ML20214B753
| ML20214B753 | |
| Person / Time | |
|---|---|
| Site: | Vogtle  |
| Issue date: | 09/05/1986 |
| From: | Mchenry T, James O'Reilly GEORGIA POWER CO. |
| To: | |
| Shared Package | |
| ML20214B690 | List: |
| References | |
| FOIA-87-90 NOI-1-641, NUDOCS 8705200404 | |
| Download: ML20214B753 (8) | |
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. . i sC INFC RMATION I NUCLEAR OPERATIONS-Instructi:n Geor8 a Power d i
v ny I v , INSTRUCTION: NOI-l-641 RESPONSIBLE MANAGER: h- - Thomas Manage icHenry uclear Suppoft
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DATE: September 5,1986 APPROVED: \ oP.wO'Reilly e O lC7 U Jame TITLE: Drug and Alcohol Abuse i Vice President
. cle Operations
- 1. PURPOSE The purpose of this instruction is to set forth general guidelines to be followed in implementing the Company's Drug and Alcohol Abuse Program.
- 2. APPLICABILITY This Instruction applies to all personnel who, in the course of their employment, 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 Instru: tion.
- 3. DEFINITIONS A. Employee - refers to Company employees and contract employees.
B. Termination of employment or discharge - as applied to non-Company employees (e.g. , contractors, visitors , etc. ) is the denial of access to the nuclear power plant.
- 4. INSTRUCTIONS A. GENERAL
- 1. The Company has a strong commitment to provide a safe work place and to I establish programs promoting high standards of employee health and safety. Ali employees are encouraged to report drug abuse or impairments in fitness for duty.
- 2. In cases of suspected drug and/or alcohol involvement, except for cases of obvious or probable false or harassing reports, unescorted access to protected areas should .be suspended until management action has been b compl eted.
- 3. While the Company has no intention of intruding into the personal lives of its employees, it is recognized that serious involvement with drugs i or alcohol off the job eventually takes a toll on job performance. g-Employees having a drug or alcohol problem are strongly encouraged to seek assistance through the Employee Assistance Program.
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.\ i NOI-1-641 I Page 2 B. DRUG AND ALC0HOL SCREENING l
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- 1. Applicants Considered for Employment
- a. All applicants considered for employment will be screened for drugs as part of the pre-employment physical,
- b. Applicants will be req'uired to sign a consent release form authorizing a drug screening test and authorizing Company access to the results.
- c. Applicants who refuse to sign the consent release form or who show traces of illegal drugs will not be considered for employment.
- d. Applicants shall be given only cne valid pre-employment drug screening test within a six-month period.
- e. Positive results from the drug screening test will be comunicated only to the applicant by the hiring location.
- 2. Fitness for Duty
- a. Employees whose performance indicates that they are unfit for duty and possibly abusing drugs or alcohol will be subject to drug or alcohol testing either on-site or by a Company designated physician,
- b. Employees who are requested to submit to drug or alcohol testing will be asked to sign a consent release form authorizing the testing and will be given the option of off-site testing by a Company-designated physician in lieu of on-site testing.
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- c. Employees who refuse to sign a consent release form or who are identified as having prohibited substances in their system will be discharged.
- 3. Employees Returning After an Absence of 45 Days or More
- a. Employees returning from leaves of absence may be subject to a drug screening if they have given management a reason to suspect possible illegal drugs and/or alcohol abuse. Possible reasons to suspect substance abuse include, but are not limited to:
- A history of excessive absenteeism not related to a specific illness
- Evidence of deteriorating job performance l - History of aberrant behavior Involvement with drugs off the job 9/5/86 mm >
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- b. A positive result from the drug screening will result in discharge.
- 4. Annual Physical Examinations
- a. Security Department employees assigned to nuclear facilities will be subject to a drug screening as part of the Company's annual physical examination program.
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- b. Employees who refuse to submit to a drug screening or who are
- identified as having prohibited substances in their system will be discharged.
C. GUIDELINES FOR ADMINISTERING THE COMPANY POLICY ON DRUG AND ALC0HOL ABUSE These guidelines are for use by supervisors at all l evel s. They are intended to provide assistance in the administration of the Company's drug and alcohol abuse policy.
- 1. Each supervisor has a responsibility to assure himself that employees under his supervision are at all times free from the influence of alcohol or illegal drugs.
- 2. Employees who have an alcohol and/or drug problem and who ask for help }
should be referred imediately to the Company's Employee Assistance h Program. This request for assistance may not be used by an employee as U* a means of avoiding disciplinary action if he or she has violated the Company's alcohol and drug abuse policy.
- 3. Each supervisor is responsible for taking appropriate action whenever an employee's demonstrated judgment or performance seems to be impair $ by the possible use of alcohol or drugs. When a supervisor suspects -that an employee is " unfit for duty," he should:
Arrange, if practical, for at least one other supervisor to observe and evaluate the employee's behavior. The employee's supervisor should ask the employee to explain why he appears unable to perform his job. If a bargaining unit employee , requests that a steward be present, management should comply with the request, assuming it can be arranged promptly. After testing is completed, the employee should then be sent or taken home and told when to report back to work, pending results of testing. Should the employee ' fail to explain his impaired condition to the supervisor's satisfaction and it is still the supervisor's determination that drugs or alcohol may be involved, he should accompany the employee or arrange for him to .be taken by another . management employee, to the
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NUCLEAR OPERATIONS-Instruction Georgia Power d t NOI-1 -641 Page 4 appropriate facility for testing. If the employee refuses to go, he should be warned that he will be held accountable for his unfit behavior, including possible discharge. Additionally, if not discharged, he or she, may be severely disciplined for insubordination pending further investigation. The supervisor should exercise caution in comitting to any specific disciplinary action or how the employee's pay may be handled.
- 4. When a supervisor observes the use, sale or possession of illegal drugs or alcoholic beverage by employees on the job, the supervisor should take the following steps:
- a. Imediately confiscate all alcohol, drugs and/or drug paraphernalia, if possible. As soon as time permits, get another supervisor and the Company's Security Department to participate in the early stages of the investigation.
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- b. Separate the employees involved and take them to a location outside .
the protected area where they can be questioned individually about t the incident. 1
- c. With another supervisor present, question the employees individually about the incident. Allow a steward, if applicable, to attend the questioning if the employee requests it.
- d. Report the incident to your supervisor, Plant Manager, the Company's Security Department, and either the Labor Relations or Personnel Department depending on whether the employee is a member of the Union.
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- e. While it may be appropriate to conduct a search of the employbe's locker, personal effects or clothing, recognize that certain legal requirements must be met if the search is to be considered valid for any future purposes. Consult your local management and the Security i Department before conducting any search. They may recomend
, contacting local law enforcement authorities.
- f. As soon as Steps (a) through (e) have been completed, turn any confiscated drugs or paraphernalia over to the Security Department, ,
or appropriate law enforcement authorities. A signed receipt should l be obtained with any transfer of possession of the evidence. i
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- g. If the employee has not been removed from Company property by law enforcement personnel, send him home or take him there, depending upon his condition. If he appears to be under the influence, follow the steps for having a drug and/or alcohol administered. Make no commitment regarding whether the employee will be paid or what discipline will follow. After the investigation is complete, the employee should be given the opportunity to respond to the results of the investigation. After hraring what the employee has to say, the appropriate discipline should be given.
- 5. Following any incident that might fall under these guidelines, it is essential that the supervisor imediately make a detailed record of all actions, observations, statements and other pertinent facts, to include date, time, location and witnesses to the incident.
- 6. If an employee has been arrested for drug related offense off Company )
property, local management should attempt to investigate the nature' of the offense before the employee returns to work. Violations of the law r may also require that job action be taken. Consult with Labor )* Relations or the Personnel Department. Counsel with the employee upon his return. No entry to the plant protected area should be permitted ' without appropriate fitness-for-duty screening. i b
- 7. If drugs or drug paraphernalia are found on Company property and it is not obvious who the owner is, report the incident to your supervisor
- the designated drug awareness coordinator or the Security Department.
An ef fort should be made to determine the owner of the property by i questioning supervisors who may have been in the imraediate area. Upon instructions from the Security Department, the appropriate law l enforcement authorities should be contacted and all drugs and illegal
. drug paraphernalia should be turned over to them. A signed re should be obtained with any transfer of possession of the evidence,ggipt j 8. If a supervisor receives a report that an employee has violated the 4
Company drug policy, the supervisor should try to obtain as much detailed information as possible from the person reporting the violation. The Plant Manager, supervisor's superior, the Security i Department, and Labor Relations or Personnel Department should be j notified. Unproved allegations of drug policy violations shall be kept i highly confidential and shall only be discussed with management level individuals who have a need to know by virtue of their position or responsibility. D. GUIDELINES FOR HANDLING REPORTS OF DRUG OR ALC0HOL USE
- 1. Infomation about drug or alcohol use by Company employees should be as specific as possible. This not only helps to decide on the appropriate
, management response, but it helps to evaluate the authenticity of the report. 9/5/86 wun L _- :re, omenG.a x.~
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NUCLEAR OPERATIONS-Instruction GeorgiaPower A 6 NOI-1-641 Page 6
- 2. Any information, no matter how general, should be documented and placed in the employee's personnel file. Documentation should be as specific as possible and shared only with those persons.who have a need to know to avoid damage to an employee's reputation based on an unfounded report. Materials determined to be obviously false or harassing should not be placed in personnel files.
- 3. Try whenever possible to obtain the following information:
- a. Employee's full name
- b. Time or times of observed drug use
- c. Frequency of use if appropriate, such as every day in the parking lot after work
- d. Specific location (s) of use, such as in a specific house or car -
- e. Other participants or witnesses
- f. Type of drug observed, such as marijuana, cccaine, pills, alcohol, etc.
- g. Any unusual behavior that would indicate that the observed individual was intoxicated, or under the influence of a controlled substance
- 4. Information gathered through the Quality Concerns Program or from other sources should be relayed to the Human Resources Coordinator. Do not omit even the slightest detail, because what may seem insignificant at
.. first may prove to be important later.. ,
- 5. The Human Resources Coordinator or a specified alternate should then review the employee's record and contact the employee's immediate or second level supervisor.
- 6. Report the information to your supervisor, the Plant Manager and the Security Department.
- 7. Depending on how serious and believable an anonymous report is, a range of management response may be appropriate. While the Company wants to protect its employees from harassment and embarrassment, the safety of the plant and its employees is of paramount importance. Therefore, when in doubt, take the more aggressive action.
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NUCLEAR OPERATIONS-Instruction Georgia Power d NOI-1 -641 Page 7
- 8. The following possible management actions are listed in increasing severity:
- a. Obviously false or harassing reports shall be comunicated to the employee's supervisor and no action taken.
- b. Probable false or harassing reports shall be brought to the attention of the employee's supervisor and the employee be observed more closely for any possible signs of aberrant behavior,
- c. A general report about an employee with a favorable work record should result in the supervisor discussing the matter with the employee. The employee should be reminded about the Company's drug policy and the Individual Assistance Program. He also should be warned that due to the concern for plant safety he may be required to take a drug screen without further notice and that a positive finding on a drug screening may lead to the employee being disciplined up to and including termination.
- d. A general report about an employee with a poor work record should lead to the employee's being observed very closely for any sign of aberrant behavior. He should be reminded and warned as above, and told also that due to his previous work record, he will be subject to very close scrutiny. He should be told that he should expect to be brought in for a drug screening without further notice and warned that a positive drug screen will result in discipline up to and including discharge.
. e. A specific and credible report should result in an ime4iate response by management. If the observed use was in the recent past or was reported as being habitual, the employee should be questioned about it and taken imediately for a drug screening. If the report involves bringing a drug on Company property for either use or sale, the Security Department should be notified before confronting the employee in case an investigation may be warranted.
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- 5. REFERENCES A. EEI Guide to Effective Drug and Alcohol / 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
- 6. ATTACHMENTS None.
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