for Nuclear Plants, Personnel Screening C. Plant Edwin I. Hatch Administrative Guideline, Document No. AG-MGR-12-0785N D. Vogtle Electric Generating Plant Nuclear Operations Procedure No. 700700-C.

E. Corporate Policy " Conduct of Employees", May 15, 1985 F. R. W. Scherer letter to all employees, November 12, 1984

7. ATTACHMENTS None.

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