ML20214B926

Partially Deleted Package of Documents Consisting of Completed Fitness for Duty Forms & Related Matl Re anti-drug & Alcohol Abuse Program at Plant

ML20214B926
Person / Time
Site:	Vogtle
Issue date:	05/14/1987
From:	GEORGIA POWER CO.
To:
Shared Package
ML20214B690	List: ML20214B688 ML20214B747 ML20214B753 ML20214B773 ML20214B926
References
FOIA-87-90 NUDOCS 8705200473
Download: ML20214B926 (458)

Text

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FITNESS FOR DUTY INTERVIEW F0at INTERVIEWEE:b [ EMPLOYER: C$ JOB TITLE:

Utility / plant / contractor K p - "*.

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ALL INTERVIEWEES: Are you aware of the utility / company fitness for duty procram?

Yes M '

No 5D+%__

n (5 M ALL INTERVIEWEES: How would you describe the utility /compan_v fitness for duty prooram? I l

Mentions: Written Policy Management Support y Policy Yes/ho Yes/No Coneunication Yes/No l Beh Obsv Training Policy Ieplemen- Union Briefing Supervisors Yes/No tation Supervisors Yes/No Yes/No Contractor Law Enforcement Chemical Notification Yes/No Liaison Yes/ho Testing Yes/No Erployee Assist Erployee Reporting Searches Programs Yes/No System Yes/No Yes/No Confidentiality Other Elements (Description Yes/No Yes/No

)

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a ALL INTERVIEWEES: Mcw did you come by your knowledge of the utility /corpany fitness for duty program?

, Eriefing/ training Literature Public Notice Word of mouth l

UTILITY /CONTFACTOR SUPERVISORY /PAMAGEMENT PEPSONNEL ONLY: Are you aware of a utility / contractor (s) fitness for duty program (s)?

Yes No Don't know:

Other (e.g., identification as user, hotline, allegation)

ALL INTERVIEhEES: How adequate do you feel the utility / contractor fitness for duty program is for achieving an clcchol/ drug free workplace?

MOTES:

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ALL INTERVIEWEES: Are yea aware of the utility / company fitness for duty program?

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Sa Supervisors Yis/No tation Supervisors Ves/No Yes/ho

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JILL INTERVIEWEES: How did you come by your knowledge of the utility / company fitness for duty program?

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ALL INTERVIEWEES: How adequate do you feel the utility / contractor fitness for duty program is for achieving an clcoecl/ drug free workplace?

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How would you describe the utility / company fitness for duty program?

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(Before leaving this ites, each program element not mentioned extemporaneously by the interviewee sh raised by the interviewer to determine if it is unknown by the interviewee or merelv missed in his/her non-prompted description.)

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ALL INTERVIEWEES: How did you come by your knowledge of the utility / company fitness for duty program?

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(Before leaving this item, each program element not mentioned extemporaneously by the interviewee should be raised by the interviewer to determine if it is unknown by the interviewee or merely missed in his/her 4 non-prompted description.)

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Yes No Don't know:

Other (e.g., identification as user, hotline, allegation)

ALL INTERVIEWEES: How adequate do you feel the utility / contractor fitness for duty program is for achieving an alcthol/ drug free workplace?

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ALL INTERVIEWEES: How would you describe the utility / company fitness for duty program?

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ALL INTERVIEWEES: How did you come by your knowledge of the utility / company fitness for duty program?

! 2' Public Notice Word of mouth O Briefing / training Literature UTILITY / CONTRACTOR SUPERVISORY / MANAGEMENT PERSONNEL ONLY: Are you aware of a utility / contractor (s) fitness for duty program (s)?

Yes No Don't know:

Other (e.g., identification as user, hotline, allegation)

' ALL INTERVIEWEES: How adequate do you feel the utility / contractor fitness for duty program is for achieving an alcch31/ drug free workplace?

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m FITNESS FOR DUTY INTERVIEW FORM f GPC c ops JOB TITLE: g EMPLOYER: l INTERVIEWEE: ~

~ ~ Utility / plant /dbntractor - m W .,

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ALL INTERVIEWEES:

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ALL INTERVIEWEES: P l

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• Other Elements Yes/No__ (Description

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raised by the interviewer to determine if it is unknown by the interviewce or m non-prompted description.)

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ALL INTERVIEWEES: How did you come by your knowledge of the utility / company fitness for duty program?

Briefing / training Literature Public Notice Word of mouth lj7 f p ,&f , y .. .,

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Yes No Don't know:

Other (e.g., identification as user, hotline, allegation)

ALL INTERVIEWEES: How adequate do you feel the utility / contractor fitness for duty program is for achieving an alcohol / drug free workplace?

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i ALL INTERVIEWEES: How did you come by your knowledge of the utility / company f tness for duty program?

Briefing / training Literature Public Notice Word of mouth gb5 % q.[a d .,

UTILITY / CONTRACTOR. SUPERVISORY / MANAGEMENT PERSONNEL ONLY: Are you aware of a utility / contractor (s) fitness for duty program (s)?

Yes No Don't know:

Other (e.g., identification as user, hotline, allegation)

ALL INTERVIEWEES: How adequate do you feel the utility / contractor fitness for duty program is for achiaving an alcohol / drug free workplace?

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ALL INTERVIEWEES:

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How would you describe the utility / company fitness for duty program?

ALL INTERVIEWEES:

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)

NOTES: du be &__  % bcd--

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• ~~

ALL INTERVIEWEES:

How did you come by your knowledge of the utility / company fitness for duty program? i Briefing / training  ! Literature Public Notice Word of mouth UTILITY / CONTRACTOR SUPERVISORY / MANAGEMENT PERSONNEL ONLY: Are you aware of a utility / contractor (s) fitness for l duty program (s)?

Yes No Don't know: ,

Other (e.g., identification as user, hotline, allegation) i ALL INTERVIEWEES:

How adequate do you feel the utility / contractor fitness for duty program is for achieving an alcohol / drug free workplace?

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iTERVIEWEE: EMPLOYER: 0 JOBTITLE:f Utility / plant / contractor t .-- ..

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.L INTERVIEWEES: Are you aware of the utility / company fitness for duty program?

Yes No

.L INTERVIEWEES: How would you describe the utility / company fitness for duty program?

' Meations: Written Policy b Management Support U Policy h Yes/No Yes/No Communication Yes/No Beh Obsv Training Policy Implemen- Union Briefing ~ ' V Supervissrs Yes o tation Supervisors Yes/No Yes/No Contractor 1 Law Enforcement h Chemical U Notification Yes/No Liaison Yes/No Testing Yes/No l Employee Assist Programs Employee Reporting System Searches Y Yes/No Yes/No Yes/No Confidentiality Other Elements (Description Yes/No Yes/No .

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(Befera leaving this item, each program element not mentioned extemporaneous 1y by the interviewee'should be rais;d by the interviewer to determine if it is unknown by the interviewee or merelv missed in his/her non-prompted description.)

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ALL INTERVIEWEES: How did you come by your knowledge of the utility / company fitness for duty program?

riefi training W Literature i Public Notice Word of mouth 8 UTILITY / CONTRACTOR SUPERVISORY / MANAGEMENT PERSONNEL ONLY: Are you aware of a utility / contractor (s) fitness for duty program (s)?

Yes No Don't know:

Other (e.g., identification as user, hotline, allegation)

ALL INTERVIEWEES: How adequate do you feel the utility / contractor fitness for duty program is for achieving an alcohol / drug free workplace?

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UTILITY / CONTRACTOR SUPERVISOR / MANAGEMENT PERSONNEL ONLY: How is liaison accomplished between your program and tha utility's/ contractor's?

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L ' O ' **

NOTES: 6/c 4

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fin YOU HAVE ANY QUESTIONS /COMENTS CONCERNING THIS INTERVIEW?  !

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/r u ra & ' c3 ,s INTERVIEWER'S FULL NAME THANK YOU FOR YOUR PARTICIPATION (, v' i

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FITNESS FOR DUTY INTERVIEW FORM f

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( M#W / f B TITLE:

EMPLOYER: I INTERVIEWEE: ~

.i k Utility / plant / contractor

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f ALL INTERVIEWEES:_ Are you aware of the utility / company fitness for duty program?

Yes / No e utility / company fitness for duty program?

ALL INTERVIEWEES: How would you describe  !'

Management Support 2, Policy Mentions: Written Policy _.- _

Ms/No Communication y No

/No i

Beh Obsv Training Policy Implemen- _

V Union Briefing //h Yes/No y/No tation Supervisors Supervisors y/No Contractor NN Law Enforcement h- Chemical Testing he/No Notification Liaison Yes/No/

Yesl/No mV Searches -

Engloyee Reporting Employee Assist _

@ /No l

Programs p/No_ System y/No Other Elements (Description Confidentiality ,

Yes/No

{e)/No NOTES:

(Before leaving this item, each program element not mentioned extemporaneously /her by the interview raised by the interviewer to determine if it is unknown by the interviewee or merely missed in his non-prompted description.)

.d ,-e _ ___m__ , . _ , _ _ _ . . - _

ALL INTERVIEWEES: How did you come by your knowledge of the utility / company fitness for duty program?

Briefing / training Literature Public Notice V Word of mouth UTILITY / CONTRACTOR SUP VISORY/ MANAGEMENT PERSONNEL ONLY: Are you aware of a utility / contractor (s) fitness for duty program (s)?

Yes No Don't know:

Other (e.g., identification as user, hotline, allegation)

ALL INTERVIEWEES: How adequate do you feel the utility / contractor fitness for duty program is for achieving an alcohol / drug free workplace?

NOTES: ho (b ,, m+,

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UTILITY / CONTRACTOR SUPERVISOR / MANAGEMENT PERSONNEL ONLY: How is liaison accomplished between your program and the utility's/ contractor's?

NOTES:

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. FITNESS FOR DUTY INTERVIEW FORM -

r T TERVIEWEE: EMPLOYER: bI JOB TITLE Utility / plant / contractor 1 L ~

/.

L INTERVIEWEES: Are ou aware of the utility / company fitness for duty program?

Yes No L INTERVIEWEES: How would you describe the utility / company fitness for duty program?

Mentions: Written Policy U Management Support Policy Yes/No Yes/No Communication Yes/No Beh Obsv Training Policy Implemen- Union Briefing 4'#' - d V'* d Supervisors Yes/No tation Supervisors Ves7No Yes/No Contractor d*U aw Enforcement Chemical M Notification Yes/No Liaison Yes/No Testing Yes No Employee Assist Employee Reporting Searches Programs Yes/No System Yes/No Yes/No Confidentiality () Other Elements Yes/No (Description i Yes/No ,

)

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(Befera leaving this ites, each program element not mentioned extemporaneous 1y by the interviewee should be raised by the interviewer to determine if it is unknown by the interviewee or merelv missed in his/her non-prompted description.)

u________.__ _

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ALL INTERVIEWEES: How did you come by your knowledge of the utility / company fitness for duty program? ,

r-Briefing / training / Literature 2- Public Notice Word of mouth -

1 I $

UTILITY / CONTRACTOR SUPERVISORY / MANAGEMENT PERSONNEL ONLY: Are you aware of a utility / contractor (s) fitness for duty program (s)?

Yes No Don't know:

i Other i (e.g., identification as user, hotline, allegation) i ALL INTERVIEWEES: How adequate do you feel the utility / contractor fitness for duty program is for achieving an alcohol / drug free workplace?

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the utility's/ contractor's?

MOTES: M .

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m YOU HAVE ANY QUESTIONS / COMMENTS CONCERNING THIS INTERVIEW?

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THANK YOU FOR YOUR PARTICIPATION INTERVIEWER'S FULL NAME. / ^- -

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INTERVIEWEE: EMPLOYER: O Y O 6' T L b JOB TITLE:

Utility /planV/chuereessP ALL INTERVIEWEES: Are you aware of the utility / company fitness for duty program? i Yes No ALL INTERVIEWEES: How would you describe the utility / company fitness for duty program?

l Mentions: Written Policy M Management Support Policy (

Communication y/No

/No l

Beh Obsv Training [ Policy Implemen- i _

Union Briefing MM tation Supervisors /No Yes/No Supervisors /No Contractor g$

h Law Enforcement kk Chemical N Notification 'Yis/No Liaison Yes/No Testing y/No Employee Assist k_ Employee Reporting b Searches 2

/No Programs yo System /No (Description Confidentiality 1 No Other Elements Yes/No ,

NOTES:

I (Befnre leaving this ites, each program element not mentioned extemporaneously by the interviewee should be raised by the interviewer to determine if it is unknown by the interviewee or merelv missed in his/her l

l non-prompted description.)

. _ . - - - _ _ - - . - - . . - _ - _ _ - - - - . _ . . .. - - - . . _ _ _ _ _ _ _ _ _ - _ _ _ - . . - _ . _ _ - _ = _ _ _ . . . . _ _ - _ _ _ - -

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4 ALL INTERVIEWEES: How did you come by your knowledge of the utility / company fitness for duty program?

V Public Notice Word of mouth &

Briefing / training Literature I UTILITY / CONTRACTOR SUPElkVISORY/ MANAGEMENT PERSONNEL ONLY: Are you aware of a utility / contractor (s) fitness for duty program (s)?

I Yes No Don't know:

1 Other (e.g., identification as user, hotline, allegation)

ALL INTERVIEWEES: How adequate do you feel the utility / contractor fitness for duty program is for achieving an alcohol / drug free workplace?

, n0TES: W A%\ / h 'A * ' '* v .** / ' '~$t' '1n vt! t=" U* V ^ < A l.+ <* V j

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UTILITY / CONTRACTOR SUPERVISOR / MANAGEMENT PERSONNEL ONLY: How is liaison accomplished between your program and the utility's/ contractor's?

i u

l I NOTES:

i 1

1 I

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-_ _ _ = .

00 YOU HAVE ANY QUESTIONS / COMMENTS CONCERNING THIS INTERVIEW?

~ f. )

THANK YOU FOR YOUR PARTICIPATION INTERVIEWER'S FULL NAME JAGY_ / ' O / . / 5 L (A l

~

- FITNESS FOR DUTY INTERVIEW FORM INTERVIEWEE: EMPLOYER: ( hCs JOB TITLE.

Utility / plant / contractor I

+ .

Jm i ALL INTERVIEWEES: Are you aware of the utility / company fitness for duty program?

Yes b No [

ALL INTERVIEWEES: How would you describe the utility / company fitness for duty program?

Mentions: Written Policy Management Support h Policy Yes/No Yes/No Consnunication Yes/No Beh Obsv Training h Policy Implemen-tation Supervisors Yes/No Union Briefing Yes/No Supervisors Yes'/No Contractor Law Enforcement Chemical X Notification Yes/No liaison Yes/No Testing Yds /No Employee Assist K Employee Reporting Searches Programs Yes/No System Yes/No Yes/No Confidentiality Other Elements (Description Yes/No Yes/No ,

)

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(Before leaving this item, each program element not mentioned extemporaneously by the interviewee should be raised by the interviewer to detennine if it is unknown by the interviewee or merely missed in his/her non-prompted description.)

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ALL INTERVIEWEES: How did you come by your knowledge of the utility / company fitness for duty program?

Briefing / training i Literature Public Notice Word of mouth

K I

• UTILITY / CONTRACTOR SUPERVISORY / MANAGEMENT PERSONNEL ONLY: Are you aware of a utility / contractor (s) fitness for duty program (s)?

Yes  % No Don't know:

Other l (e.g., identification as user, hotline, allegation) l l

ALL INTERVIEWEES: How adequate do you feel the utility / contractor fitness for duty program is for achieving an alcohol / drug free workplace?

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l UTILITY / CONTRACTOR SUPERVISOR / MANAGEMENT PERSONNEL ONLY: How is liaison accomplished between your program and the utility's/ contractor's?

NOTES: G / u,_ <Db%$b

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FITNESS FOR DtlTY INTERVIEW FORM s ,

d .'.

7, I

[3 Pd JOB TITLE  :

NTERVIEWEE: -'~{ EMPLOYER: titility/ plant / contractor s

• j &p .

\LL INTERVIEWEES: Are you aware of the utility / company fitness for duty program?

Yes No W"

!ALL INTERVIEWEES: How would you describe the utility / company fitness for duty rogram?

pr gre ". g.

Written Policy T h

• Management Support f Policy P Mantions: Yes/No Communication Yes/No Yes/No Union Briefing eJ/A Beh Obsv TraininS P' Policy Implemen-tation Supervisors P

Yes/No Yes/No Supervisors Yes/No f cal y f5j d

Contractor MA Law Enforcement Liaison Yes/No , Testing Yes/No Notification Yet/No  % N, Employee Assist pJ Employee Reporting P Dr earches PY Yes/Ko A

7 Programs Yes/No System Yes/No f Confidentiality 7 Other Elements (Description Yes/Wd Yes/No

)

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ALL INTERVIEWEES: How did you come by your knowledge of the utility / company fitness for duty program?

Briefing / training [ Literature Public Notice Word of mouth UTILITY / CONTRACTOR UPERVISORY/ MANAGEMENT PERSONNEL ONLY: Are you aware of a utility / contractor (s) fitness for duty program (s)?

Yes No Don't know:

Other (e.g., identification as user, hotline, allegation)

ALL INTERVIEWEES: How adequate do you feel the utility / contractor fitness for duty program is for achieving an alcohol / drug free workplace?

NOTES: %dr" On& s L A u (L W ,OeN A a .

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1. J UTILITY / CONTRACTOR SUPERVISOR / MANAGEMENT PERSONNEL ONLY: How is liaison accomplished between your program and the utility's/ contractor's?

NOTES:  !

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4 - . - m.s_ , _ a u,_

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i IO YOU HAVE ANY QUESTIONS / COMMENTS CONCERNING THIS INTERVIE N.

t THANK YOU FOR YOUR PARTICIPATION INTERVIEWER'S FULL NAME 0S%

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FITNESS FOR DUTY INTERVIEW FORM m

7 c JOB TITLE:,

VIEWEE: EMPLOYER: /M6Tl.C

.j Utility /piant /senemstea - / .

s

' I NTERVIEWEES: Are you aware of the utility / company fitness for duty program?

Yes No NTERVIEWEES: How would you describe the utility / company fitness for duty program?

Management Support Policy

.tfons: Written Policy _

Ye No Conspunication @ /No Ye /No Beh Obsv Training Policy Implemen- Union Briefing tation Supervisors Tis 7No Supervisors r/No Yes/No Contractor d/ k Law Enforcement [Mk Chemical Testing W

Qgi/No Notification Yes/No liaison Yes/No Employee Assist Engloyee Reporting [ Searches .,

Programs gNo System /No y/No Confidentiality ,4h Other Elements (Description Yes/No .

e /No

)

i:

efore Icaving this item, each program element not mentioned extemporaneously by the interviewee should be aised by the interviewer to determine if it is unknown by the interviewee or merelv missed in his/her on-prompted description.)

ALL INTERVIEWEES: How did you come by your knowledge of the utility / company fitness for duty program?

V / Word of mouth #

Briefing / training Literature Public Notice j

, UTILITY / CONTRACTOR SUPERVISORY / MANAGEMENT PERSONNEL ONLY: Are you aware of a utility / contractor (s) fitness for

' duty program (s)?

Yes No Don't know:

1 Other (e.g., identification as user, hotline, allegation)

ALL INTERVIEWEES: How adequate do you feel the utility / contractor fitness for duty program is for achieving an alcohol / drug free workplace?

NOTES: ktc ] l_k tl / We t n .vn r > &?* & f 'T .

/

y (

! UTILITY / CONTRACTOR SUPERVISOR / MANAGEMENT PERSONNEL ONLY: How is liaison accomplished between your program and

, tha utility's/ contractor's?

NOTES:

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W .

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00YOUHAiEANYQUESTIONS/COMMENTSCONCERNINGTHISINTERVIEW?

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INTERVIEWER'S FULL NAME 4th ' i. v s , / '. (' t. (

THANK YOU FOR YOUR PARTICIPATION J

I

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FITNESS FOR DUTY INTERVIEW FORM F

b INTERVIEWEE: EMPLOYER: bk JOB TITLE:L F

Utility / plant / contractor

, }

' ~

Q ,

l ALL INTERVIEWEES: Are you aware of the utility / company fitness for duty program?

8 20 Yes % No ALL INTERVIEWEES: How would you describe the utility / company fitness for duty program?

Mentions: Written Policy E Management Support CX Yes/No Policy Consunication Yes/No Yes/No Beh.0bsv Training Policy Implemen- Union Briefing tation Supervisors Yes/No Yes/No Supervisors Yes/No Contractor Law Enforcement Chemical Y Yes/No Testing Tes'/No Notification Yes/No liaison Searches Employee Assist V Employee Reporting Yes/No Yes/No Programs Yes/No System Confidentiality Other Elements (Description Yes/No Yes/No ,

)

NOTES: d%f um. d m -m e..m.d.'. m A (ied2 6

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(Before leaving this item, each program element not mentioned extemporaneously by the interviewee should be raised by the interviewer to determine if it is unknown by the interviewee or merely missed in his/her non-prompted description.)

1 -

How did you come by your knowledge of the utility / company fitness for duty program?

ALL INTERVIEWEES:

Public Notice Word of mouth Briefing / training Literature UTILITY / CONTRACTOR SUPERVISORY / MANAGEMENT PERSONNEL ONLY: Are you aware of a utility / contractor (s) fitne duty program (s)?

Don't know:

Yes M I No I Other

' (e.g., identification as user, hotline, allegation)

ALL INTERVIEWEES:

How adequate do you feel the utility / contractor fitness for duty program is for achieving an alcohol / drug free workplace?

j NOTES: Fl. -

-_m ma m c Jmm <_ .md w . m J '; os ., ._

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I How is liaison accomplished between your program and UTILITY / CONTRACTOR SUPERVISOR / MANAGEMENT PERSONNEL ONLY:

i th2 utility's/ contractor's?

i i

NOTES:

)

e e d

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/

00 YOU HAVE ANY QUESTIONS / COMMENTS CONCERNING THIS INTERVIEW?

g 6-THANK YOU FOR YOUR PARTICIPATION INTERVIEWER'S FULL NAME (

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9

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FITNESS FOR DUTY INTERVIEW FORM JOB TITLE:

II L J TMPLOYER: i INTERVIEWEE- Utility / plant / contractor s

• - g u aware of the utility / company fitness for duty program?

ALL 10TERVIEWEES: Ar Yes No How would you describe the utility / company fitness for duty program?

ALL INTERVIEWEES: U Policy Written Policy I Management Support _

Communication Yes/Ro Mentions:

Yes/Mo Yes/No Union Briefing Beh Obsv Training Y_

Yes/No Policy implemen-tation Supervisors Yes/No Yes/No Supervisors L/

I Chemical Contractor 9_

Yes/No taw Enforcement Liaison Yes/No Testing Yes/No Notification N

(/ Searches Employee Assist 8Y _

Euployee Reporting Yes/No Yes/No Yes/No System Programs

, _ (Description Confidentiality Other Elements Yes/No )

Yes/No sb - -'!< ri,. . . '*i<.

NOTES: */! 'r

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/ theintervie/ wee should be ely missed in his/her (Before leaving this ites, each program element not mentioned ektempo non-prompted description.)

i

t M YOU HAVE ANY QUESTIONS /COM ENTS CONCERNING THIS INTERVIEW?

r <.

/ss u 1 lN<fJC.- < ' f - W.

b

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INTERVIEWER'S FULL NAMEe ^. '/'()

,'r L ,

! re< T f

THANK YOU FOR YOUR PARTICIPATION

/

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FITNESS FOR DUTY INTERVIEW FORM ERVIEWEE: f EMPLOYER: C-( 6 JOB TITLE: ~ -

~

Utility / plant / contractor g

p p ~

f 1} '

. 10TERVIEWEES: Are you aware of the utility / company fitness for duty program?

Yes N No

. INTERVIEWEES: How would you describe the utility / company fitness for duty program?

4entions: Written Policy K Management Support k Policy V Comununication Yes'/No Yes/No Yes/Mo Beh Obsv Training Policy implemen- K Union Briefing Supervisors Yes/No tation Supervisors Yes'/No Yes/No Contractor Law Enforcement Chemical h Notification Yes/No Liaison Yes/No Testing Yes/No Employee Assist d Esployee Reporting Searches Yes/No Programs Yes/No System -

Yes/No Confidentiality Other Elements (Description Yes/No Yes/No .

}

TES: E_

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1 g . . __.

• L t

l ALL INTERVI WEES: How did you come by your knowledge of the utility / company fitness for duty program? l Briefing / training M Literature A Public Notice Word of mouth I

I UTILITY / CONTRACTOR SUPERVISORY / MANAGEMENT PERSONNEL ONLY: Are you aware of a utility / contractor (s) fitness for duty program (s)? ,

Yes  % No Don't know:

i Other [

(e.g., identification as user, hotline, allegation) j ALL INTERVIEWEES: How adequate do you feel the utility / contractor fitness for duty program is for achieving an l c1cohol/ drug free workplace? ,

NOTES: M tl 3 h LT$T. Y ~

. DAN b ' cA ~>.

P O O l 1

l 1

I UTILITY / CONTRACTOR SUPERVISOR / MANAGEMENT PERSONNEL ONLY: How is liaison acc'omplished between your program and the utility's/ contractor's?

l t

NOTES-  !

i

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m YOU HAIfE ANY QUESTIONS /ComqENTS CONCERNING THIS INTERVIEW? l i

L THANK YOU FOR YOUR PARTICIPATION INTERVIEWER'S FULL NAME b {

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FITNESS FOR DUTY INTERVIEW FORM _

T .9 / j

-. \ f

.TERVIEWEE: 1 EMPLOYER: JOB TITLE:

Utility / plant / contractor lL INTERVIEWEES: Are you aware of the utility / company fitness for duty program?

Yes No L INTERVIEWEES: How would you describe the utility / company fitness for duty program?

Mentions: Written Policy N Management Support M Policy Communication Yes/No M

Yes/No Yes/Mo Beh Obsv Training c1 7 licy Implemen- Union Briefing '-- / < '*' d Supervisors Yes/No tation Supervisors Yes/No Yes/No Contractor Law Enforcement dY hemical h Notification Yes/No liaison Yes/No Testing Yes/No Employee Assist Employee Reporting Searches Programs Yes/Mo System Yes/No Yes/No i Confidentiality Other Elements (Description Yes/No Yes/No .

)

nES: .' o ..  : a > - F ! 'u

. i- .:

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> (Befora leaving this ites, each program element not mentioned extemporaneous 1y by the interviewee should be raised by the interviewer to determine it it is unknown by the interviewee or merelv missed in his/her non-prompted description.)

i i

i ALL INTERVIEWEES: How did you come by your knowledge of the utility / company fitness for duty program?

1

Briefing / training M Literature / Public Notice Word of mouth E -

1 I

UTILITY / CONTRACTOR SUPERVISORY / MANAGEMENT PERSONNEL ONLY: Are you aware of a utility / contractor (s) fitness for

duty program (s)?

a Yes No Don't know:

Other I

(e.g., identification as user, hotline, allegation)

ALL INTERVIEWEES: How adequate do you feel the utility / contractor fitness for duty program is for achieving an alcohol / drug free workplace?

? *' *!~ '<

I' ' - t s - .# , . . .J. it e u at > c U NOTES:

s y j

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UTILITY / CONTRACTOR SUPERVISOR / MANAGEMENT PERSONNEL ONLY: How is liaison accomplished between your program and the utility's/ contractor's?

NOTES:

. . . . . . - - . - - . _ . . . - - _ - - - - - - _ . - _ - - . . . - - . . - - . . - _ . _ ~ _ - . - , - . - . - . . . . . _ . _- - - . _ , _ - .

3 f.,', - - .

1 l i

i j IV) YOU HAVE ANY QUESTIONS /C0pe9ENTS CONCERNING THIS INTERVIEW?

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1 THANK YOU FOR YOUR PARTICIPATION INTERVIEWER'S FULL NAME /U wn'- ' 's C s < < < d t

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i l FITNESS FOR DUTY INTERVIEW FORM mi - --

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O / .s i

JOB TITLE:

MPLOYER:

[ INTERVIEWEE: Utility / plant / contractor j

.. j -

i ALL INTERVIEWEES:_ Are you aware of the utility / company fitness for duty program? ,

Yes No i

1 How would you describe the utility / company fitness for duty program?

! ALL INTERVIEWEES:

do" 7 [6 e Policy Mentions: Written Policy U Management Support Yes/No Comununication Yes/No Yes/No Policy implemen- l 'f' '*iv i t- Union Briefing A'A uNatW 5 Beh Obsv Training Yes/No Yes/No Supervisors Yes/No tation Supervisors U

Chemical Contractor Law Enforcement Testing Yes/No Liaison Yes/No Notification Yes/No Employee Reporting 'P _ Searches P Employee Assist 3 Yes/No Yes/No Prograns Yes/No System Other Elements _ (Description Confidentiality Yes/No l Yes/No * )

I C 'N ' 6'***6 I '7 0~6 A ' ' '~ f .

NOTES: J a s-

1 9

• w . / c ,, c i., 1 v . ,'. .: .... , f .,,; . (Nn.u .X..;C<,e,, a s e ~,h )

, l (Before leaving this ites, each program element not mentioned extemporaneous 1y by the intervi raised by the interviewer to determine if it is unknown by the interviewee or merelv missed in his/her non-prompted description.) i

! I

1 .

w - . .

I - .

i -

ALL INTERVIEWEES: How did you come by your knowledge of the utility / company fitness for duty program?

} / Public Notice Word of mouth 3

! Briefing / training Literature i

UTILITY / CONTRACTOR SUPERVISORY / MANAGEMENT PERSONNEL ONLY: Are you aware of a utility / contractor (s) fitness for duty program (s)?

Yes No Don't know:

Other (e.g., identification as user, hotline, allegation)

ALL INTERVIEWEES: How adequate do you feel the utility / contractor fitness for duty program is for achieving'an alcohol / drug free workplace?

NOTES: l'fc ' ' - v -2 .

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J UTILITY / CONTRACTOR SUPERVISOR / MANAGEMENT PERSONNEL ONLY: How is liaison accomplished between your program and th2 utility's/ contractor's?

NOTES:

i i

l

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FITNESS FOR DUTY INTERVIEW FORM Y

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EMPLOYER: b Utility / plant / contractor JOB TITLE:

f f

e 1

ALL INTERVIEWEES:_ Are y aware of the utility / company fitness for duty program?

Yes V No t .

ALL INTERVIEWEES: How would you describe the utility / company fitness for duty program?

Mentions: Written Policy d Management Support _

Policy NA i Yes/No Yes/No Communication Yes/No I Beh Obsv Training A Policy Implemen- Union Briefing Supervisors Yes/No tation Supervisors Yes/No Yes/No

• E '

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Notification Yes/No liaison Yes/No Testing Yes [4"-*

Employee Assist d Employee Reporting -

Searches Programs Yes/No System Yes/No Yes/No Confidentiality Ar/4 Other Elements (Description Yes/No Yes/No

)

NOTES:

l (Before leaving this ites, each program element not mentioned extemporaneous 1y by the interviewee should be raised by the interviewer to determine if it is unknown by the interviewee or merely missed in his/her non-prompted description.)

. _ - - _ __ _ _ _ - _ . . _ - _ _ _ _ . _ _ . - _ . _ _ _ __ _ . . _ _ _ . _ __ - . . . _ _ --- - . _ _ . _ - - - _ - - _ - - - - - _ _ -. ~

1-a ALL INTERVIEWEES: How did you come by your knowledge of the utility / company fitness for duty program?

8 / Public Notice Word of mouth b Briefing / training Literature e-UTILITY / CONTRACTOR SUPERVISORY / MANAGEMENT PERSneeNEL ONLY: Are you aware of a utility / contractor (s) fitness for duty program (s)? .

Yes No Don't know:

Other (e.g., identification as user, hotline, allegation)

ALL INTERVIEWEES:

How adequate do you feel the utility / contractor fitness for duty program is for achieving an clcohol/ drug free workplace?

lbC c /4 SA Sco cuo YJil.pfu d #4' o r?sc uc y NOTES: 0." lfe,tseIE S SCY-/,, ,

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l UTILITY / CONTRACTOR SUPERVISOR /MANAGEMEMT PERSONNEL ONLY: How is liaison accomplished between your program the utility's/ contractor's?

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- t FITNESS FOR DUTY INTERVIEW FORM  %

(

l0NTERVIEWEE:J OYER: hPO lb7 7LS Utility / plant 7 contractor JOB U TLE4 f

%. l N ~

ALL I":TERVIEWEES: Are you aware of the utility / company fitness for duty program? .

Yes No J

!ALL INTERVIEWEES: How would you describe the utility / company fitness for duty program?

i } Management Support , Policy --

f' Written Policy l Mentions: Communication -Y3 s/No Tes/No 'Yes/No

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Liaison Yes/No Testing Yes/No Notification Yes/No .

-r l

I Employee Assist ( Employee Reporting System Yp/Wo Searches Yes/No ,

Programs (Yfs/No '

Confidentiality h

{p/No Other Elements Yes/No

. (Description

)

t - z ' '

NOTES: int ~I 8!) -- 1: - - M e&  ! - !. , < G....-l

~  ! I it (Before leaving this ites, each program element not mentioned extemporaneous 1y by the interviewee should be f rsised by the interviewer to determine if it is unknown by the interviewee or merely missed in his/her l

non-prompted description.)

I

~

I*

ALL INTERVIENEES: How did you come by your knowledge of the utility / company fitness for duty program?

i Briefing / training Literature Public Notice Word of mouth V' l

UTILITY / CONTRACTOR SUPERVISORY /MANAEMENT PERSOMEL Ola_Y: Are you aware of a utility / contractor (s) fitness for duty program (s)?

Yes No Don't know: i Other I

(e.g., identification as user, hotline, allegation)

I

! ALL INTERVIEWEES: How adequate do you feel the utility / contractor fitness for duty program is for achieving an alcohol / drug free workplace?

NOTES: ,,4_ e ej &pp  ! ' 'e

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UTILITY / CONTRACTOR SUPERVISOR /MANAEMENT PERSOMEL OIR_Y: How is liaison accomplished between your program and the ctility's/ contractor's? l i

1 l

NOTES:

i l i I

i___.- _

i m YOU EA'.E ANY QUESTICMS/COPHENTS CONCERNING THIS INTERVIEW?

we

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l THANit YOU FOR YOUR PARTICIPATION INTERVIEWER'S FULL NAME i

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J FITNESS FOR DUTY INTERVIEW FORM

{

INTEPVIEWEE: [ D rLOVER: b JOS TITLE: /

_g Utility / plant / contractor I ,

1 I

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ALL ICTERVIEWEES: Are aware of the utility / company fitness for duty program? l Yes No fALLINTERVIEWEES: How would you descrthe the ::tility/ company fitness for duty program?

Mentions: Written Policy M Management Support h Policy f' Yes/Wo Yes/Wo Communication Yes/Wo Beh 0hsv Training Policy implemen- d Union Briefing 4d4W'# d tation Supervisors Yes/Wo Yes/Wo Supervisors Yes/Wo j Contractor Lau Enforcement 2 Chemical (/

Notification Yes/Wo Liaison Yes/Wo Testing Yes/No Employee Assist U Employee Reporting System

(/

Yes/Wo Searches Yes/No i Programs Yes/Wo Confidentiality (3 't/m*4ther Elements (Description Yes/Wo Yes/Wo l )

y NOTES: M <* ra's

• t i s .

,' s$4 *Y, rlu H s/s* [/ t c'r kr / /G b V (Before leaving this ites, each program element not mentioned extemporaneous 1y by the interviewee should be

- raised by the interviewer to determine if it is unknown by the interviewee or merely missed in his/her 1 non-prompted description.) i 4

ALL INTERVIEWEES: How did you come by your knowledge of the utility / company fitness for duty program?

Briefing / training / Literature F Public Notice Word of mouth 3 e *, i 1

j UTILITY / CONTRACTOR SUPERVISORY / MANAGEMENT PERSONNEL ONLY: Are you aware of a utility / contractor (s) fitness for duty program (s)7 Yes No Don't know:

Other l (e.g., identification as user, hotline, allegation)

ALL INTERVIEWEES: How adequate do you feel the utility / contractor fitness for duty program is for achieving an olcohol/ drug free workplace?

MOTES: e! eM N we 4M MI"' O AP 8ed: .%2Q&w sh t/cw rewf al] ?bf 7 Ju.rfic eva oA Norudo.aGents- trfG und .

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b. esses.d4-s

ve.Y Bs d wHowdru6 fes Ti , lished between your progra is liaison accomp i UTILITY / CONTRACTOR SUPERVISOR / MANAGEMENT PERSONNEL ONLY:

the utility's/ contractor's7 NOTES:

i

- e .

D0 YOU HAVE ANY QUESTIONS /COMENTS CONCERNING THIS INTERVIEW 7

. 5;, ?s THANK YOU FOR YOilR PARTICIPATION INTERVIEWER'S FULL NAME M c3 W 6 '

'r 6

f e

8 e

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/)

. l FITNESS FOR DUTY INTERVIEW FORM 1

INTERVIEWEE: EMPLOYER: 6/36. k7Ed' JOB TITLE:

Utility / plant / m r w.. T. g ---.

i m

ALL INTERVIEWEES: Are you aware of the utility / company fitness for duty program?

Yes No i ALL INTERVIEWEES: How would you describe the utility / company fitness for duty program?

Mentions: Written Policy t>_ Management Support k Policy a y/No y/No Comunication g/No Beh Obsv Training Mk Policy Implemen- A/ d Union Briefing /(/fk tation Supervisors Ye's/No Yes/No Supervisors Ye'/No s

Contractor Nk Law Enforcement j\/d Chemical Liaison Yes/No Testing ey/No Notification Yes/40 Employee Assist 3_ Employee Reporting [ Searches {h /No y/No g/No Programs System Other Elements (Description o s r.c p.,cs t se,q1 -

Confidentiality .[ Yes/No . . /

' 1 .

^

Yd /No , ' , [ I i .'. .- {, _. /. < . we .:s.-)% ,: [

f T . /

NOTES:

(Before leaving this item, each program element not mentioned extemporaneously by the interviewee should be raised by the interviewer to determine if it is unknown by the interviewee or merely missed in his/her non-prompted description.)

' i ALL INTERVIEWEES: How did you come by your knowledge of the utility / company fitness for duty program?

Literature V Public Notice Word of mouth Briefing / training UTILITY / CONTRACTOR SUPERVISORY / MANAGEMENT PERSONNEL ONLY: Are you aware of a utility / contractor (s) fitness for duty program (s)?

Yes No Don't know:

Other (e.g., identification as user, hotline, allegation)

ALL INTERVIEWEES: How adequate do you feel the utility / contractor fitness for duty program is for acnieving an alcohol / drug free workplace?

bt ' '

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[k i l. ,A,l,t Ik.uug UTILITY / CONTRACTOR SUPERVISOR / MANAGEMENT PERSONNEL ONLY: How is liaison accomplished between your program and tha utility's/ contractor's?

NOTES:

6

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_s _ - - _m.1 A_ - *. .- - m -- .+va..

e i /

10 YOU HAVE ANY QUESTIONS /C0t#9ENTS CONCERNING THIS INTERVIEW 7 4

w *' N. ,

THANK YOU FOR YOUR PARTICIPATION INTERVIEWER'S FULL NAME 6/E >< ?A '

J t

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FITNESS FOR DUTY INTERVIEW FORM JOB TITLE:

INTERVIEWEE: -

EMPLOYER: hC //ceif/

~

Utility /pll! int / contractor N

ALL INTERVIEWEES:

Are you aware of the utility / company fitness for duty program?

Yes No ALL INTERVIEWEES:

How would you describe the utility / company fitness for duty program?

Mentiens: Written Policy Management Support h /No Policy Comunication Yes No o

Beh Obsv Training A/k Policy implemen- h N' Union Briefing kk tation Supervisors Yes/No Yes/No Supervisors Yes/No Contractor &T Law Enforcement /l/d Chemical Testing des o Yes/No Liaison Yes/No Notification Employee Reporting i Searches Employee Assist 't /No Programs Ye /No System y /No Other Elements (Description Confidentiality

/No Yes/No ,

NOTES:

(B2 fore leaving this item, each program element not mentioned extemporaneously by the interviewee should be raised by the interviewer to determine if it is unknown by the interviewee or merelv missed in his/her non-prompted description.)

ALL INTERVIEWEES: How did you come by your knowledge of the utility / company fitness for duty program?

Briefing / training Literature Public Notice Word of mouth

.. c.

UTILITY / CONTRACTOR SUPERVISORY / MANAGEMENT PERSONNEL ONLY: Are you aware of a utility / contractor (s) fitness for duty program (s)?

Yes No Don't know:

Other (e.g., identification as user, hotline, allegation)

ALL INTERVIEWEES: How adequate do you feel the utility / contractor fitness for duty program is for achieving an alcchsl/ drug free workplace?

) l . 7:A 'M 2 / * .' '.J' It -' -' / 4(

NOTES: 4,- ) '/ f f

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f UTILITY / CONTRACTOR SUPERVISOR / MANAGEMENT PERSONNEL ONLY: How is liaison accomplished between your program and tha utility's/ contractor's?

NOTES:

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Y FITNESS FOR DUTY INTERVIEW FORM f

- f  %

INTERVIEWEE:j EMPLOYER: D 2 ' I 'l - JOB TITLE: '

Utility / plant /cGei, ouur~-

ALL INTERVIEWEES: Are you aware of the utility / company fitness for duty program?

Yes No ALL INTERVIEWEES:

How would you describe the utility / company fitness for duty program?

Management Support Policy Mentions: Written Policy ,a _

Connupication ho Ye /No @ No Beh Obsv Training h/tb Policy Implemen- M Union Briefing //h Yes/No Supervisors Ybs/No tation Supervisors Yes/No Contractor A,,Y Law Enforcement d/ Chemical Testing e

Notification Yes/No liaison Yes/No @s/No

. Employee Reporting _m Searches e 1 Employee Assist o No Programs No System ,

Other Elements (Description Confidentiality NOTES:

(B2 fore leaving this item, each program element not mentioned extemporaneously by the interviewee should b raised by the interviewer to determine if it is unknown by the interviewee or merely missed in his/her n:n-prompted description.)

1 ALL INTERVIEWEES:

How did you come by your knowledge of the utility / company fitness for duty program?

Public Notice Word of mouth Briefing / training Literature

W .

UTILITY / CONTRACTOR SUPERVISORY / MANAGEMENT PERSONNEL ONLY: Are you aware of a utility / contractor (s) fitness for duty program (s)?

Yes No Don't know:

Other (e.g., identification as user, hotline, allegation)

ALL INTERVIEWEES: How adequate do you feel the utility / contractor fitness for duty program is for achieving an alcohol / drug free workplace? ~~-,7, i NOTES:

'gV lN4 h/-( h U -

1 l\

1 UTILITY / CONTRACTOR SUPERVISOR / MANAGEMENT PERSONNEL ONLY: How is liaison accomplished between your progra' tha utility's/ contractor's?

NOTES:

_________.m. _ _ _ . _ _ . . _ - . _ _ _ . . . . _ __. _ _ . . _ _ _ . _ _ ____. .. . _ _ _ _ _ _

[

00 YOU HAVE kNY QUESTIONS / COMMENTS CONCERNING THIS INTERVIEW?

... n. .

~

THANK YOU FOR YOUR PARTICIPATION INTERVIEWER'S FULL NAME ! M e (%4Yll a

f

)

l 1

0 1

i l

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X 4 FITNESS FOR DUTY INTERVIEW FORM '

~ I .

7 INTERVIEWEE: EMPLOYER: O#[I b JOB TITLE: ~

.~ Utility / plant / coat.gaggs ALL INTERVIEWEES: Are you aware of the utility / company fitness for duty program?

Yes No

/

ALL INTERVIEWEES: How would you describe the utility / company fitness for duty program?

Management Support Policy Mentions: Written Policy m ,,

Coasnunication Yes/No y/No /y/No Policy Implemen- Union Briefing .

Beh Obsv Training Yes/No Supervisors Yes tation Supervisors Yes/No Contractor Law Enforcement Mk Chemical Testing Ye /No Notification Yes/Po liaison Yes/No Employee Reporting I Searches ._l)  ;

Employee Assist *

/No g/No Programs Ye /No System Confidentiality Other Elements (Description Yes/No e yMo NOTES:

(Before leaving this item, each program element not mentioned extemporaneously by the interviewee should be raised by the interviewer to determine if it is unknown by the interviewee or merely missed in his/her non-prompted description.)

I l

i ALL INTEkVIEWEES: How did you ome by your knowledge of the utility / company fitness for duty program?

Briefing / training Literature

1. Public Notice Word of mouth /

.. ~.

UTILITY / CONTRACTOR SUPERVISORY / MANAGEMENT PERSONNEL ONLY: Are you aware of a utility / contractor (s) fitness for duty program (s)?

Yes No Don't know:

Other (e.g., identification as user, hotline, allegation)

ALL INTERVIEWEES: How adequate do you feel the utility / contractor fitness for duty program is for achieving an alcohol / drug free workplace? .

A_ > _ / ><- t > .', 1 . O ri',/.- (< , t' NOTES: J Au Mt -41 ...t' W

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de f. %Ah c.gA y a fr'J.wll ** $ 5, .1. $ cv3.'<%' . J. ((

UTILITY / CONTRACTOR SUPERVISOR / MANAGEMENT PERSONNEL ONLY: How is liaison accomplished between your program and th2 utility's/ contractor's?

NOTES:

I

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l -

i

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! /

i i Ill) YOU HAVE ANY QUESTIONS /COMENTS CONCERNING THIS INTERVIEW?

I

+* Ha i

I i,

i INTERVIEWER'S FULL NAME h6]..

fjQ;r t /.?/>fcC  ;

THANK YOU FOR YOUR PARTICIPATION -

q . .

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FITNESS FOR DUTY INTERVIEW FORM , -

INTERVIEWEE: EMPLOYER: v I^< /r # (--- JOB TITLE:

f Utility / plant / contractor i

e At.L INTERVIEWEES: Are you aware of the utility / company fitness for duty program?

Yes No ALL INTERVIEWEES: How would you describe the utility / company fitness for duty program?

l Mentions: Written Policy U Management Support Policy i Yes/No Yes/No Comununication Yes/No Beh Obsv Training Supervisors N Policy Implemen- Union Briefing ' #4' Yes/No tation Supervisors Yes/No Yes/No Contractor Law Enforcement Chemical Notification (/

Yes/No liaison Yes/No Testing Yes/No Employee Assist 4c/ A+ AVEsployee Reporting U Searches Programs Yes/No } System Yes/No Yes/No Confidentiality (Description

. Yes/ h ) Other Elements Yes/No NOTES:

C To

)

. se ./) -4 e i  ?

(Before leaving this item, each program element not mentioned extemporanenasly by the interviewee should be raised by the interviewer non-prompted description.)to deterinine if it is unknown by the interviewee or merelv missed in his/her i

r ALL INTERVIEWEES: How did you come by your knowledge of the utility / company fitness for duty program?

Briefing / training /

Literature Public Notice Word of mouth 'W'-/

i

• UTILITY / CONTRACTOR. SUPERVISORY / MANAGEMENT PERSONNEL ONLY: Are you aware of a utility / contractor (s) fitness for duty program (s)?

Yes No Don't know

Other

(e.g., identification as user, hotline, allegation)

ALL INTERVIEWEES: How adequate do you feel the utility / contractor fitness for duty program is for achieving an alcohol / drug free workplace?

NOTES: 'o  : c. n . ~ - TSet M Go-: Alo T' e .r o es c~t-t 7 c' C , ~ .:, s//0/ L at. k o *i sts h, (2ilas-c,6 : MC id- V" ' 'dN *v Y ~ ~ S o"* &

UTILITY / CONTRACTOR SUPERVISOR / MANAGEMENT PERSONNEL ONLY: How is liaison accomplished between your program and th3 utility's/ contractor's? '

NOTES: bi' r*.c i l r

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- FITNESS FOR DUTY INTERVIEW FORM EMPLOYER:

CM/<<'/ <!,t/ S et ,fr<j JOB TITLE _: 2 _

' INTERVIEWEE: _

_. Utility / plant / contract # p m

L ,

ALL INTERVIEWEES: Are you aware of the utility / company fitness for duty program?

Yes V' No How would you describe the utility / company fitness for duty program?

ALL INTERVIEWEES: Policy << / /

Mentions: Written Policy M_ Management Support Yes/No Connunication Yes/No Yes/No

^'l4 Union Briefing 4 - ( .c ,

Beh Obsv Training d U/ Policy Implemen- _

Yes/No tation Supervisors Yes/No Supervisors Yes/No

.'!' i btt<'<<-

Chemical

< Law Enforcement Testing Yes/No Contractor Liaison Yes/No Notification Yes/No Employee Assist M ') ' ' # #Employee Reporting Yes/No h Searches i Yes/No Yes/No System Programs

_ (Description Confidentiality d4 'T k ts.Jther Elements Yes/No Yes/No ,

)

NOTES:

i h uld be (Before leaving this item, each program element not mentioned l d in extemporaneous i his/her 1y by the inte l

raised by the interviewer to determine if it is unknown by the interviewee or mere v m sse n:n-prompted description.)

i

_ -4 .

ALL INTERVIEWEES: How did you come by your knowledge of the utility / company fitness for duty program?

Briefing / training I Literature F Public Notice Word of mouth UTILITY / CONTRACTOR SUP RVISORY/ MANAGEMENT PERSONNEL ONLY: Are you aware of a utility / contractor (s) fitness for duty program (s)?

Yes No Don't know:

Other (e.g., identification as user, hotline, allegation)

ALL INTERVIEWEES: How adequate do you feel the utility / contractor fitness for duty program is for achievir.g an alcohol / drug free workplace?

20: ci < <rn <.J J / l<.*< . <*,9',n' <<.*.'w I' , W NOTES: v v i y

/ v (ie ,0: l 't.:6- cl.'lceiie f .f-. , '"

.Wu c ' ' Dee<.Frv.

ecc:

UTILITY / CONTRACTOR SUPERVISOR / MANAGEMENT PERSONNEL ONLY: How is liaison accomplished between your program and the utility's/ contractor's?

NOTES:

_. . . - _ _ _ . - - _ _ = - _ . _ _ _ . - .. . - - . . _ _ _ . _ . . _ . . . ...

e l .

! e i

I I i 00 YOU HAVE ANY QUESTIONS /COMENTS CONCERNING THIS INTERVIEW?

j

• %. g S

i

_/"

i THANK YOU FOR YOUR PARTICIPATION INTERVIEWER'S FULL NAME /f e " ' ' f"'#

t

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1

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FITNESS FOR DUTY INTERVIEW FORM V -

INTERVIEWEE: ,

EMPLOYER: I-'/)AlS/

Utility / plan contractof JOB TITLE:

1 lm .  %.

ALL INTERVIEWEES: Are you aware of the utility / company fitness for duty program?

Yes t/ No ALL INTERVIEWEES: How would you describe the utility / company fitness for duty program?

Mentions: Written Policy Management Suppnrt ., Policy I Y s/No g/No Comunication @/No Beh Obsv Training h Policy Implemen- /Yh- Union Briefing Mk Yes/No Supervisors Yes/lio tation Supervisors Yes/No Contractor d/ Law Enforcement k Chemical Testing h

Notification Yes/No liaison Yes/lio y/No Employee Assist M Yes/No Employee Reporting System No Searches s Ye /No Programs Confidentiality Af[

Yes/No Other Elements Yes/No (Description

)

Y' NOTES: ) - -

.Av . J t N 4 * *. $'. / ' _v , W / t'. . .

Cll 2 te  : < s$T: e t. ~ I d s ' i-a Cs .n. .YI ice - .t. . . .

j j J j o' .

(Before leaving this item, each program element not mentioned extemporaneously by the interviewee should be raised by the interviewer to determine if it is unknown by the interviewee or merelv missed in his/her non-prompted description.)

- e P

i ,

ALL INTERVIEWEES: How did you come by your knowledge of.the utility / company fitness for duty program?

Briefing / training Literature Public Notice Word of mouth 4

UTILITY / CONTRACTOR SUPERVISORY / MANAGEMENT PERSONNEL ONLY: Are you aware of a utility / contractor (s) fitness for

! duty program (s)?

Yes No Don't know:

Other (e.g., identification as user, hotline, allegation)

ALL INTERVIEWEES: How adequate do you feel the utility / contractor fitness for duty program is for achieving an alcohol / drug free workplace?

NOTES:

4 UTILITY / CONTRACTOR SUPERVISOR / MANAGEMENT PERSONNEL ONLY: How is liaison accomplished between your program and the utility's/ contractor's? ,

NOTES:

i

Ws-._.-4-.L,.---yA ai,_ m m mAe+. ._m 4.-- - ga.e.e._w.h_nA_ A4a ,w-sii_J. &4 .-e, -_, -,e. , , . mQ , La. .m.i _g.4-,.__ wA -_A~4L#+ 4 L ai m..._._2,.+4m 4h m.-._t. a--.mi.*d e-- -ih4 4-w A. A--- 4h.

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/.  !  !

! 00 YOU HAVE ANY QUESTIONS / COMMENTS CONCERNING THIS INTERVIEW?

s I

. . A.

.Q l THANK YOU FOR YOUR PARTICIPATION INTERVIEWER'S FULL NAME -

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f i EMPLOYER: f bu 4_ JOB TITLE:

INTERVIEWEE [ Utility /plar.t l l

l ALL INTERVIEWEES:

Are y u aware of the utility / company fitness for duty program?

Yes No How would you describe the utility / company fitness for duty program?

ALL INTERVIEWEES:

Management Support _

Policy ,m Mentions: Written Policy Yes/No Communication y /No Qpf/No Beh Obsv Training hA Policy implemen- hd Union Briefing Yes/No Yes/10 tation Supervisors Yes/No Supervisors

// M Chemical n Contractor / / b Law Enforcement Tes/No Testing y/No Notification Yes/No Liaison Employee Assist // Employee Reporting [ /No __

Searches -

g/No Programs Yes/No System (Description Confidentiality h'd Other Elements Yes/No ,

Yes/No )

NOTES:

(Before leaving this ites, each program element not mentioned extemporaneously by the interviewee sh raised by the interviewer to determine if it is unknown by the interviewee or merelv missed in his/her non-prompted description.)

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ALL INTERVIEWEES: How did you come by your knowledge of the utility / company fitness for duty program?

Briefing / training Literature Public Notice Word of mouth UTILITY / CONTRACTOR SUPERVISORY / MANAGEMENT PERSONNEL ONLY: Are you aware of a utility / contractor (s) fitness for ,

duty program (s)? ,

Yes No Don't know:

Other (e.g., identification as user, hotline, allegation) i ALL INTERVIEWEES: How adequate do you feel the utility / contractor fitness for duty program is for achieving an alcohol / drug free workplace? .,

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UTILITY / CONTRACTOR SUPERVISOR / MANAGEMENT PERSONNEL ONLY: How is liaison accomplished between your program and the utility's/ contractor's?

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V INTERVIEWEE: fEMPLOYER: _ JOB TITLE: __

Utility / plint {ontractor)

~

ALL INTERVIEWEES: Are yo ware of the utility / company fitness for duty program?

Yes No  :

ALL INTERVIEWEES: How would you describe the utility / company fitness for duty program?

Written Policy Management Support .U b ^ Policy Mentions: _

Yes/No Consnunication Yes/No Qes/No Beh Obsv Training Il Policy Implemen- blk Union Briefing hN  !

tation Supervisors Yes/No Yes/No Supervisors Yes/No Contractor / Law Enforcement 4 iI Chemical Testing 1 No Notification Yes/No Liaison Yes/No j

Employee Assist /.b Employee Reporting System /No Searches Y No Programs Yes/No Confidentiality /,- T' Other Elements (Description l ,

! Yes/No Yes/No ,

%Nm, La v ~ Eb n.n 5 [ b w '$>a G A l < 'S i NOTES: , . ~

l QJ [J (Before leaving this item, each program element not mentioned extemporaneously by the interviewee should be raised by the interviewer to determine if it is unknown by the interviewee or merelv missed in his/her non-prompted description.)

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/ I ALL INTERVIEWEES: How did you come by your knowledge of the utility / company fitness for duty program?

Briefing / training Literature Public Notice Word of mouth V UTILITY / CONTRACTOR SU ERVISORY/ MANAGEMENT PERSONNEL ONLY: Are you aware of a utility / contractor (s) fitness for l duty program (s)?

Yes No Don't know:

Other (e.g., identification as user, hotline, allegation)

ALL INTERVIEWEES: How adequate do you feel the utility / contractor fitness for duty program is for achieving an alcohol / drug f ree workplace?

NOTES:

UTILITY / CONTRACTOR SUPERVISOR / MANAGEMENT PERSONNEL ONLY: How is liaison accgmplished between your program and tha utility's/ contractor's?

NOTES: ,

l 4

O 110 YOU HAVE ANY QUESTIONS /COMENTS CONCERNING THIS INTERVIEW?

i THANK YOU FOR YOUR PARTICIPATION INTERVIEWER'S FULL NAME WO'- \ < t. .' s C'%

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EMPLOYER: JOB TITLE e Utility / plant / contractor

, [! . . . _ _ . _ _ . . . , . , .  ;

~ALL INTERVIEWEES:_ Are ou aware of the utility / company fitness for duty program?

Yes No ll ALL INTERVIEWEES: How would you describe the utility / company fitness for duty program?

Mentions: Written Policy M Management Support Polic; U Yes/No Yes Communication Yes/No Beh Obsv Training Policy Implemen- F Union Briefing Supervisors Yes/No tation Supervisors Yes/No Yes/No Contractor Law Enforcement Chemical -

. Notification Yes/No Liaison Yes/No Testing Yes/No Employee Assist . Employee Reporting Searches Programs Yes/No System Yes/No Yes/No Confidentiality Other Elements (Description Yes/No Yes/No

)

NOTES: 04Y we- Soft N .S Ot 'r W Odd.

Pe'G has e.&P /P,dy -~ . '

(BQfore leaving this item, each program element not mentioned extemporaneous 1y by the interviewee should be raised by the interviewer to determine if it is unknown by the interviewee or merely mis--d in his/her j nen-prompted description.)

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j ALL INTERVIEWEES: How did you come by your knowledge of the utility / company fitness for duty program?

Briefing / training  % Literature / Public Notice Word of mouth 3

.i UTILITY / CONTRACTOR SUPERVISORY / MANAGEMENT PERSONNEL ONLY: Are you aware of a utility / contractor (s) fitness for duty program (s)?

Yes No Don't know:

Other (e.g., identification as user, hotline, allegation)

ALL INTERVIEWEES: How adequate do you feel the utility / contractor fitness for duty program is for achieving an alcch31/ drug free work lace?

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INTERVIEWEE: EMPLOYER: JOB TITLE:

g Utility / plant / contractor ALL INTERVIEWEES: Are you aware of the utility / company fitness for duty program?

Yes [ No ALL INTERVIEWEES: How would you describe the utility / company fitnes or duty program?

Mentions: Written Policy O Management Support i Policy Yes/No Yes No Communication Yes/No Beh Obsv Training Policy Implemen- Union Briefing Supervisors Yes/No tation Supervisors Yes/No Yes/No Contractor Law Enforcement Chemical d Notification Yes/No liaison Yes/No Testing Yes/No Employee Assist Employee Reporting Searches Programs Yes/No System Yes/No Yes/No Confidentiality Other Elements (Description Yes/No Yes/No .

. )

i NOTES:

i i

(Before leaving this item, each program element not mentioned extemporaneously by the interviewee should be raised by the interviewer to determine if it is unknown by the interviewee or merely missed in his/her non-prompted description.)

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i ALL INTERVIEWEES: How did you come by your knowledge of the utility / company fitness for duty program?

Literature Public Notice Word of mouth &

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UTILITY / CONTRACTOR SUPERVISORY / MANAGEMENT PERSONNEL ONLY: Are you aware of a utility / contractor (s) fitness for duty program (s)7 (pdt S // 6,c 3 Yes No el

• t~ , Don't know:

Other (e.g., identification as user, hotline, allegation)

ALL INTERVIEWEES: How adequate do you feel the utility / contractor fitness for duty program is for achieving an alcohol / drug free workplace?

)

NOTES: /6~ (!/ #4 v' / )v'*c/ /

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NOTES: 61  : .'i do' fi I /f A/Y.

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DD YOU HAVE ANY QUESTIONS /Co m ENTS CONCERNING THIS INTERVIEW?

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.L INTERVIEWEES: Are you aware of the utility / company fitness for duty program?

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!_L INTERVIEWEES: How would you describe the utility / company fitness for duty program?

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//k Tes/No Yes/No Supervisors YM/No Contractor AlI Law Enforcement d/ Chemical Testing No Notification Yes/Mo liaison Yes/No Employee Assist h Employee Reporting

• - Searches [

Programs YM/No System y /No @ /No Confidentiality A/ Other Elements (Description i '

Yes/No Yes/No

)

.0TES:

I l (Befcre leaving this item, each program element not mentioned extemporaneous 1y by the interviewee should be l

rais;d by the interviewer to determine if it is unknown by the interviewee or merely missed in his/her non-prompted description.)

ALL INTERVIEWEES: How did you come by your knowledge of the utility / company fitness for duty program?

Briefing / training Literature Public Notice /7 Word of mouth UTILITY / CONTRACTOR SUPERVISORY / MANAGEMENT PERSONNEL ONLY: Are you aware of a utility / contractor (s) fitness for duty program (s)?

Yes No Don't know:

Other (e.g., identification as user, hotline, allegation)

ALL INTERVIEWEES: How adequate do you feel the utility / contractor fitness for duty program is for achieving an olcohol/ drug free workplace? '

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NOTES:

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EMPLOYER: .l[b B TITLE:

% . Utility / plan (/contracto'r. -

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ALL INTERVIEWEES:_ Are you aware of the utility / company fitness for duty program?

Yes No ALL INTERVIEWEES:

How would you describe the utility / company fitness for duty program?

l Mentions: Written Policy Management Support Policy [

Communication Gps /No Yes/No y/No.

Beh Obsv Training A/d Policy Implemen- kk Union Briefing MM Yes/No Supervisors Yes/No tation Supervisors Yes/No Contractor //M Law Enforcement //k_ Chemical Notification Yks/lo Liaison Yes/No Testing y No Employee Assist // Employee Reporting j Searches )

y/No Programs Ye%/No System (jY/No Other Elements (Description Confidentiality //

• Yes/No Yes/No

)

NOTES: 00.) A Y/ k $2! 'h:

- J (Before leaving this ites, each program element not mentioned extemporaneous 1y by the interviewee should b raised by the interviewer to determine if it is unknown by the interviewee or merelv missed in his/her non-prompted description.)

4 ALL INTERVIEWEES: How did you come by your knowledge of the utility / company fitness for duty program?

Briefing / training V Literature V Public Notice Word of mouth UTILITY / CONTRACTOR SUPERVISORY / MANAGEMENT PERSONNEL ONLY: Are you aware of a utility / contractor (s) fitness for duty program (s)?

Yes No Don't know:

Other (e.g., identification as user, hotline, allegation)

ALL INTERVIEWEES: How adequate do you feel the utility / contractor fitness for duty prograp for achieving an alcohol / drug free workplace? ,

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NOTES:

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DD YOU HAVE ANY QUESTIONS / Cole 4ENTS CONCERNING THIS INTERVIEW?

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• l INTERVIEWEE:

(. EMPLOYER: -' ' ' / S O' JOB TITLE:

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ALL INTERVIEWEES: Are ou aware of the utility / company fitness for duty program?

Yes No J

l ALL INTERVIEWEES: How would you describe the utility / company fitness for duty program?

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Mentions: Written Policy Comununication Yes/No es/No Yes/No O

/

(w.seO Policy Implemen- I 3 Union Briefing 49 v-6 * 't d Beh Obsv Training

. Supervisors Yes/No tation Supervisors Yes/No Yes/No

/ Contractor Law Enforcement d&'I C ical Testing is7.Irf [7,

/ Notification Yes/No Liaison Yes/No Yes/No

• Y Employee Reporting Searches (J M e~ ' "

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Yes/No Yes/No Confidentiality i Other Elements (Description Yes/No Yes/No .

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NOTER: #

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(Before leaving this item, each program element not mentioned extemporaneous 1y by the interviewee shnold " ' ' be

• ' . ', I raised by the interviewer to determine if it is unknown by the interviewee or merely missed in his/her non-prompted description.)

r ALL INTERVIEWEES:

How did you come by your knowledge of the utility / company fitness for duty program?

Word of mouth D Briefing / training 1 Literature / Public Notice UTILITY / CONTRACTOR SUP VISORY/ MANAGEMENT PERSONNEL ONLY: Are you aware of a utility / contractor (s) fitnes duty program (s)?

Yes No Don't know:

Other (e.g., identification as user, hotline, allegation)

, ALL INTERVIEWEES:

How adequate do you feel the utility / contractor fitness for duty program is for achieving an l alcohol / drug free workplace?

NOTES:

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)ce: c.u ce ( ,%f L c- Gc, How is liaison accomplished between your program and UTILITY / CONTRACTOR SUPERVISOR / MANAGEMENT PERSONNEL ONLY:

j the ttility's/ contractor's?

MOTES:

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O D0 YOU HAVE ANY QUESTIONS / COMMENTS CONCERNING THIS INTERVIEW?

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l_ INTERVIEWEES: Are you aware of the utility / company fitness for duty program?

1 i,

Yes l No How would you describe the utility / company fitness for duty program?

!LINTERVIEWEES:

Policy Mentions: Written Policy M Management Support _

Communication Yes/No Yes/No j

Yes/No Policy Implemen- Union Briefing i Beh Obsv Training Yes/No l

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te,d' Law Enforcement Chemical u Contractor Yes/No Testing Yes/No Notification Yes/No Liaison

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/

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' Other Elements _ (Description Confidentiality Yes/No Yes/No

)

• 1 l< sa To Nc. Jus a '." J Y

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(Before leaving this ites, each program element not mentioned extemporaneous 1y by the interviewee should raised by the interviewer to determine if it is unknown by the interviewee or merel.v missed in his/her

]

non-prompted description.)

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ALL INTERVIEWEES: How did you come by your knowledge of the utility / company fitness for duty program?

1 &

Briefing / training 3 Literature / Public Notice Word of mouth t

6 UTILITY / CONTRACTOR SUPERVISORY / MANAGEMENT PERSONNEL ONLY: Are you aware of a utility / contractor (s) fitness for

! duty program (s)7 Yes No Don't know:

Other (e.g., identification as user, hotline, allegation) l ALL INTERVIEWEES: How adequate do you feel the utility / contractor fitness for duty program is for achieving an l

alcohol / drug free work lace?

NOTES: A* Md 4' C- '

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UTILITY / CONTRACTOR SUPERVISOR / MANAGEMENT PERSONNEL ONLY: How is liaison accomplished between your program and i

the stility's/ contractor's?

NOTES:

4

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I 1

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1 l 110 YOU HAVE ANY QUESTIONS /C00MENTS CONCERNING THIS INTERVIEW?

I .

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! THANK YOU FOR YOUR PARTICIPATION INTERVIEWER'S FULL NAME _ **v'd 9 -

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INTERVIEWEE: EMPLOYER: bIhd W fddoh. JOB TITLE:

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ALL INTERVIEWEES: Are you aware of the utility / company fitness for duty program?

Yes \ No ALL INTERVIEWEES: How would you describe the utility / company fitness for duty program?

Written Policy K Management Support a Policy Mentions: Yet/No Comununication Yes/No Yes/No Beh Obsv Training Policy Implemen- Union Briefing  %

tation Supervisors Yes/No Yes/No Supervisors Yes/No Contractor Law Enforcement Chemical (

Yes/No Testing Yes/No Notification Yes/No liaison Employee Assist h Employee Reporting Searches System Yes/No Yes/No Programs Yes/No Confidentiality Other Elements (Description Yes/No Yes/No

)

NOTES: AI w .ho.d s. e[dir - d M bE== ( + b (5 d M Ju 4

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ALL INTERVIEWEES: How did you come by your knowledge of the utility / company fitness for duty program?

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UTILITY / CONTRACTOR SUPERVISORY / MANAGEMENT PERSONNEL ONLY: Are you aware of a utility / contractor (s) fitness for duty program (s)? .

Yes No Don't know:

Other (e.g., identification as user, hotline, allegation)

ALL INTERVIEWEES: How adequate do you feel the utility / contractor fitness for duty program is for achieving an alcohol / drug free workplace?

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NOTES:

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l 1 * -e Dn V00 HAVE ANY QUESTIONS /COMENTS CONCERNING THIS INTERVIEW?

6 6

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I INTERVIEWEE:  ! EMPLOYER: 4//w&S d d JOB TITLE:

1 J Utility / plant / contractor 5 iI .

!r ALL INTERVIEWEES: Are you aware of the utility / company fitness for duty procram?

o Yes / No li

!i:. ALL INTERVIEWEES: How would you describe the utility / company fitness for duty program?

Mentions: Written Policy O Management Support Policy Yes/No Yes/No Communication Yes/No Beh Chsv Training N Policy Implemen- "O Union Briefing h Supervisors Yes/No tation Supervisors Tes/No Yes Contractor .N6 Law Enforcement Chemical 1 -

Notification Yes/No Liaison Yes/No Testing Yes Employee Assist MC- Employee Reporting Searches l Programs Yes/No System Yes/No Yes/No

Confidentiality AdDML. Other Elements (Description l Yes/No Yes/No I ~T5 )

NOTES: .& . -

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\

i (Before leaving this item, each program element not mentioned extemporaneous 1y by the interviewee should be i raised by the interviewer to determine if it is unknown by the interviewee or merely missed in his/her non-prompted description.)

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ALL INTERVIEWEES: How did you come by your knowledge of the utility / company fitness for duty program?

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i, UTILITY / CONTRACTOR SUPERVISORY / MANAGEMENT PERSONNEL ONLY: Are you aware of a utility / contractor (s) fitness for g

duty program (s)7 Yes No Don't know:

l Other

' (e.g., identification as user, hotline, allegation)

ALL INTERVIEWEES: How adequate do you feel the utility / contractor fitness for duty program is for achieving an clcohol/ drug free wo kplace?

h NOTES: 4: Ma @ M 6,v: Add */w d4d 6. $ - M of n k

//w: nlose UTILITY /CWfMCTOR SUPERVISOR / MANAGEMENT PERSONNEL ONLY: How is liaison accomplished between your program and the utility's/ contractor's?

r. ,

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FITNESS FOR DUTY INTERVIEW FORM - -

b a -

f INTERVIEWEE:' EMPt0YER: C hCs JOB TITLE:

( Utility / plant / contractor

- l Att INTERVIEWEES: Are you aware of the utility / company fitness for duty program?

Yes E No ALL INTERVIEWEES: How would you describe the utility / company fitness for duty program?

Mentions: Written Policy \ Management Support 5 Policy Yes/No Yes/No Communication Yes/No N

l Beh Obsv Training 'K Policy Implemen- K Union Briefing I Supervisors Yes/No tation Supervisors Yes/No Yes/No Contractor Law Enforcement Cheetcal g( '

Notification Yes/No liaison Yes/No Testing Yef/No Employee Assist K Employee Reporting Searches Programs Yes/No System Yes/No Yes/No Confidentiality Other Elements (Description Yes/No Yes/No u )

. Orts: -N a Lf/L A i'Y c L h C d l.f A L I o m.___

Y t u a _ d ,_ _ __.

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(Before leaving this item each program element not mentioned extemporaneously by the interviewee should be rotsed by the interviewer to deterTitne if it is unknown by the interviewee or merel.v missed in his/her non-prompted description.)

l --ea , y _. ,_, .. -

~~

ALL INTERVIEWEES: How did you come by your knowledge of the utility / company fitness for duty program?

Briefing / training ( Literature V_ Public Notice Word of mouth UTILITY / CONTRACTOR S PERVISORY/ MANAGEMENT PERSONNEL ONLY: Are you aware of a utility / contractor (s) fitness for duty program (s)? -

Yes  % No Don't know: .

Other (e.g., identification as user, hotline, allegation)

ALL INTERVIEWEES: How adequate do you feel the utility / contractor fitness for duty program is for achieving an clcohol/ drug free workplace?

NOTES: d - in l b n,.u, - 4 ,_.

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UTILITY / N SUPERVISOR / MANAGEMENT PERSONNEL ONLY: How is liaison accomplished between your program and the utility's/ contractor's?

NOTES: G. !v _W - OY d Yu _ _A G. f cx F FO .2 $l>

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tin YOU HAVE ANY QUESTIONS /COIMENTS CONCERNING THIS INTERVIEW 7 .

i j

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I lI THANK YOU FOR YOUR PARTICIPATION INTERVIEWER'S FUt.t. NAME \

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FITNESS FOR DUTY INTERVIEW FORM i

• ( .

I INTERVIEWEE:(,

EMPLOYER:_ I. C M 3 m TITLE-L, . .

j' Utility / plant / contractor /Other

,i --

e .

! .' ~

' i j- ALL INTERVIEWEES

Are you aware of the utility / company fitness for duty program?

i No Yes 4 ALL INTERVIEWEES: How would you describe the utility / company fitness for duty program?

Mentions: Written Policy Management Support Policy Tes/No{ Yes/No Communication Tes/No Beh Obsv Training Policy laplemen- Union Briefing K j

Supervisors Yes/No tation Supervisors Yes/No Tes/No .

l l .

Contractor Notification Tes/No Law Enforcement liaison Yes/No

% Chemical Testing X

Yes/No i

j Eaoloyee Assist K Employee Reporting Searches a

Programs Yes/No' System Yes/Wo Yes/No Confidentiality Other Elements (Description Yes/No Yes/No l )

l NOTES: M 3 g M c 8 't / M,LI / M* d ((: IIM

< <a

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! M ...i s [ i m ,3 .d_',gE AL'4 t a . _, OL a L _- t b c, . ._J_L..

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j (Before leaving this item, each program element not mentioned extemporaneous 1y by the interviewee should be

{ raised by the interviewer to determine if it is unknown by the interviewee or merelv missed in his/her i non-prompted description.)

i I

ALLINTERVIEWE[S: How did you come by your knowledge of the utility / company fitness for duty program?

Briefing / training Literature Public Notice Word of mouth N #b.

y UTILITY / CONTRACTOR SUPERVISORY / MANAGEMENT PERSONNEL ONLY: Are you aware of a utility / contractor (s) fitness for duty program (s)? .

Yes No Don't know:

Other (e.g., identification as user, hotline, allegation)

All. INTERVIEWEES: How adequate do you feel the utility / contractor fitness for duty program is for achieving an alcohol / drug free workplace?

NOTES: an YV a]b_t2 L aL. ou h_h a , N W u

_J 0 T_% m _- _ p . b[. . - c) 6 n_w__ ->_n , a u* \ 0 0 UTILITY / CONTRACTOR SUPERVISOR / MANAGEMENT PERSONNEL ONLY: How is liaison accomplished between ycur program and th2 utillty's/ contractor'sT NOTES:

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I FITNESS FOR DUTY INTERVIEW FORM ~

y d p- -

b I INTERVIEWEE: / EMPLOYER: M##m+N 8A'd h d J08 TITLE:

e,

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] ALL INTERVIEWEES: Are y aware of the utility / company fitness for duty program?

l Yes No L

ALL INTERVIEWEES: How would you describe the utility / company fitness for duty program?

Mentions: Written Policy P Management Support Policy

f. Tes/No Tes/No Communication Tes/No Beh Obsv Training Supervisors Policy 1splemen- [ Union Briefing /VA/-u4/4d Tes/No tation Supervisors Tes/No Tes/No Contractor Notification

_P Tes/No Law Enforcement Liaison h

Yes/No Chemical Testing Tes/No Employee Assist

• M 4 1oyee Reporting Searches Programs Yes/No System Yes/No Yes/No Confidentiality (Description dd7'4/Qther Tes/No Elements Yes/No

)

NOTES:

(Before leaving this item, each program element not mentioned extemporaneous 1y by the interviewee should be raised by the interviewer to determine if it is unknown by the interviewee or merely missed in his/her non-prompteddescription.)

1 1

. . ..p,- . .

s. .

ALL INTERVIEWEES: How did you come by your knowledge of the utility / company fitness for duty program?

Briefing / training M- Literature / Public Notice Word of mouth 3 UTILITY / CONTRACTOR SUPERVISORY / MANAGEMENT PERSONNEL ONLY: Are you aware of a utility / contractor (s) fitness for duty program (s)?

Yes No Don't know:

Other (e.g., identification as user, hotline, allegation)

ALL INTERVIEWEES: How adequate do you feel the utility / contractor fitness for duty program is for achieving an alcohol / drug free workplace?

NOTES: $ Sco b b"* 0% "" uc'5'"n Ve $72' e T'# ' )

G.s anese 8 t- * ."

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UTILITT/ CONTRACTOR SUPERVISOR / MANAGEMENT PERSONNEL ONLY: How is liaison accomplished between your program and th2 utility's/ contractor's?

na NOTES: -

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, FITNESS FOR DUTY INTERVIEW FORM -

i

• r w INTERVIEWEE: ~

EMPLOYER: (2J948 M boSI J08 TITLE: ,

i i Utility / plant / contractor

/- x ALL INTERVIEWEES: Are u aware of the utility / company fitness for duty procrem?

Yes No ALLIdRVIEWEES: How would you describe the utility / company fitness for duty program?

Mentions: Written Policy _d Management Support Policy Yes/No Yes no Communication Yes/No Beh Obsv Training A P611cy implemen- Union Briefing Supervisors Yes/No tation Supervisors Yes/No Yes/No l Contractor 4 Law Enforcement *Mb hemical U Notification Yes/No liaison Yes/No Testing Yes/No i

Employee Assist nyloyee Reporting Searches M Programs Yes/No System Yes/No Yes/No Confidentiality d/ Other Elements (Description Yes/No Yes/Ro d )

NOTES-

) (Before leaving this item, each program element not mentioned extemporaneous 1y by the interviewee should be

raised by the interviewer to determine if it is unknown by the interviewee or merely missed in his/her non-prompted description.)

i 1

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ALL INTER $1EWEES: How did you come by your knowledge of the utility / company fitness for duty program?

Briefing / training 1 Literature / Public Notice Word of mouth 8 UTILITY / CONTRACTOR SUPERVISORY / MANAGEMENT PERSONNEL ONLY: Are you aware of a utility / contractor (s) fitness for duty program (s)7 Yes No Don't know:

Other (Eg., identification as user, hotline, allegation)

ALL titTERVIEWEES: How adequate do you feel the utility / contractor fitness for duty program is for achieving an alcohol / drug free workplace?

NOTES: 20 l vuo /73-4 c d M W @ me 4/44),

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kj Al#4R [4QC/ I' M M *- ) .

UTILITY / CONTRACTOR SUPERVISOR / MANAGEMENT PERSONNEL ONLY: How is liaison accomplished between your program and tha utility's/ contractor's?

. u: no .

NOTES:

, ,___ mw. a-=

9 se e (10 YOU41 AVE ANY QUESTIONS /COMENTS CONCERNING THIS INTERVIEW?

THANK YOU FOR YOUR PARTICIPATION INTERVIEWER'S FULL NAME 4 -

LI 3W v

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FITNESS FOR DUTY INTERVIEW FORM INTERVIEWEE: ).

i  %.

EMPLOYER:

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~

JOB TITLE:

! T '

Utility / plant fontra y y .

ALL INTERVIEWEES: Are you aware of the utility / company fitness for duty program?

Yes No ALL INTERVIEWEES: How would you de ribe the utility / company fitness for duty program?

Mentions: Written Policy Management Support e P Policy Yes o y No Comunication Yes/No Beh Obsv Training kk Policy Implemen- (/k Union Briefing M[

Supervisors Yes/No tation Supervisors Yes/No Yes/No Contractor /h - Law Enforcement hk Chemical h Notification Yes/No liaison Yes/No Testing y No Employee Assist Programs A/ Employee Reporting System

[ Searches [

Yes/No /No /No Confidentiality Other Elements (Description Yes/No Yes/No

)

NOTES:

(Before leaving this item, each program element not mentioned extemporaneously by the interviewee should be raised by the interviewer to detemine if it is unknown by the interviewee or merely missed in his/her non-prompted description.)

~

ALL INTERVIEWEES: How did you comp by your knowledge of the utility / company fitness for duty program?

Briefing / training Literature Public Notice Word of mouth V UTILITY / CONTRACTOR SUPERVISORY / MANAGEMENT PERSONNEL ONLY: Are you aware of a utility / contractor (s) fitness for duty program (s)?

Yes No Don't know:

Other (e.g., identification as user, hotline, allegation)

ALL INTERVIEWEES: How adequate do you feel- the utility / contractor fitness for duty program is for achieving an alcohol / drug free workplace?

NOTES: (3 A N MI A NN N N #d' r/l/)TTAg 3 &M A

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UTILITY / CONTRACTOR SUPERVISOR / MANAGEMENT PERSONNEL ONLY: How is liaison accomplished between your program and the utility's/ contractor's?

NOTES:

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J' FITNESS "nR DUTY INTERVIEW FORM l N T .' (

INTERVIEWEE: EMPLOYER:  % JOB TITI.EP.

! i Utility /plaq t/Qactor]

J M L('j m

~

ALL INTERVIEWEES: Are you aware of the utility / company fitness for duty program?

e Yes / No i

ALL INTERVIEWEES: How would you describe the utility / company fitness for duty program?

Mentions: Written Policy M Management Support [ Policy Comunication A

g/No No /No l Beh Obsv Training Supervisors N Policy Implemen-tation Supervisors kb Union Briefing A/k Yes/No Yes/No Yes/No ,

Contractor Notification A/b Yes/No Law Enforcement liaison i8 Yes7No Chemical Testing N/No Employee Assist Programs Yes/No Employee Deporting System 2 /No Searches _P

/No Confidentiality d Other Elements (Description Yes/No Yes/No

! )

NOTES:

(Before leaving this item, each program element not mentioned extemporaneous 1y by the interviewee should be raised by the interviewer to determine if it is unknown by the interviewee or merely missed in his/her non-prompted descripticn.)

jf "1" 4'T@d i ;H s , ai . .

' es ALL INTERVIEWEES: How did you come by your knowledge of the utility / company fitness for duty program?

Briefing / training Literature Public Notice Word of mouth UTILITY / CONTRACTOR SUPERVISORY / MANAGEMENT PERSONNEL ONLY: Are you aware of a utility / contractor (s) fitness for duty program (s)?

Yes No Don't know:

Other (e.g., identification as user, hotline, allegation)

! ALL INTERVIEWEES: How adequate do you feel the utility / contractor fitness for duty program is for achieving an alcohol / drug free workplace?

NOTES: h

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UTILITY / CONTRACTOR SUPERVISOR / MANAGEMENT PERSONNEL ONLY: How is liaison accomplished between your program and the utility's/ contractor's?

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i FITNESS FOR DUTY INTERVIEW FORM [ -.

INTERVIEWEE: EMPLOYER: h44 A Y M F JOB TITLE:

j. Utility / plant / contractor L ALL INTERVIEWEES: A ou aware of the utility / company fitness for duty program?

Yes No ALL INTERVIEWEES: How would you describe the utility / company fitness for duty program?

Mentions: Written Policy .M Management Support Policy Yes/No Yes/No Consnunication Yes/No Beh Obsv Training k Policy Implemen- Union Briefing Supervisors Yes/Po tation Supervisors Yes/No Yes/No Contractor Notification Law Enforcement b Chemical [

Yes/No Liaison Yes/No Testing Yes No Employee Assist *b #YsployeeReporting Searches /

Programs Yes/No System Yes/No Yes/No Confidentiality Other Elements (Description Yes/No Yes/No

)

NOTES: &#493$ hpc4 dt e'd (v / ?-t / .&

(Before leaving this item, each program element not mentioned extemporaneous 1y by the interviewee should be raised by the interviewer to determine if it is unknown by the interviewee or merely missed in his/her non-prompteddescription.)

ALL INTERVIEWEES: How did you come by your knowledge of the utility / company fitness for duty program?

Friefing/ training d Literature / Public Notice Word of mouth b -

UTILITY / CONTRACTOR SUPERVISORY / MANAGEMENT PERSONNEL ONLY: Are you aware of a utility / contractor (s) fitness for duty program (s)? '

! Yes 'V No Don't know:

Other (e.g., identification as user, hotline, allegation)

ALL INTERVIEWEES: How adequate do you feel the utility / contractor fitness for duty program is for achieving an alcohol / drug free w kplace?

NOTES: / I /b6 M LM, t I3M.

&: n4Wo fec. '. ** &

UTILITY / CONTRACTOR SUPERVISOR / MANAGEMENT PERSONNEL ONLY: How is liaison accomplished between your program and the utility's/ contractor's?

NOTES: *

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. FITNESS FOR DUTY INTERVIEW FORM A , p INTERVIEWEE

" EMPLOYER: C ((s Utility / plant / contractor JOB TITLE: '

J I ALL INTERVIEWEES: Are you aware of the utility / company fitness for duty program? '

Yes 1 No ALL INTERVIEWEES: How would you describe the utility / company fitness for duty program?

Mentions: Written Policy X Management Support h Policy Yes/No Yes/No Communication Yes/No Beh Obsv Training Policy Implemen- b[ Union Briefing Supervisors Yes/No tation Supervisors Yet/No Yes/No Contractor Law Enforcement Chemical

Notification Yes/No liaison Yes/No Testing Yes/No Employee Assist Programs M Employee Reporting System Searches Yes7No Yes/No Yes/No Confidentiality Other Elements (Description Yes/No Yes/No

)

NOTES: 5 4' '321 L M_ e1 -. IUJ he n , _ $- , % w 1 1 . 2 _j;- L L '

k L o..,~ i i uv (Before leaving this item, each program element not mentioned extemporaneous 1y by the interviewee should be raised by the interviewer to detemine if it is unknown by the interviewee or merely missed in his/her non-prompted description.)

C

i y, . . :o . .k ' ft w , ., p . , ,

o . ,

1 ALL INTERVIEWEES: How did you come by your knowledge of the utility / company fitness for duty program?

Briefing / training Literature M Public Notice Word of mouth K MMbMw b I UTILITY / CONTRACTOR S,UPERVISORY/ MANAGEMENT PERSONNEL ONLY: Are you aware of a utility / contractor (s) fitness for

, I duty program (s)?

Yes V No Don't know:

Other t (e.g., identification as user, hotline, allegation) t

>s j ALL INTERVIEWEES: How adequate do you feel the utility / contractor fitness for duty program is for achieving an

i alcohol / drug free workplace?

l NOTES: 0 h .l3 'A G A om s-u o au w {$ -

L wu 2Af- k / _.y.hr. ,

h J -ga -

UTILITY / CONTRACTOR SUPERVISOR / MANAGEMENT PERSONNEL ONLY: How is liaison accomplished between your program and the utility's/ contractor's?

I .,

I NOTES:

-- s j .

• ge DriYOU HAVE ANY QUESTIONS /COMMEliTS CONCERNING THIS INTERVIEW?

THANK YOU FOR YOUR PARTICIPATION INTERVIEWER'S FULL NAME b _[ ( d /

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FITNESS FOR DUTY INTERVIEW FORM P

~

a INTERVIEWEE: EMPLOYER: JOB TITLE: '

Utility / plant / contractor '

t ALL INTERVIEWEES: Are you aware of the utility / company fitness for duty program?

Yes ] No h6m h e-I'+O h } p g_L., PIm '

ALL INTERVIEWEES: How would you describe the utility / company fitness for duty program? pppQ N g Mentions: Written Policy X Management Support 1 Policy X (A T -

Yes/No Yes/No Connunication Yes/N FFo g Beh Obsv Training Supervisors Yes/No Policy implemen-tation Supervisors Yes/No Union Briefing X Yes/No Jk e-M h 6"

_,_,_j

]j Contractor Law Enforcement Chemical X **

Notification liaison q

, Yes/No Yes/No Testing Yes/No g ii Employee Assist Q( Engloyee Reporting Searches l Programs Yes/No System Yes/No Yes/No Confidentiality Yes/No Other Elements Yes/No (Description V1Of.6 lh py 1 I, )

NOTES: $ isd FA /7A .

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(Before leaving this item, each program element not mentioned extemporaneous 1y by the interviewee should be -

raised by the interviewcr to detemine if it is unknown by the interviewee or merelv missed in his/her te-non-prompted description.)

.. . a = .rd%etN., -h....

t ALL INTERVIEWEEST How did you come by your knowledge of the utility / company fitness for duty program?

Briefing / training K Literature Y Public Notice Word of mouth UTILITY / CONTRACTOR SUPERVISORY / MANAGEMENT PERSONNEL ONLY: Are you aware of a utility / contractor (s) fitness for duty program (s)? '

Yes k No Don't know:

l Other (e.g., identification as user, hotline, allegation)

ALL INTERVIEWEES: How adequate do you feel the utility / contractor fitness for duty program is for achieving an alcohol / drug free workplace?

NOTES: Q.2 me M _ ~

l 6 L td - a/d ] h em__ b wil wu _id- ,

V Q UTILITY / CONTRACTOR SUPERVISOR / MANAGEMENT PERSONNEL ONLY: How is liaison accomplished between your program and the utility's/ contractor's?

, 3 4.

NOTES: .

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FITNESS FOR DUTY INTERVIEW FORM

• h _ , .

t,.e M INTERVIEWEE: EMPLOYER: 6 w JOB TITLE: /

~

Utility /plantQtractog R0/5RO

[ ,

ALL INTEDYIEWEES: Are you aware of the utility / company fitness for duty program?

Yes V No ALL INTERVIEWEES: How would you describe the utility / company fitness for duty program?

Mentions: Written Policy k Management Support Policy Connunication b /No y/No g/No Beh Obsv Training Supervisors M

Yes/No Policy Implemen-tation Supervisors Nk Yes/No Union Briefing Mb Yes/No Contractor Notification Mk Yes/No Law Enforcement liaison

//A Yes/No Chemical Testing o

Yes No Employee Assist Programs kb Yes/No Engloyee Reporting System @p7No Searches g/No Confidentiality Mk Yes/No Other Elements Yes/No (Description

)

NOTES:

l (Before leaving this item, each program element not mentioned extemporaneous 1y by the interviewee should be raised by the interviewer to determine if it is unknown by the interviewee or merelv missed in his/her non-prompted description.)

l . .. 4. r. , , + g ,

i ,

'l ALL INTERVIEWEES: How did you by your knowledge of the utility / company fitness for duty program?

j Briefing / training Literature Public Notice Word of mouth I

'1 UTILITY / CONTRACTOR SUPERVISORY / MANAGEMENT PERSONNEL ONLY: Are you aware of a utility / contractor (s) fitness for

duty program (s)? '

, Yes No Don't know; i Other (e.g., identification as user, hotline, allegation)

I i

l ALL INTERVIEWEES: How adequate do you feel the utility / contractor fitness for duty program is for achieving an alcohol / drug free workplac s l

NOTES: h[C. m> 14 @

r. rs JA t r - :tKTAJk n aLU/n

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UTILITY / CONTRACTOR SUPERVISOR / MANAGEMENT PERSONNEL ONLY: How is liaison accomplished between your program and the utility's/ contractor's?

NOTES:

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FITNESS FOR DUTY INTERVIEW FORM p INTERVIEWE \_

)l y EMPLOYER: b Utility / plant / contractor JOB TITLE:

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INDEX PAGE NO.

ARTICLE 1. Intergion of the Parties  : .1 ARTICLE 2. Recognition .. . .. . . 2 ARTICLE 3. Scope of Agreement . .. 3 ARTICLE 4. Referral of Men . .. . 4 ARTICLE 5. Management of Project .. . . 5 l

ARTICLE 6. Hours of Work. Overtime. Shifts and Holidays .6 ARTICLE 7. Wage Scales and Fnnge Benefits . 8 ARTICLE 8. Payment of Wages - Checking in and out .9 l ARTICLE 9. Grievance Procedure . . . 10 1

I ARTICLE 10. Jurisdictional Assignments & Settlement of 12 l Jurisdictional Disputes 4

j ARTICLE 11. Union Representatives . . 13 ARTICLE 12. Travel and Subsistence 14 ARTICLE 13. General Working Conditions . 15

!, ARTICLE 14. First Aid and Safety 16

\

ARTICLE 15. Strikes and Lockouts .

17 ARTICLE 16. Sub-Contracting . .. . 18 ARTICLE 17. General Savings Clause . . 19 ARTICLE 18. (a) Cooling Tower & Stack Agreements . 20 (b) N.T.M. Agreement ARTICLE 19. Terms of Agreement . . . 21 General Work Rules for Plant Alvin W. Vogtle Nuclear Plant 22 1

) First Amendment to Plant Vogtle Project Agreement 25 i

Short Workweek Schedules .. .. . 26 phTh=97"?b y

cf 8

ARTICLE 1. Intention of the Parties ARTICLE 2. Recognition We intend by this agreement to provide close cooperation between The Employer recognizes the Augusta Building Trades Council, the management and labor for the express purpose of completing the Building and Trades Department, the National and International construction of this project without delays or work stoppages. The Unions affiliated wittf the Building Trades Department of the AFL-term employer when used herein shall mean any Contractor, Sub. ClO and General Teamsters, having jurisdiction signatory hereto as Contractor, or the Georgia Power Company as the case may be, the collective bargaining agency.

PAGE1 PAGE?

l i

ARTICLE 4. Referral cf Men ARTICLE 3 SCOPE OF AGREEMENT (1) Each employ r on the project shill hiva the unquilified

• j (1) This Agreement shall apply to all construction work within the right to select and hire directly all supervisors that it considers limits and boundaries of the Plant Alvin W. Vogtle project in Burke necessary and desirable gthout such persons being referred by the County, Georgia with the exception of fence erection. Unions. Local craf tsmen will be given first consideration for foreman and general foreman classifications. When, in the Employers opin-(2) The working conditions and hours of employment herein pro- ion, qualified local personnel are not available, other applicants vided have been negotiated by the Union exclusively with the repre- will be obtained from available sources and referred by the Union to sentatives of the Georgia Power Company on behalf of its Contrac. the project. Applicants for the classifications of journeymen, ap-tors and Sub Contractors. prentice or trainee, and helper required by the Employer on the said

' construction project, shall be referred to the Employer by the Un-(3) Any provision of a local or area collective bargaining agree. ions. The Employer shall have the right to reject any applicant refer-m*nt contrary to, or in conflict with this agreement, or contrary to red by the Unions.

ths intent and meaning of this agreement, shall not be enforced as to (2) The Unions shall accept for registration and refer all appli-cants for employment without dsscrimination against any applicant Employers working under this agreement.

by reason of race, creed, national origin, as well as membership or non-membership in the Union, and such referrals shall not be af-I fected in any way by the rules, regulations, by laws, constitutional provisions or any other aspect or obligation of union membership policies or requirements.

i (3) In the event the referral facilities maintained by the Unions are unable to fill the requisition of the Employer for employees with-in a forty-eight (48) hour period after such requisition is made by the Employer (Saturdays Sundays, and Holidays excepted), the Employer may employ applicants directly at the job site.

(4) The Employer agrees to be bound by the hiring practices in the local area not inconsistent with the terms of this Agreement provided that, where the hiring provisions or practices that prevail in a local area are on other than an exclusive basis, such provisions or practices shall be applicable if not in violation of either state or federal law.

(5) The Union will not knowingly refer employees employed by the Employer to other employment at the same rate and grade in the same locality or other activities which encourage work force turn-over or absenteeism.

' (6) In the case of employees who must possess special quali-fications or possess special skills, the Employer shall notify the Union of the qualification tests or skills required and the applicants will be informed by the Union of the requirements. The Union will not refer persons who are not adequately experienced or that the Union does not have a reasonable expectation of the applicant's ability to perform the specified work.

F%GE 4 PAGE 3

, s 9

ARYlCLE 5. Management of Project The Employer shall have the right to appoint, select and deter- ARTICLE 6. Hours of Work, Overtime, Shifts and Holidays i mine the number of foremen and general foremen and the number of (t) a. Hourg of Work: The regular work week will start on employees in any classification at any time on any job or shif t. Fore- Monday and conclude on Friday. Eight (8) hours per day shall con-man-workman ratio shall be in accordance with local or area agree- stitute a standard work day between 7 a m. and 5 p.m. with one-half ments with reasonable fluctuations. No rules, customs or practices hour designated for lunch.

shall be permitted to lamit production or increase the time required These working hours may be changed by the Employer accord-to do any work. There shall be no limitations or restrictions of the ing to requirements of the job by giving one week advance notice to use of machinery, tools, or other labor-saving devices. the Council. Employees shall be at their place of work for a full eight (8) hours each day. Forty (40) hours per week shall constitute a reg-ufar week's work. There is no guarantee of any forty (40) hour work week.

b. Reporting Time. An employee who reports for work and for whom no work is provided, shall receive pay equivalent for two (2) hours at the applicable hourly rate, provided the employee is available at his work station on the construction site for work.

An employee who is put to work shall be paid for the hours actually worked, but not less than two (2) hours.

The above reporting pay sections do not apply in the event that an employee, at his own request or due to his own fault, is not put to work or is relieved from work, or the contractor gives a reasonable notice of change in scheduled reporting time.

(2) Overtime Overtime on Sundays and Holidays shall be paid at double time; all other overtime will be paid at tima and one-half of the regular straight time rate. The Employer will determine when overtime will be worked, by whom, and on what. In no case shall premium pay or overtime be paid twice for the same hours worked.

(3) Shifts. When so elected by the Employer, multiple shifts may be worked. Such shifts shall be established for a minimum of five (5) days. All shifts shall be established on an eight (8) hour basis.

Employees on the second shift shall receive regular pay for eight (8) hours work plus 15 percent. Employees on the third shift shall re-ceive regular pay for eight (8) hours work plus fifteen percent.

(4) Holidays. The recognized holidays shall be as follows:

New Year's Day, Memorial Day Fourth of July, Labor Day, Thanks-giving Day, and Christmas Day. In the event a holiday falls on Sun-day, the following day, Monday, shall be observed as such holiday.

If employees are required to work on a hotsday, they shall recive overtime pay as provided in Article 6. Paragraph 2. Work done on PAGE 5 p g ,t n l

• v .

9

ARTICLE 7. Wage Scales and Fringe Cenefit)

ARTICLE 6 Hours cI work Overtime, Shift 3 and Holidays -Cont'd (1) All workmen covered by this Agreement shall be classi-Labor Day shall be permissable only when such services are per- fled and paid so accordance with classifscations and wage scales formed solely to protect life or property. contained in the akropnate local or area agreements which have been negotiated by the recognized bargaining agents. Dues check-

off on this project shall be in accordance with local or area agree-ments.

(2) The Employer agrees to recogn.ze and put into effect in-creases in wages and benefits that shall be negotiated between the various Unions and the recognized local or area bargaining agencies upon receipt of certified notification to the Employer from the parties to the local or area collective bargaining agreement arid approved by CISC or any successor agency where required, pro-vided wages do not discriminate directly against power plant con-struction.

(3) The Employer shall pay only fringe benefit funds for em-ployees (such as pensions, health and welfare, vacations, appren-ticeship and like) that have been and may be legally negotiated and established by a collective bargaining agreement.

(4) It is agreed that on this project a ratio of at least one (1) apprentice or helper or trainee for every five (5) journeymen shall be maintained. In the event that the local unions cannot supply ap-prentices or helpers or trainees as required, the Employer may hire from any source available to achieve the minimum ratio set forth above.

Journeymen will have the necessary skills required to perform all work within their jurisdiction. Special wage premiums such as those based on height of work, hazardous conditions or material, special skill, etc., shall not be paid. No man will be required to work under any condition which is in violation of Employer's safety regu-lations.

Recognizing the need to maintain continuing support of ap-prenticeship and similar training programs in the construction in-dustry, the Employer will, to the extent permitted by job conditions, employ apprentices to perform work which is performed by his craft and which is within his capability.

No party to this Agreement shall discriminate against any em-ployee or applicant for employment because of race, religion, sex, national origin, or age.

PAGE 7 i

I .

V

m ARTICLE 8. Peym:nt of wages - Checking in cnd Out (1) Wages will be paid weekly by check on a designated day ARTICLE 9 Grievance Procedure during working hours or when reporting for work. Any question arisigg out of, and during the term of, this Agree-(2) The brass system or a time-clock system may be use - ment involving its interpretation and application, other than general check in and out. Each employee must check himself in and out T r e eage rates, shall be handled in the following manner with the under-Employer will provide adequate facilities for checking in and out m standing that there shall be no actual or threatened stoppage of an expeditious manner. work, work interruptions, strike, picketing, handbilling or public (3) If an employee is late for work, the time will be deductes notices of any kind, and such questions or disputes shall be handled from his pay, and repeated instances of arriving late will also be by the grievance and arbitration procedures as follows:

cause for discharge. (t) Any dispute which cannot be settled by the steward and employer's representat.ve on the job within three (3) days, shall be reduced to writing and taken up by the Business Manager of the local union and the employer's job site construction management.

(2) If the dispute cannot be settled as in Step #1 above within t,ve (5) days, it shall be submitted to the International Representative of the union involved and the employer's Labor Relations Repre-sentative for settlement.

(3) If the dispute cannot be settled as in Step #2 above within five (5) days, it shall be submitted to the General President or his designated representative of the union involved, the President or nos designated representative of the Building and Construction Trades Department and the Labor Relations Representative of the employer.

(4) If the dispute cannot be settled as in Step #3 above within ten (10) days, it shall be referred to an impartial Arbitrator for settlement.

The Impartial Arbitrator to whom a grievance will be presented, will be any person upon whom the parties hereto have mutually agreed with respect to that particular grievance. If within five (5) days af ter the dispute has been referred to these representatives for cnosce of impartial Arbitrator and the parties have not agreed upon an impartial Arbitrator to whom the grievances shall be presented, the Amencan Arbitration Association shall be asked to designate an Arbitrator in accordance with its rules. The impartial Arbitrator shall have only jurisdiction and authority to determine the meaning, application of, or compliance with the provisions of this Agreement and shall not have jurisdiction or authority to add or detract from, or l l atter in any way, such provisions. l l

In arbitration proceedings, the expenses of the Impartial Arbi-trator shall be shared equally by the Employer and the local union.

PAGE 9 PAGE 10 l

%j )

ARTICLE 10. Jurisdictional Assignments and Settlement of ARTICLE 9. Grievance Procedure - Cont'd Jurisdictional Disputes.

The Employer shall provide the necessary faciisties for the The will M m miket M stopget m sla dom m gnevance meebngs. other interferences wit!Ithe work because of jurisdictional disputes.

The findings of the Arbitrator shall be binding on both parties. (2) Work will be assigned along craft jurisdictional lines. Effi-ciency and economy will also be considered in making work assign-ments. The Employer may use helpers, apprentices, or trainees to perform unskilled jobs.

(3) Disputes involving jurisdictional assignments will be set-tied in accordance with the procedural rules of the impartial Juris-dictional Disputes Board or any successor agency recognized by the employer and the unions.

PAGEI?

PAGE 11 a

O

ARTICLE 11. Union Representatives ARTICLE 12. Travel and Subsistance Representatives of the Union shatt have access to the job during it is understood that the employer shall pay no travel expenses, working hours on Union business. They shall comply with all visitor travel time or subsistancg on this job during the term of this agree-regulations of the job- ment. It is also agreed that local unions will not negotiate with the The Business Representative for each of the Local Unions sig- local or area bargaining unit, any special pay which would discrimi-I natory hereto shall have the right to designate one (1) working nate against this project. There will be no additional zone rates ne-Ltewird for each Employer who shall be recognized as that Union's gotiated, for any craft, for the complete duration of this project.

representative on the said construction project. The steward des- .

ignated by each of the Business Representatives shall be a qualified workman assigned to a crew and shall perform the work of their craft. Under no circumstance shall there be a non-working steward on the said construction project.

The working steward will be paid at the apgdicable Journeyman wage rate.

The Union may appoint a steward for each shift.

The working steward will not be entitled to any preferential ~

treatment by the Employer and will be subject to discipline (includ-ing discharge) to the same extent that other employees are. The Em-ployer will notify the Union prior to the discharge of any steward.

The Employer will permit craft stewards sufficient time to perform the duties inherent to a steward's responsibilities. The Union will inform the Employer in writing of the name of the steward on the job cnd of any change in designation of steward.

b 4

PAGEt3 PAGE 14 I

O

ARTICLE 13 General Working Conditions ARTICLE 14. First Aid and Safety '

(1) The Union shall not coerce or in any way interfere with the The employees covered by the terms of this Agreement shall owner's personnel, operation or facilities at the project site. The at all times, while employgd on this project, be bound by the safety owner's right to contract directly with other companies for work at rules and regulations as established by the Employer in accordance with the Construction Safety Act and OSHA These rules and regu-the projects site shall not be limited. and the Union shall cooperate and not interfere with the Employer's operations.  ! lations are to be posted at conspicuous places throughout the plant.

(2) There shall be no limit on production by workmen or re-stnctions on the full use of tools or equipment.

(3) Employees shaft be at their place of work at starting time, and shall remain at their work performing their assigned duties under supervision of Employer until quitting time. The Employer shall have the right to determine the place of work. It is agreed, and is the intent of the parties that there be a full day's work for a fair day's wage. Tool put-up time will be attowed.

(4) Slow downs, standby crews and make-work practices shall not be tolerated. There will be no standby crews or personnel.

(5) There will not be any organized coffee breaks. rest periods or other non-working time established during working hours.

(6) The Georgia Power Company may install specialized

• equipment, or operate or inspect or test equipment before, dunng or efter installation, using people of the Owner's choice, the Georgia Power Company's own personnel, or Manufacturer's personnel as may be deemed necessary.

I I

PAGE 16 PAGE 15 I

O

l ARTICLE 15. Strikes and Lockouts ARTICLE 16. Sub-Contracting The Union agrees that so long as the local or area labor agree. The terms and conditions of this Agreement shall apply to any ment appbcable to the Plant Vogtle Site is in effect there shall be no contracts or sub-corgtracts let by the Employer subsequent to the strikes, refusals to work, wobbies walk-offs. slow-downs, or picket. date of this Agreemdht in the prosecution of the work covered by ing for any purpose whatever at the Plant Vogtle Site. In the event of this agreement. The furnishing of materials, supplies or equipment any activity in violation of this commitment (1) the Union and its and the delivery thereof shall be in no case considered as sub-con-off6cers and other representatsves will promptfy take all the reason. tracting. Neither Employer nor an Employer's sub-contractor shall be restricted in the selection of kind or source of materials, supplies l able steps to end such activity and (2) the Employer is hereby geven the option to shut down any or all parts of its work services at the or equipment used in, furnished for. or used on the prosecution of the work nor the transportation medium in moving such materials.

Plant Vogtie Sate as well as pursue any legal remedy available.

The Employer agrees that so long as the local labor agreements supplies or equipment to or from the jobsite.

applicable to the Plant Vogtle Site is in effect there shall be no lock-outs at the Plant Vogtle Sate. It is acknowledged that if the local labor agreement has expired. (a) any Employer shall have the option of (1) supportmg the negotiation for a new local labor agreement by (2) shutting down or continue to work; (b) the Union shall have the option of stnking and withdrawing its members from any Contrac-for supporting negotiation when substantia!!y all other Contractors are struck.

Nothing herein is intended to limit the rights of the parties to pursue any remedy available under law in the event of the violation of the provision of this agreement.

If by chance any picketing or work stoppage does occur m vio-lation of the provissons of this agreement, all Unions and Employees shall consider any picketing or stoppage illegal and refuse to recog-nize such action and continue to work.

PAGE 18 PAGE 17 f

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9

ARTICt.E 17. General Savings Clause A E 18 Any provissons in this Agreement which are in contravention of (a) Cooling Tower and Stack Agreements any Federat. State or Local regulation or laws affecting all or part of All provisions og this Project Agreement wi!! prevail except the limits covered by this Agreement shall be suspended in opera- special provisions contained in (Cooling Tower and Stack) agree-tion within the limits to which such law or regulation is an effect ments which have been given to signatory Contractors and Union Such suspension shall not affect the operation of any such prove- w mgad to woWng mWons or omer scessus to ehe saons covered by this Agreement, to which the law or regulation is empi yees to wod on Ws typ work not applicable.

(b) N.T.M. Agreement All provisions of this agreement shall apply to all work assigned to NTM Boilermakers except they shall receive the transportation allowance and travel expense in accordance with N.T.M. Agreement.

i PAGE 19 PAGE:

0

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These gener;I work rules for Plant Alvin W. Vogtfe Nuclear Sta-ARTICIE 19 Term of Agreement tion will become a part of this agreement.

(1) This agreement, when segned by the Georgia Power Com- 1. Vending machine . Iunch wagons, coffee pots, coke machines, cracker machines, sandwich dispensers and etc. will not be pany on behalf of its Contractors and Sub-Contractors and the Union, shall be in effect from March 27.1974 and shall contmue allowed on the plant site. This includes Georgia Power Company Offeces. Sub-Contractor's Offices, and all other possible loca-m full force and effect for construction of Units #1 & 2 located at the tions at the job site. Any employee caught selling these items i Vogtte site unless changed or terminated as provided for in para-will be subject to dismissal. Thermos bottles of coffee, coke.

graph (2) of this article.

milk or tea or permissible.

(2) Either party desiring to change or terminate this Agree-

2. Alcohohc beverages or narcotics will not be allowed. Anyone l

! ment must notify the other in writing at least sixty (60) days prior to caught drinking or under the influence of drugs or alcohol will i doing so be terminated and barred from job.

I (3) This agreement shall not be amended or supplemented 3 Hunting and fishing will not be permitted on Company Property.

except by mutual consent of parties hc.eto reduced to wnting and

4. Steahng, gambbng, sleeping, and fighting on or about the job duty signed by each.

will not be permitted. Anyone caught doing any of these things will be subject to dismissal.

5. Parking will be restricted to designated areas, as outlined by Georgia Power Company. All personnel shall enter and leave project through the assigned gate.

6. No fire arms will be allowed on Company property.

l 7. Any vehicle or person employed on this site is subject to be searched entering or leaving Project.

8. Any employee terminated for violation of these work rules will not be hired by any other contractor on job site. Switching of people from one contractor to another contractor performing same type of jurisdictional work is prohibited.

9. In addition to these general worm rules, each individual Em-ployer may have his own Company work rules. These rules will be discussed with the affected unions before they are imple-mented l

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(5) Short Workweek Schedules:

' The Employer may establisia short workweek schedules calling FIRST AMENDMENT TO PLANT VOGTLE PROJECT AGREEMENT The Employers anc the international and local unions affshated for four (4) days of ten (10) hours Monday through Thursday and three (3) days of twetIe (12) hours, Fnday through Sunday. Employ-with the Building & Construction Trades Department, AFL-CIO and Teamsters having junsdiction over the Augusta area hereby agree ees assigned to the four (4) day short work week shall be paid at the overtime rate of one and one-half (1%) times their regular pay for aff to amend the Plant Vogtle Project Agreement, which was signed on hours worked over eight (8) hours in one day. Employees assigned March 27,1974. The term Employer when used an this Amendment to the three day (3) work week will be paid one and one4cif (1%)

! shall mean

• Georgia Power Company and/or any contractor or sub-times their regular straight time rate of pay for all hours wormed over I contractor" working on the Plant Vogtie Project, as the case may be.

The Plant Vogtle Project Agreement is hereby amended as follows: eight (8) hours on Fnday and for all hours worked on Saturday and Sunday On the three-day work week, the one-half (%) emur des-Add Paragraph (5) to Article 6 of the Plant Vogtle Project Agree-ment to provide as follows: egnated for lunch will be part of the twelve (12) hour shifts and will be paid at the appropriate rate.

It is understood that the four (4) day short work week and the three (3) day short work week will be worked concurrently. It is further understood that due to scheduling problems, all crafts will not afways be required to work the three (3) day short work week.

In the event employees assigned to the four (4) day short work week are required to work a fifth, sixth, or seventh day, the rate of pay for those days shall be as follows: Friday, one and one-half (1%) times their regular rate of pay, Saturday, one and one-half (1 %) times their regular rate of pay, and Sunday, two (2) times their regular rate of

' pay.

Employees working either of the short work week schedules shall be paid the normal fifteen (15%) percent shift differential, if they are assigned to a second shift.

The above short work week schedules can be worked in lieu of the normal five (5) day work week desenbed in Article 6, Paragraph (1) by giving the Council one (1) week advance notice.

Memorial day, which is designated as a holiday in Article 6, Paragraph (4), will not be recognized as a holiday for employees l working the short work week. All other holicays listed in Article 6.

Paragraph 4 will only be observed the day that the holiday falls, so holidays falling on Sunday will not be observed on Monday.

These short work week schedules may be terminated by the Employer after thirty (30) days written notice to the Council. It is further agreed that the short workweek schedules shall not be used by any contractor once sixty (60) days have elapsed after commer-cial operation of Vogtle Unit No. 2 PAGE A PAGE 25

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This Amendment to the Plant Vogtle Project Agreement wis agreed to this the 18th day Of August 1981, by the following PUTINt.N CONSTRUCTION INDUSTRIES KEN 1711-FORT 50N COMPANY, INC.

parties:

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WEILHEIM gRPORATION OF AUGUSTA BY ,

GEORCI A P< R CG.".1 /sN Y By: _ -

_. L (( g 7 WILLIAMS CONTRACTING, INC.

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WALSH CONST RUCTIu:4 CGMPANY By: _, _ *_ _ - - ~ -

_ _ _ _ UNIONS-FUNDAMENTAL MATERIALS, INC. , ,

UNION OF AMERIC , IDCAL UNION NO. 2

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l THE INGALLS IRO* SORKS COMPANY

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INT RNATIONAL BPOTIIERilOOD OF EI.frTRICAL WORKERS (IHEW), LOCAI. UNION NO. 1579

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MOBLEY CONS RUCTION CO!1PANY, INC. UY: I2 M[ _

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UNITED I@ rTHEFHOOD OF CARPENTERS & JOINERS,

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SHEETMETAL WORFERS' INTERNATIONAL ASSOCIATION, LOCAL UNION NO,. 85 (Saw Dist s by: 0ls i

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FROST INSULATORS & ASBESTOS WORKERS, IDCAL UNION No. 96 i Byg jpg . M Id

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UNITED ASSOCIATICN OF JOURNEYMEN AND APPRENTICES OF THE PLUMBING AND PIPEFITTING INDUSTRY OF THE UNITED STATES AND CANADA, IDCAL UNIpN NO_. 150 .

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INTJRNATIONAL ASSOCI ATION OF IRO!MORKERS, IDCAL UNION NO. 709 r .yJ .e4. 9 04-_

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PAGE 30 PAGE 29 9

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, f R. hefce Head Jr June 8, 1982

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Dear Employee and Family:

Peace of mind is important to your well being at home and on the, , '

job. It's possible that sometime during your life, you might be faced with problems that stand in the way of your health, happiness, and job ,

productivity. This can happen to even the most well-adjusted people.

Because the Georgia Power Company realizes that employees and their family members could be affected by personal problems in daily living, we have contracted with Human Affairs, Inc. to administer a comprehen-sive Employee Assistance Program.

Available to all employees and their family members, the Employee Assistance Program will help participants with personal problems and concerns of any kind. Common problems include:

Family Legal Marital Financial Alcohol Emotional Drugs Physical Human Affairs, Inc. provides a professional counseling and re-ferral service specializing in helping people resolve personal problems.

i It has been providing these services to companies throughout the United States for eleven years with much success. ,

The counseling services of Human Affairs, Inc. are offered at no cost to the employees. If you are referred to a community treatment facility--doctor, lawyer, psychologist, or other professional--and you elect to avail yourself to such treatment, you will be responsible for any charges associated with this treatment. The Company's Medical Insurance Plan provides certain coverage for psychological counseling and medical treatment and should be consulted about these charges. The erployee or family members will always be made aware of the terms and understand the charges before referral is made. In many cases, the counseling service provided by the Employee Assistance Program counselors will help the individual resolve the problem without referral. -

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- Georgia Power d

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Employee and Family 9 age 2

'The program is voluntary and you may contact the nearest Human Affairs Counselor by calling their 24-hour telephone service at area code (404) 233-3733. There may be instances when an employee's problems may interfere with job performance. Regardless of whether the problem is purely personal or affects job performance, your participation in the program will be on a strictly confidential basis and will not be made a part of your personnel record.

Additional information about the Employee Assistance Program, including center locations, will be placed on all Company Information Centers in the near-future.

If you have a personal problem of any kind, I urge you to seek assistance from the program. You are our most valuable asset, and we 4 want you to be as healthy and successful as your desires and abilities will permit.

Since ,

R. Pierce Hea , Jr.

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cn.e' Esecuvve O tice' April 15, 1982 DEAR FELLOW EMPLOYEES:

The Company has throughout the years adopted a number of policies designed to guide its officers and employees. Proper distribution and communication of these policies ensures the highest utilization of the Company's assets and the greatest efficiency of the Company's employees.

With this thought *in mind, the attached document fonnally states Company policy relating to a nurrber of issues which are of the utmost importance to all employees. As adherence to these policies is a condition of employment, the officers and employees of Georgia Power Company owe it to themselves, the Company, and our customers to become familiar with their contents and to practice these policies at all times.

F R. W. Scherer RW5/sp .

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SUBJECT:

CONDUCT OF EMDLOYEES PURPOSE:

The purpose of this policy is to outline the Company's standards and regulations designed to guide officers, employees, and agents in the conduct of their daily business in such a manner as to ensure the highest utilization of the Company's assets and the greatest efficiency of the Company's employees. .

POLICY:

I. ILLEGAL DRUGS The possession or use of illegal drugs (defined as any drug or drug-like substance whose sale, use or possession is unlawful) is inconsistent with the Company's objective of operating in a safe and efficient manner. Accordingly, no officer, employee, or agent shall use or have in his or her possession illegal drugs during working hours or on Company property at any time. Additionally, no officer, employee, or agent shall report to work while under the influence of illegal drugs. The services of any employee who engages in such conduct will be subject to temination per vested authority. The only exception is the taking of prescribed drugs under the direction of a physician.

II. ALCOHOLIC BEVERAGES The use of alcoholic beverages by employees engaged in the construction, operations and maintenance of the Company's f acilities is inconsistent with the objectives of operating in a safe and efficient canner. Accordingly, no officer, employee, or agent shall use alcoholic beverages during working hours nor shall alcoholic beverages be served at a Company function without prior approval by the appropriate senior officer of the Company as designated by the Chief Executive Officer. Additionally, no officer., employee, or agent shall report to work under the influence of alcoholic beverages. Employees in violation of this policy will be subject to discipline up to and including temination of employment per vested authority.

III. FIRE Arts The possession of fireams on the Company's property is inconsistent with the Company's objective of providing a safe workplace for all employees. In order to avoid any incon-sistencies in the Company's objective of providing a safe work environment, no officer or employee, excluding security guards, shall bring onto the Company's property a loaded or unloaded fiream, including handguns, rifles, and shotguns, without prior approval of the appropriate senior officer of the Company as designated by the Chief Executive Officer.

Employees who knowingly violate this policy shall be subject to disciplinary action up to and including temination of employment per vested authority.

%~ .

1 l

'T LABOR RELATIONS DIALOG j TAPE DATE: NOVEMBER 11, 1983 PROGRAM INTRODUCTION Hello, and welcome to Labor Relations Dialog. I'm Howard Winkler.

Today's topic is one that management has been putting a great deal of emphasis on during the past two. years: Drug and alcohol abuse.

In fact, chances are that during the past year you have sat in on

~

an employee information session and a supervisory training session about drugs and alcohol. Today, we're going to take a look at the Company's drug and alcohol abuse policy, and how to administer it.

To help us with this task we have a special guest who many of you may know. He's Mickey Glasco, a pharmacist and manager of Eckerd Drugs in Lawrenceville. Mr. Glasco presented the health information in a large number of our programs around the system.

We also have other panelists with us today. Don Ellis, assistant manager of Labor Relations, is filling in for Bill Zachary. Don is the department's resident expert on drug abuse matters. We also have Mr.

George Head, senior vice president for Pcwer Generation. And finally, Mr. Gene Barineau, manager of the Macon Division.

Let's start out with our guest. Mickey, you've been around our system quite a bit during the past year. You've spgken to employees in the plants, divisions and the general office. How big a drug and alcohol problem do you think Georgia Power has?

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LABOR RELATIONS DIALOG

' TAPE DATE: NOVEMBER 11, 1983 QUESTIONS

~

1. Mickey, how big a drug and alcohol problem do you think Georgia Power has?

2. George - .You were one of the key players in getting the Company's program started. How do you see the problem?

3. Don -- Tell us in a nutshell, please, what the Company's policy --

is.

4. Mickey -- Don just told us that reporting for work under the influence is against the policy. How do you recognize an individual who may be under the influence of drugs or alcohol?

5. Also, Mickey -- How about an employee with an actua1 addiction, such as alcoholism? What do you look for?

6. Gene -- What should a supervisor do when an employee begins showing some of these signs of deteriorating performance?

7. And Don -- What's the procedure for dealing with an employee who reports to work under the influence or is caught drinking or using drugs on Company property?

8. Mickey -- All of us know what liquor looks and smells like, but how can a supervisor recognize illegal drugs?

9. George -- What should a supervisor do if he finds drugs on Company property?

10. Don -- You just got back from a conference where the topic of discipline versus rehabilitation was discussed at great length.

Where does Georgia Power stand on this?

l J

II. Gene -- Since the beginning of the year we've been screening all new hires for drugs. Can you tell us a little about that?

12. Mickey -- You've had a chance to observe other companies' drug and alcohol programs. How does ours compare?

6 l LABOR RELATIONS DIALOG TAPE DATE: NOVEMBER 11, 1983 CONCLUSION That's all we have time for right now. During this show we referred to specific guidelines for recognizing unfit behavior and procedures for administering the Company's drug and alcohol abuse policy. These have been distributed to supervisors around the state, and we suggest that you review them from time to time. _.

If you need another copy of these materials, we'll be glad to send you as many sets as you need. You can write to Don Ellis, Labor Relations Department, 4th floor, 333 Piedmont Avenue, Atlanta, or you may simply call Don at 811-6155.

On behalf of Mickey Glasco and our panelists, I'm Howard Winkler.

Thank you for watching.

i 1

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GeorgiaPbwer J. H. Mdier. Jr. IPir W9 overre syste'"

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l EXECUTIVE OFFICERS GENERAL OFFICE DEPARTMENT HEADS DIVISION VICE PRESIDENTS DIVISION MANAGERS I am pleased to advise you that a new program is being imple-mented at Georgia Power Company for employees and their depend-ents. It is the Employee Assistance Program and is designed to aid employees and their family in finding help with perso-nal problems that ultimately could have a detrimental effect o'n productivity and job performance.

It is recognized that a variety of stressful situations such as marital or family problems, personal finances, alcoholism, drug abuse and physiological or emotional difficulties, when left unattended, are quite costly in terms of lowered producti-vity, increased accidents, turnover and absenteeism.

Georgia Power Company has contracted with Human Affairs, Inc. ,

an independent organization of professional counselors, to pro-vide a comprehensive program of counseling and referral services for the benefit of all employees and their families. Human Affairs is the largest organization in this particular field with eleven years experience in working with large companies to help employees solve these kinds of problems.

The counseling services of Human Affairs, Inc., are being offered at no cost to employees. If an employee chooses to follow up on any referrals to other treatment facilities, however, he or The Company's medical she will be responsible for those costs.

insurance plan may apply to these charges and should be consulted

determine what benefits may be available.

2 articipation in the Employee Assistance Counseling Program will be voluntary on the part of the employee and contacts between the employee and Hu=an Affairs, Inc. , will be handled on a confidential basis.

In the next few weeks, training will begin for supervisors and i

l Feu- N'/4 c/r  ;

1

~

management personnel to acquaint them with tha Employa2 Assistence

- Program. Also, a letter will be sent to all employees and their families announcing this program.

The Employee Assistance Program will be administered Health by Services the Safety and Health Department and Mr. Jerry West,Please call Mr. West on Manager, will serve as coordinator.

extension 2808 if you wish to discuss any aspect of this new program.

I believe that the Employee Assistance Program will help our Company, and I solicit your full support.

Sincerely, H. LER, .

l l

1.

Georgia Powers $

-' Interoffice Correspondence December 5, 1983 Mr. J. C. Causey Mr. E. C. Barineau Mr. T. E. Branan Mr. W. C. Zachary Mr. J. W. Tate Mr. D. B. Ellis Mr. R. E. Barnett Mr. R. L. Pierce RE: Labor Relations Dialog Enclosed are materials to help you prepare for our December 12 taping of Labor Relations Dialog. Our topic this month is the Individual Assistance Program. Bruce Blythe, Southeastern Director for Human Affairs, AsInc., has usual, consented to be our guest and will field most of the questions.

we will begin with lunch at noon in the fourth ficor conference room at 333 Piedmont Avenue. We will then proceed to the studio and should be finished by three o' clock.

If you have any questions, pleasd call me at ext. 7936.

/

Howard Winkler HW/rd cc: Mr. Bruce Blythe l- 03 $ - $9' Y 0 6/7

. . . . = _ . . - . . . _ - . . _ _ . . _ -

e LABOR RELATIONS DIALOG INDIVIDVAL ASSISTANCE PROGRAM PROGRAM OPENING TAPE DATE: DECEMBER 12, 1983 Hello, and welcome to Labor Relations Dialog. I'm Howard Winkler.

! Our subject today is one of the most valuele and versatile supervisory tools we have. It may also be among the least understood.

l I'm talking about the Individual Assistence Program -- fonnerly called

the Employee Assistance Program.

About a year and a half ago, the Safety and Health Department --

5 they're responsible for the program -- went to all the plants and divisions to talk to supervisors about it.

l Well, a lot's happened since then, and especially with the Company's big emphasis on drug and alcohol abuse, we thought it would be.a good idea l to spend a little time on it. As I said, it's one of the best tools a supervisor has for dealing with performance problems.

To tell us about the program today is Bruce Blythe. He's a psychologist and is Southeastern Director for Human Affairs, Incorporated. Human Affairs is the outside firm that runs the I-A-P. for the Company. Welcome, Bruce.

We also have with us today Bill Zachary, Labor. Relations Manager --

Jack Causey, Vice President and General Manager of Fossil and Hydro Generation -- He's filling in today for George Head -- and finally, Macon Division Manager, Gene Barineau. Welcome, gentlemen.

Bruce, all of us have a few questions for you. Let me start by asking 4

you to describe the structure of the Individual Assistance Program. That is, who would an employee or supervisor be talking .to if he called one of the  ;

numbers listed for the I-A-P around the state?

i I

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QUESTIONS 1, VM .~t'd 3n e-1c"e.2 er 9::e-Hscr be t? kinc to if he called one of the l

numbers listed for the I-A-P around the state?

2. (J.C.C.) When would a supervisor want to suggest that an employee give the local I-A-P office a call?

3. (W.C.Z.) As supervisors we're used to seeing performance problems as being separate from personal problems. From your experience, how closely connected are they? ,

4. (E.C.B.) Can a supervisor or foreman ever call the I-A-P counselor himself to discuss a problem employee?

5. (H.W.) What kind of follow-up can a supervisor get from the I-A-P if he refers an employee to a counselor?

6. (H.W.) Does that interfere with the employee's confidentiality?

7. (W.C.Z.) Speaking of confidentiality, how confidential is the program and what assurances does an employee have that his conversations won't be reported verbatim to his supervisor?

8. (J.C.C.) You mention that we get back statistical reports. Give us an I idea how many employees are using the I-A-P and what they are calling about?

f (E.C.B.) We tell our supervisors and foremen to care about their employees.

How involved should they get, though, when they suspect that an employee is having some kind of serious personal problem?

10. (J.C.C.) What are the limits to the kind of problems I-A-P counselors can treat?

11. (E.C.B.) How many times can an employee see an I-A-P counselor, and what happens if he needs more extensive treatment, say, for a serious anxiety or alcohol problem?

.I

1

12. (H.W.) Bill, can a supervisor require that an employee seek out the Individual Assistance Program?

13. (H. W.) Lastly, Jack anc Gene, how supportive are you and your organizations of the I-A-P?

l l

l l

l

4 PROGRAM CLOSE I'm afraid that's all the time we have for now.

I hope we've given you a better understanding of the Individual Assistance Program and how it works. I'.'s not only an excellent resource for your employees, but it's something like having a psychologist on your own staff to talk to about personnel problems. And as Jack and Gca: havt just told

! you, it's a resource that management hopes you will take full advantage of.

For the name and number of the nearest I-A-P counselor, check with your Human Resources Coordinator, Office Manager, or the Safety and Health Department.

Thank For our guest, Bruce Blythe, and our panel, I'm Howard Winkler.

l 2 you for watching.

1 >

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H Uti A N AFFAIHS MANAGEllENT STAFF

(!!ANACEt:ENT T E A!!)

Utto Jones, fi . S . tl . (! asters in Social !!ork)

President of Human Affairs, Inc.

Otto Jones provides national expertise to all programs

! administered by Human Affairs, Inc.

He has served as a consultant to the President's Commission on tient al Health , National Institute on Drug Abuse and the National Institute on Alcohol Abuse and Alcoholism. He is nutionally known as the " grand f a ther" of Employee Assistance Programming.

He has received national and local nedia coverage due to his success in comprehensive Employee A u r, i u t u n c e P r og r a m.a i ng dating back to 196v.

bruce 1. Blythe, M.A. (Clinical Psychoingy)

Soutneastern Director for Human Affairs, Inc.

Bruce T. 131 y t h e directs all Ilu m a n Affairs, Inc. Employee Assistance Programs in the Southeastern United States and has been involved in the growth of Human Affairs, Inc. for 10 years.

Hr. Olythe has received his graduate degree in Clinical Psychology with several years experience in busincus and industry. His expertise is in enployee counseling and drug / alcohol abuse, lie has set up Employee Assistance Programs in 43 cities primarily throughout the southeast and eastern scaboard.

1

A PROFILE OF HullAN AFFAIRS, INC.

Since- our cutabliahnent in l'173, ilu m u n Arairs, Inc., han offared a service to increase employee productivity in business and industry throughout the United States. Ilumun Affairs, Inc.

is now recognized as the leader in the field popularly known as "Employce Accistance F r o g r a m.n i ng " . We are presently serving over tjut,00L employees and their families in more companies than any -

other organization of its kind.

ilu m a n Affairs, Inc. and Otto Jones, President, have received repeated national recognition in such publications as Business Week, New York Times, and the Wall Street Journal. locally, television and radio stations, Atlanta Magazine, Ouciness Atlanto, Atlanta Journal /Constitutiun, ane! Atlanta Susiness Chronicle,have,all attested to the succesc of our innovative Employee AssisTan~ce' Programming.

Our programs are successful in large corporations such as Gen'ral Electric, Georgia Power Company, U.S. Steel, Bell Telephone, lioneywell, and Kimbe'ly-Clark r Corporation as well as in many smaller companies with as few as a hundred employees.

An Employee Assistance Program with human Affairs, Inc. gets results for dollars invested that can be-documented by both ecomonic and humanitarian means. In short, uur resultu are measurabic in dollars saved and in happier, more productive employeet,.

We invite you tu analyze the return on investment documented by companies we are presently serving, and to contact touse organizations directly to discuss their experience with us. We trust that asg g g g more about how we can benefit your will approve the implementation of a o r.j ani za t iun , ,-_ _ 4 wy.

comprehensive En,)lnyee Assistance Peugram with Human Affairs, Inc.

WHAT IS AN EMPLOYEE ASSISTANCE PROGRAtt (CAP)

AS PROVIDED BY HU!!AN AFF AIRS, INC?

Ine euncept of the Employee Assistance Program provided by H oria n Affairs, Inc. is c im ;: l e . ine progenu includes services for

employeca and retirees and their dependents. The objective is to ge;

c. e troubled person to cne recource best qualified to help resolve the problem. Cetting this done, however, is complex and requires a high degree of p ro fessionalic a , knowledge and

, managerial skills.

Hunan Affairs, Inc. ic a company of licensed professionals (psychiatrists, psychologists and social workers) with an eleven-year track record of gitting truubled people to the best

, source (s) to solve their problems. When these personal problems are resolved, productivity will incroace, while medical insurance and other employer costs decrenue.

Employees and their dependents are encouraged to scck the '

1 hel,i and counsel of Human Affairu clinicians for any problem they l ta a y have. Following identification of the primary problem (s),

counseling is provided or referral to the best cource is made.

In approximately 4G' of the conco, the Human Affairs p ro f e su'iona l staff personally helps the pctuon resolve the problem. In cither case, follow-up is supplied to insure successful resolution of t

the problem (s).

ABOUT THE SEHVICES:

24 HOURS /7 DAYS A hEEK OFFICES AWAY FROM UORKSITE CONFIDENTIAL SCRVICCS l

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.._.....,....,7 All people, even the most well adjusted, at times have problems that require the solicitation of outside help. These diverse problems can many ' times negatively af fect the productivity of an individual in his or her work environment.

. r: ..c. ..--y: left on the As we all know, perscnci - ..:

doorstep when an employee comes to work. Problems of all kinds can, and will, affect job performance. The more severe these

..e more they will impair an Individual's ac t Aity r.c pe rrcem adequately on the job.

TilESE EMPLOYEE PROBLEMS TIIESE EMPLOYER'S PROBLEMS CAUSE FAMILY PRODUCTIVITY MARRIAGE QUALITY ALCOHOL ABSENTEEISM DRUGS ACCIDENTS JOB STRESS TURNOVER LEGAL INTERPERSONAL POLICE CONFLICT FINANCIAL THEFT MENTAL MEDICAL COST PHYSICAL SICK LEAVE COSTS ATTITUDE GARNISHMENTS Far too many timeb individuals may not know where to seek adequate assistance or may deny that they need help to resolve a problem. Thus, the personal problem persists and productively continues to be impaired. Recognizing that many problems go beyond the scope of normal job supervision, many organizations throughout the country have adopted a comprehensive Employee Assistance Program. Employees who are experiencing problems that may be af fecting work performance then receive confidential and professional help.

Human Affairs, Inc. has been there to provide 'the expertise to organizations who have decided to deal with losses due to troubled employees.

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R. Pierce Head. Jr.

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1 December 22, 1983 l

Dear Associates and Family:

I would like to remind you of the Individual Assistance Program that is available around-the-clock to help you in j dealing with personal concerns or problems. As you recall, this program was implemented in mid-1982. Since that time, we have had some excellent feedback concerning the assistance that has been rendered for our personnel. Over 1,000 employees and their f amily members have received assistance through the program.

Human Affairs, Inc., a professional counseling organi-zation is providing confidential counseling and referral

! services for those employees and their immediate family members seeking help with problems such as:

Marital Drug Abuse i i Family Alcohol Abuse Legal Emotional Financial Medical

! Euman Affairs, Inc. has set up a network of counselors across the state that is available to you for short-term f counseling and/or referral to appropriate resources. If you are referred to a doctor, lawyer, hospital, treatment facil-ity, f amily counselor, or other professional, you will be responsible for charges associated with the referrals. The l first level of counseling and referrals is done without cost to the employees. Many times Company group insurance will assist greatly with the expenses associated with a referral case. All the services and information is confidential I between the employee and the counselor. The Georgia Power Company receives no information about who has used the service or the nature of any individual's problems.

fo'M- 8 9 -9 o C/t

i GeorgiaPower d Associates and Family Page 2 December 22, 1983 It has been called to my attention that several of our employees have been involved with garnishments and bankrupt-cies. Let me emphasize that financial counseling is available through this program.

We care about your well-being and health both on and off the job; therefore, we encourage you and your f amilies to use this program if needed.

Enclosed are two wallet cards for your use that show all of the pertinent information concerning the program and the phone numbers of the counselor nearest you. Hopefully, this will serve as a handy reference for contacting the counselor if you have a problem or concern.

Sina el R. . ea , Jr.

..-,.-._m-_ _ ,m _ - . _- -.- - - . _ _ . - -

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, int:roffica Correspondence Georgia Power m\

G TO: VOGTLE DRUG TASK FORCE FROM: Howard Winkler

SUBJECT:

DRUG TRAINING ,

DATE: July 31, 1984 -

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Ten training courses on drug and al.cohol abuse were held for contractor superintendents, general foremen, foremen and shop stewards. During the 90 minute. presentations I covered the major drugs of abuse, their long and short term health effects, the faculties impaired by intoxication caused by each of these substances and how to recognize an individual under their influence.

The attendees were shown various drugs and paraphernalia and were acquainted with the cdor of marijuana. I discussed the Company's concern for keeping drugs and alcohol off the job and how to help someone with a substance abuse problem. Questions raised an .-

answered dealt mostly with the Company's drug and alcohol policy.

. Approximately 800 peopl'e attended the June 6,.7,.and 8 classes ~.

representing Cleveland, Ingalls *, Pullmari, P.K.F. , Walsh, and l" Williams. Representatives from Research-Cantrell, Fundamental js Materials, Nisco, and G.E. attended an earlier presentation for union business agents.

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H. Winklor s Eduentian Progran FITNESS FOR DUTY

. AND-DRUG ABUSE On June 6, 7 and 8, 1984, a training class was held for all Georgia Power Company and contractor supervisors and union representatives. The following areas were addressed at each class:

I. INTRODUCTION A. Relationship between Fitness for Duty and Drug Abuse.

B. Georgia Power's goal of safety and productivity C. Overview of program, II. The Major Drugs and What They Do A. Marijuana *

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B. Cocaine and other stimulants

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C. Alcohol and other depressants

.III. Drug Dependency A. Addiction and Dependency B. The Process of Dependency ,,

C. How to recognize a Drug Dependent Employee

. D. . Dealing with the Drug Dependent Employee IV. Summary

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V. Questions ,

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• I Georgia Pow:t Comp;ny 333 he2mont Avenu:2 r r

.a Atlanta. Georgia 30308 Teconons 404 526 6526

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V Pc5t Of tece Bon 4545 At:anta. Georgia 30302 R. W. Scherer GeorgiaPower Chairman of tr'e Bearc the scurnern esencsystem Chief Executive Officer November 12, 1984

Dear Fellow Employee:

In the two years since I wrote to you about the Company's drug and alcohol policy, much has happened that will interest you. *

. Employee information sessions involving medical professionals have been held in every major work location in the Company.

. A policy of pre-employment drug screenings has helped us to avoid bringing a large number of current drug users onto our payroll.

. An Individual Assistance Program, which provides confidential counseling and referral services, has been started. To date, more than 1,500 employees and their family members have received help f.or a variety of personal problems.

In our latest opinion survey, ninety percent of us said that working in a drug and alcohol-free environment is important.

More than half agree that our program to eliminate substance abuse is working. Indeed, I believe that these activities have contributed to the improved safety and productivity of our Company. e-Attached for your information is a copy of the Company's policy on alcohol and drugs. Note that the section on illegal drugs has been clarified to include abuse off Company property as well as abuse while on duty.

We as a Company have made a commitment to prevent substance abuse from ruining our employees' lives. I personally encourage you to contact the Individual Assistance Program whenever you or a member of your immediate family has a question about alcohol or drugs.

Sincerely, R. W. Scherer

[0M- 8 7- 94 RWS/dd C /o Enclosure

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'y COMPANY POLICY ON ILLEGAL DRUGS AND ALCOHOLIC BEVERAGES Illegal Drugs ,

The possession, sale, or use of illegal drugs (defined as any

drug or drug-like substance whose sale, use or possessilon is

' unlawful) is inconsistent with the Company's objective of oper-ating in a safe and efficient manner. Accordingly, no officer, j employee or agent shall use or have in his or her possession illegal drugs during working hours or on Company property at any time. Additionally, no officer, employee or agent shall report to work while under the influence of illegal drugs. The services of any employee who engages in such conduct will be subject to discipline up to and including discharge per vested authority.

The only exception is the taking of prescribed drugs under the direction of a physician.

The unlawful involvement with drugs or narcotics off Company property will constitute grounds for severe disciplinary action, up to and including termination of employment.

Alcoholic Beverages The use of alcoholic beverages by employees engaged in the construction, operation or maintenance of the Company's facil-ities is inconsistent with the objective of operating in a safe and ef ficient manner. Accordingly, no officer, employee or agent shall use alcoholic beverages during working hours nor shall alcoholic beverages be served at a Company function without prior approval by the appropriate ssnior officer of the Company as designated by the Chief Executive Officer. Additionally, no -

officer, employee or agent shall report to work under the influ-ence of alcoholic beverages. Employees in violation of this policy will be subject to discipline up to and including termi-nation of employment per vested authority. -

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COMPANY POLICY ON ILLEGAL DRUGS AND ALC0HOLIC BEVERAGES Illecal Drucs The possession, sale, or use of illegal drugs (defined as any drug or drug-like substance whose sale, use or possession is

" unlawful) is inconsistent with the Company's objective of oper-ating in a safe and ef ficient manner. Accordingly, no officer, employee or agent shall use or have in his or her possession illegal drugs during working hours or on Company property at any c time. Additionally, no officer, employee or agent shall report .

to work while under the influence of illegal dr,ugs. The services -

of any employee who engages in such conduct will be subject to discipline up to and including discharge per vested authority. s g*,

The only exception is the taking of prescribed drugs under the A direction of a physician.

The unlawful involvement with drugs or narcotics of f Company property will constitute grounds for severe disciplinary action, up to and including termination of employment.

(' Alcoholic Beveraces The use of alcoholic beverages by employees engaged in the construction, operation or maintenance of the Company's facil-ities is inconsistent with the objective of operating in a safe and ef ficient manner. Accordingly, no of ficer, employee or agent shall use alcoholic beverages during working hours nor shall alcoholic beverages be served at a Company function without prior approval by the appropriate senior officer of the Company as

! - designated by the Chief Executive Officer. Additionally, no "

of ficer, employee or agent shall report to work under the influ-ence of alcoholic beverages. Employees in violation of this policy will be subject to discipline up to and including termi-i nation of employment per vested authority.

[ . . -

, interafflee Cerrespondekce Georgial'owei k o .

February 15, 1985 File No.: X78G17-C-SP01 Corr. No. QA*3635 To: W. 7. Nickerson '

Deputy Project General Manager

Subject:

Plant Vogtle - Q. A. Audit of On-Site Drug Testing Frogram

$P01-85/03 s Audit Scopes This audit examined Plant Vogtle's on-site drug testing program for compliance with the Vogtle Project Drug Program (VPDP) k nual, sect.fon

12. In this light, neither the results nor the disposition relative to the results were evaluated.

Summary of Problems Found There is no formal authorization of the VPDP k nual. 't Training is not conducted in accordance with section 12 of the VPDP knual.

Evaluation: The on-site drug testing program is well planned and administered ,;

in a professional manner. There .are, however, areas requiring improvements. '

The VPDP Manual needs to be formally approved by management. Also, training of personnel has been accomplished by local project 1 safety personnel vice the vendor as required by the VPDP h nual.

Action: No action required.

b. =^=Yd l

Edwin D. Croover l Q. A. Site k nager WEM/JLW/EDC/btp Attachment xc R. J. Kelly J,

R. E. Conway (

D. O. Foster l P. D. Rice 'i C. W. Hayes q C. E. Belflower

,j H. H. Cregory III .

N. H. Cooge B. C. Barbin R. W. McManus >

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, Page 2 Q. A. Audit of On Site Drug Testing Prograa QA-3635 C. A. McCarley M. Malcom J. 7. Mamon J. F. D'Amfto C. S. McCall (OPC)

W. E. Mundy C. E. Dickerson M. D.Cockrill C. W. Whitney J. L. Willcox 3 rs . r$ST

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Document Control s

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PLANT Plant Vogtle - Units 1 & 2 ACTIVITY l

Q. A. Audit of Plant Vogtle On Site Drug Testing Program l

\

) AUDIT NO.

SP01-85/03 DATES AUDITED .

January 8 through January 15, 1985 AUDITORS

, W. E. Mundy, Q. A. Auditing Supervisor (Addit Team Leader)

I- J. L. Willcox, Q. A. Field Representative' PRE-AUDIT POST-AUDIT CONTACTS CONFERENCE AUDIT CONFERENCE M. D. Cockrill x B. J. Walker x C. W. Whitney x Unsnnounced x See " Meeting Attendance Record" x REFERENCES Vogtle Project Drug Program Manual Vogtle Project Drug Policy PURPOSE / SCOPE The purpose / scope of this audit is to verify compliance with the Vogtle '"

Project Drug Program (VPDP) Manual, section.12, which applies to on-site drug testing.

EVALUATION The on-site drug testing program is~well planned and administered in a professional manner. There are, however, areas in which improvements can be i made. l The VPDP Manual develcped from a single letter outlining the Vogtle drug policy into a large collection of policy,atatements and procedures. Though adequate for guidance, the program has not been formally authorized as a I

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Page Q. A. Audit of On Site Drug Testing Frogran QA-3635 I

single entity by project management through issusnee of a single policy statement.

i Also, some safety personnel were not trained by the test equipment vendor i representative as required by section 12 of the VFDP Manus). Instead, they were trained by a project safety inspector. j l

AUDIT DETAILS l

1. Vogtle Project Drug Program Manual, section 12, paragraph 111.5 states,"...The employee is asked to sign the ' Employee Authorisation for Consent to Drug and/or Alcohol Analysis' form (see exhibit 1) prior. to the screening process...."

Pive completed drug screening tests were randomly selected from the

" Urine Drug and/or Alcohol Screening Log" (exhibit 4) and reviewed for completed "geployee Authorisation for Consent to Drug and/or Alcohol Analysis" forms. Employee Authorisation for " Consent to Drug and/or Analysis" forms were produced by the Safety Department for the five tests. Additionally, two in progress drug screening tests were witnessed and the Employee Authorisation for " Consent to Drug and/or Alcohol Analysis" forms wxre initiated as required before the tests were given.

II. Vogtle Project Drug Program Manual, section 12, paragraph III. B states,

"...The employee will be required to present positive identification...."

Two in progress drug screening tests were witnessed. In both cases the employees tested were asked for positive identification which was presented.

., III. Vogtle Project Drug Program Manual, section 12, paragrapn II.C states, "The Urine sample shall be collected in the presence of and witnessed by a Georgia Power Safety Inspector. . . ."

Two in progress drug screening tests were witnessed and in both cases the test samples were collected and witnessed by a Georgia Power Safety Ins pector.

IV. Vogtle Project Drug Program Manual, section 12, paragraph II.C states,

"...After the sample has been collected, the employee will sign two gunned labels with his/her signature...one label is attached to the bottle...and sealed with wax. The sealed sample is placed in the refrigerator for confirmation use if required. The other is placed on the remaining unsealed container, and that sample will be used for on-site testing...."

Two in progress drug screening tests were witnessed. The samples were

handled as required in both instances.

Page 3 j Q. A. Audit of On-Site Drug Testing Program )

QA-3635

V. Vogtle Project Drug Program Manual, section 12, paragraph II.C states,

"...The ' Urine Sample Custody and Request for Conformation of Results Docunent' (exhibit 2) is initiated at this time...."

r Five completed drug screening tests were randomly selected from the

" Urine Drug and/or Alcohol Screening Leg" (exhibit 4) and reviewed for completed " Urine Sample Custody and Request for Conformation of Results" forms. Two of these forms were produced by the Safety Department.

These results were acceptable because the procedure allows the forms to be destroyed if the tests are negative. Only two of the five salested tests were positives therefore, retention of only two " Urine Sample Custody and Request for Conformation of Results" forms were necessary.

VI. Vogtle Project Drug Program Manual, section 12, paragraph III.D states, "The Urine Analysis Test will be conducted by Georgia Power Safety Inspectors who have completed the initial operator training by the Syva Company...."

Two drug screening tests were witnessed being conducted by a Georgia Power Safety Inspector who had completed the initial operator training by the Syva Company. Bovever, it was learned through a personnel

( interview that other safety inspectors had been trained by a safety inspector who was originally trained by the Syva Company. These ins pectors had also conducted some of the drug screening tests, which is contrary to the procedural requirement.

l VII. Vogtle Project Drug Program Manual, section 12, paragraph III.D states,

"...The Emit-QST will be calibrated prior to the running of the first test of the day following the ' Operation and Calibration Verification' check list (see exhibit 3)."

Five completed drug screening tests were randomly selected from the

" Urine Drug and/or Alcohol Screening Log" (exhibit 4) and reviewed for

" Operation and Calibration Verification" check list. These check list forms were produced by safety department personnel for the five selected

tests. Additionally, two drug tests were witnessed in progress and

" Operation and Calibration Verification" check list forms were initiated for the two tests before they were administered. -

l j VIII. Vogtle Project Drug Program Manual, section 12, paragraph III.D states. l l "The results of all screening will be recorded on the ' Urine-Drug and/or .

Alcohol Screening Log' (see exhibit 4)..." and "... forward ...on the I

form ' Confidential Urine Drug screening Report' (see exhibit 5)...."

The " Urine-Drug and/or Alcohol Screening Leg" was reviewed for completeness.and no discrepancies were detected. Also, five previously I

completed drug screening were reviewed for " Confidential Urine Drug Screening Report" forms. Safety department personnel produced these i i forms for all five tests.

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f Page 4 Q. A. Audit of On-Site Drug Testing Program

, QA 3635 IX. Vogtle Project Drug Program Manual, section 12, paragraph 111.E states, "All positive results of on-site drug screening will be confirmed by Humana Hospital...."

Of the five previously performed drug screenings reviewed, two were positive. One employee refused to go to the hospital; therefore, only one of these two positive tests was confirmed by Bunana Nospital.

OPEN ITEMS From previous audits: None From this audit: None POST-AUDIT CONFERENCE An exit interview was held on Friday, January 18, 1985. Attendees are listed in attachment "A", ")keting Attendance Record." All audit findings were presented, discussed, acknowledged and agreed u by those attendi g.

C-GW' J. L. Willcox Q. A. Field Representative Wh.

W. E. Mundy Q. A. Audit Supervisor ,

b. 01 f^

E. D. Croover I Q. A. Site Manager '

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e EMPL4Ytt AVTMOR11AT10N FOR COM5ENT TO DRUC AND/0R ALC0HOL ANALyg!g

1. the undersigned do hereby give my consent I (print)

I to Coorgia Power Company and/or Numana Nospital - Augusta, to perform l

appropriate tests or examinations on se for drugs and/or alcohol.

l 1 further give my permission to Coorgia Power Company and/or Numana Nospital - '

Augusta, to release the results of the tests to my employer.

I as taking the following drugs: -

Name of Drum Condition for which taken Frescribina M.D.

~.

.. ~

(witness) (Signature of Employee being tested)

Date Time (pm) .

~

(employer) -

Results of test 6

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URINE $ AMPLE CU5700Y AND REQUEST FOR CONFIlu% TION OF RESULT 5 DOCUMENT To: Hamana Hospital - Augusta 3651 Wheeler Road Augusta. Sa. 30910 , )

The accompanying urine sagle was collected with the consent of the below named employee at the Plant Vogtle Construction Safety Department (See attached - Employee Authorization for consent to Drug and/or Alcohol Ana-lysis). On-site urine drug screening on this employee by Emit Q5T k th-odology revealed positive results.

By means of this doceent. Georgia Power Company hereby transfers custody of the accompanying "5EALE0" urine sample to Humana Hospital - Augusta and requests confirmation of results.

Sample llo. Date Collected

(. Employee llame Dadge 11o.

Employer:

Substances detected by Emit h thodology:

Sample sealed by: Date -

Sample and consent form delivered by: Date

~ '

Sample and consent form received at E.R. by:

l (Date) l Sample and consent form received at lab by:

l (Date)

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I. Turn main powr evitch to os and allow (15) cinutes for carm-up.

l 2. Ensure that vacuum souge is set at 13-14 in. RC.

I~ 3. Spectrophotometer settings and calibration checks:

A) Insure that temperature is set at 30'.

i B) Insure that sample time is set at 4.

i C) Check wave length calibration as follows:

1) Set the evvette to "S-111".

I

2) Purge the spectrophoneter with air for (5) seconde.

3) Remove the evvette and lay aside.

4) Insert the enlibration standard into the cuvette chanber.

5) Position the control to "Absorbance" mode.

6) Adjust the wave length to 361 mm.

i 7) Adjust the sero costrol to 1.000.

! 8) Scan from a higher to a lower wave length while monitoring the digital read-out. Record the wave length at each the highest digital read-out appears an. If this readi63 is within 12 of 361 an proceed. If not refer to instructions for

" wave length calibration adjustaant". -

D) Check absorbance calibration as follows:

1) Adjust the wave length to 550 mm.

, 2) Adjust the sero costrol to 0.000.

3) Depress the plunger on the calibration standard.

4) Record the digital read-out with plunger depressed:

(this figure should be within 2.010 of 0.976).

5) Release the plunger.

6) Adjust the wave length to 340 mm.

(. 7) Adjust the sero control to 0.000.

8) Depress the plunger on the calibration standard.

9) Record the digital read-out with plunger depressed:

(this figure should be within 2.010 of 0.908).

10) If the recorded values are within tolerance proceed. If not.

refer to instructions for'"absorbance calibration adjustement".

E) Remove the calibration standard and replace it in the storage chamber.

F) Meisten the "0" ring on the cuvette with distilled water and replace

~ the cuvette in its chamber. ~

j C) Purge the spectrophotometer with distilled water for 10-15 seconds.

j E) Ensure that wave length is set at 340 an.

I) Adjust the sero control to 1.000.

J) Position the control to " concentration" mode.

K) , Adjust the concentration calibrator to 2.667.

• L) Adjust the sero control to 0.000.

j M) Set the cuvette to " auxiliary".

4. Clinical processor: .

A) Ensure that the printer has a sufficient supply of paper.

B) Depress the set times hay.

C) Enter 15 and depress the "RUN/ENT" key.

D) Enter 30 and depress the RUN/ENT" key.

E) Eey in the appropriate I.D. numbers prior to processing each sample.

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m c:... - . .. .......oo voier.

3) Insure th' welvas eters are in place es .olleves

' 3) neft o 601 for all teste.

3) Stakt o 901 fcr all teste oncept sannabinoids.

3) hight = 01 for cannabinoid teste.

C) Run (t) elean cycles.

D)

Process (2) enlibrators for the desired outstance end record en i

the appropriate

• essay, salibrator and controle log".

1) Process (1) megative sentre) for the destrad substance and record en the appropriate

• assay, calibrater and controle log".

7) Process (1) positive sentrol for the desired substance and record on the appropriate "esesy, salibrator and controls log". I j C) t Couplete the "assey, salibrator and centrole log" and verify that '

ranges are within tolerante according to the proper assay label.

3) tun (1) elean cycle.

1) Process erine esagle(s) and record results en the " Urine Drug and/or Alcohol Screening tog".

J) tun (3) elean cycle after every " positive" result.

~

R) Run (1) elean cycles at the comelusion of tests for each substar.ce.

L) Repest steps D thru 1 for each substance being tested for.

6. Remove print-out strips from elinical Processor and file appropriately.

1. . eartify that the preceeding procedures were followed and all calibration checks were within tolerance for all urine drug and/or alcohol tests that were conducted on sample (s) number

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CONFIDEN11 AL URINE DRUG $CREEMlhG REPOR1 To:

A prine drug screen tes conducted on the below Ifsted (contractor) esployee using the Syva tait QST System.

indicated. Substances tested for and results are as Employee name: Employee number:

Substance Test Ilegetive Rositive Conducted Results Results Ethyl Alcohol f

Fdthaqualone ~

%hetamine

(

Optate Barbiturate Senzodiazepine Cocaine Metabolite Phencyc11 dine Cannabinoid - -

Any per the substances attachedshowing report. positive results have been confirmed by Humana Hospital i t

Date (QualifiedOperator)  !

xc: M. D. Cockrill 4

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' Meeting Attendonce Record ti....s P. ,ci. r ...

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! AUDIT DATES: 1/ > /B T To i*

CONTACTS

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CHECKLIST AFPROVED BY: ,

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7 ngela's depression was unusually severe. She might go to a friend, but a friend will tell you only nd her fiance had ended their relationship, what you want to hear. A professional, on the And when the romance collapsed, Angela's life other hand, can tell people what they need to know began to disintegrate along with it. Her work at about their problems - and how to put their lives Southern Company Services suffered. She lost self- back on track." esteem. Her heartbreak was worse than anyone If employees benefit from EAPs, so do their realized. employers. "Of course, we want people well and For six hours one weekend, she cried at home healthy - we want them to be productive," says

    - alone and bordering on self-destruction. She                  Tom     Nunnelly,      SCS executive vice president in even told someone that she might kill herself. "I felt          charge     of   human     resources. "In addition to helping ts if I'd been stabbed in the back," says Angela (not           individuals       when    they  need it most, EAPs benefit her real name). "I gave up trusting anyone."                    the company in the long term."

Angela decided to , EAP coordinators tpproach her supervisor. keep track of specialists And when she did, she uf fg7g gg jf fig gggg ggggggg - say, psychologists or sensed immediately that in the back. . rAllen Scott Y psychiatrists -in the he knew something had . system service area, so gone wrong. She remem. beCame the first person I. w;; that they n aavi,e bers their conversation: mployees about where

            'Tell me what s could trug[ _. and he hel ed, E . .. -

to get help. Fees usually wrong," he said. me reah.ze thatI could trust x are paiain part by the mployee's company in-

            "I can't."
             'Well,if you can't other people again7 tob."JT.                   ,    w           surance. For in-patient or talk to me, I know some-                                                                           residential treatment pro-one you can talk to - and no one else will know                 grams dealing with alcohol and drug abuse, in-about it."                                                      surance coverage varies.

Angela's supervisor referred her to Allen Scott, The way EAPs are administered varies across who coordinates SCS' Employee Assistance Pro- the Southern electric system. Alabama Power, for gram - a program that can bring help and hope to instance, is served by an in-house coordinator, those who feel hurt and hopeless. Wayne Hampton, who, like SCS' Allen Scott, often EAPs, as some call them, are said to have puts employees in touch with outside counselors. originated in American industry during the 1940s, But Wayne himself also offers help, inasmuch as he

     .Mhough many dealt exclusively with alcoholism.                 holds    master's and bachelor's degrees in counseling.
     'loday, they offer guidance on how to deal with,                His   Birmingham         office is apart from the company's among other things, alcohol and drug abuse, stress,              - to  assure      privacy. And Wayne travels to Mobile, deprmion, anxiety, marriage, divorce, children,                Montgomery,           and  elsewhere   in the state to meet in death in the family, and financial problems. More-              person     with    troubled   employees.

over, these programs provide the same kind of ser- "I've seen a broad spectrum of problems," says vices, if necessary, to others in an employee's Wayne. "I've helped employees deal with alcohol-immediate family. Ism and drug abuse. I've made referrals for diag-In a sense, EAPs represent a sign of the times. nosis and treatment of employees suffering from Companies in the Southern electric system - and occasional depression to severe mental illness. others such as General Electric Co., International "I don't really do any long term counseling. Business Machines Corp., Rockwell International, What I try to do is consult with the employee until I inc., and Seaboard System Railroad, Inc. - recog- have enough knowledge about the person and the nire that an increasingly complicated society can problem to make a diagnosis." impose a variety of personal hardships on Mississippi Power relies on the Mississippi employees. Baptist Medical Center's EAP Department, whose "Everybody has problems, but not everybody can overcome them alone" Allen Scott says. "You 7

1 counselors work in private offices in Jackson and Angela, they volunteered to be interviewed for this Gulfport. "Our counselors are trained to work with article under fictitious names - to assure privacy. the whole gamut of today's concerns - from stress Bill, for example, felt he was on the verge of a problems to chemical dependency," says Rachel . nervous breakdown. He had grappled with a tur-Johnson, an employee assistance counselor. "Some- bulent second marriage that failed. "My wife had times, it helps just to talk with objective people." been married before, too," he says. "I think she was At Georgia Power, employees are counseled by taking out frustrations from her first marriage on Human Affairs, Inc., an international agency with me." Bill's erratic work schedule added to the prob-16 offices in Georgia, including four in metro lem. He became tense and irritable, suffering dizzi. Atlanta. Bob Barnette, Georgia Power's EAP ad- ness and high blood pressure. ministrator, says employees can contact Human Fortunately, the manager of Bill's department Affairs and other counseling agencies directly. The became sensitive to Bill's difficulties. He put Bill in company lists these touch with the company's groups in its telephone EAP coordinator, who directory and regularly ulima8 ined tbat Iwould end recommended medical provides employees with it all by inhaling carbon treatment ana psycho-the same information in 4 . logical counseling. the office mail. "We con. MONOXIDE m. Side my car. In Today, Biii ,iii ha, a stantly remind everyone fact, f had fMSt MOUed in(O a strenuous work schedule. about these services and . He also goes to college at how to make use of bONSC. . . I made sure It bad a night. But his health them," Bob says. " garage for that Very pMTpOSe. erobi => have ci ared Gulf Power current- . up. I can't say enough ly does not have an EAP, for the program," he says but is looking into forming a program for its of the EAP. " People should take advantage of it. employees. The trouble is, too many people are afraid that if Employees can receive assistance in two ways: they've got a problem, others will find out through self referral and management referral, about it." Employees known as "self referrals" obtain In Diane's case, her problem wasn't dealt with EAP counseling on their own. But, on occasion, until it was almost too late. Following a divorce, immediate supervisors may encourage their em- her " social drinking," as she puts it, evolved into a playees to seek professional help. EAP coordinators catastrophic battle with alcoholism. She, too, pon-aoure employees that, to protect privacy, no record dered suicide. ounseling in the program will appear in person- "I imagined that I would end it all by inhaling n! ths. 'Their job, future, and reputation will not carbon monoxide inside my car," she says. "In fact, I h repardized by using this program," confirms had just moved into a house - and I made sure it Robert Wood. manager, employee compensation had a garage for that very purpose." and benefits, Mississippi Power. In time, she was consuming as much as a quart Happily, the program has helped employees of bourbon per day. She drank regularly on her overcome their trauma, " Allen Scott became the lunch hour - at home, alone. She of ten returned first per on I could trust - and he helped me to work, weak and trembling. Then she visited bars realize that I could trust other people again, tool' each night after work. "Maybe it was a way of fill-Angela says. He arranged for me to get psychiatric ing a void in my life," she says. help, and that enabled me to get rid of my feelings Not until Diane underwent her annual physi-of rejection, cal exam did she begin facing her condition. The "Now," she says, "I'm a different person." company physician noted that her blood sample if Angela's story has a happy ending, so do contained an excessive amount of alcohol. "I told those of at least two other EAP enrollees - but him the obvious - that I'd had too much to drink," only after rough and-tumble beginnings. Like Diane says. 8 - _ - - _ . - _ . ._ _ - _ _ _ _ - _ - - - _ - - _ _ _ _ _ _ _ _ _ - _ _ . . . - ~ _

I n' 3 I. . t.' Io . y :- ( - X"' i l "Have you ever heard of our Employee Assis-tance Program?" he asked. l -

                                                             "                                   "No, and I'm not really interested," she replied.

l 1e But, several weeks later - when her life hit l

                                                         -j                                rock bottom, Diane decided to look into the pro-lg                                                          s                              gram. "I hadn't eaten in six days," she recalls. "I
                      ~~
                                                                     .                     wasn't in any condition to go to work. I didn't call s

my boss because I feared my career was in jeo- ! - --" . pardy. I felt as if I were dying." l

                .4 ,

In her bedroom, Diane crumpled to the floor again and again "very drunk," as she puts it - while trying to reach for the telephone. Finally, she called Allen Scott, who pleaded with her to enter a 7 hospital for treatment. l "I'll do it if it happens again," she told him. ' J "Why wait until next time?" he shot back. I Allen quickly arranged for someone to take i Diane to the hospital. There, she was administered anti-convulsion drugs and massive doses of vita-j , mins. She spent about 4% weeks in a treatment 7 l center, learning about the disease she has and ac-a quiring th- knowledge she needed to get started on

;                                                                                           a soberlife.

She concedes that she was "scired about ques- i tions from her coworkers when she returned to the office. ~1 gave them cute answers - like 'I had a facelif t - and now I'm suing the p'astic surgeon,'" i she says. " Eventually, I faced up to telling people l the truth - that I'm in Alcoholics Anonymous l'

                      .Y.                        ,#                                                Now, much of Diane's sociallife revolves g,                                                                    around AA meetings, which she attends with an l                                                                                            almost evangelistic fervor. "AA is not a program
                        +-

l . for people who simply need help," she says. *They

                     . ~

must want help." EAP counselors look upon the stories of ,

• Angela, Bill, and Diane - and others like them -  ;

as proof that the assistance program may well be

 ;                 Simply " talking it out" whh Allen Scott, above, in                        the ultimate employee benefit. "I can't think of i

strictest confidence, helps SCS employees resolse per-anything more rewarding to me," Wayne Hampton sonal problems. Or, in many cases, Allen refers indi. ' l widuals to specialists. " People can feel comfortable in says, "than seeing someone pull his or her life back I blowing off steam with me" says Allen who coordi. toge'her." O nates SCS' Employee Assistance Program,"because they know I hase nothing to gain or lose!' l l l l i

r u interoffice Correspondence Georgia Power b Novencer 15, 1984

                            'IO:  R. P. FI.AD, JR.

J. W. N F9 R. L. PIEBCE Enclosed are traterials to help you prepare for our Nove:roer 26 taping of a video progra.cn drug and alcohol policy. Please review these documents, particularly the questions. If you have arry reajor additions or changes you would like to trake, please call me. If you would like to trake only minor changes, we can accamodate you when we sit down to discuss the show shortly before taping. Let's plan to meet i: mediately following your breakfast on Noverrber 26. After reviewing the questions and our proposed responses, we can proceed to the studio for taping. I expect that we will be finished by mid-morning. Howard Winkler IM/lb . f 6Zb' N~ Yb C//j

i b

 '                              UEF FM 2;S E .;10C-         .
              .CPC-1 ID" 22; hrd J. W. G:1.E5 ;_'C ?..                 PIER:'E h30

_e_-_- a- k~. .m_t : 2c, 98% Bello, and welcme to this special ed: ion of Labor Rela.icns Dialog. I't E:Aa.rd Winkler cf the Labor Palations Depa_ mer.t. Many of you are first time viewers of this progra:n - this is the first ti:ne it's being shwn to covered e::=loyees. Generally this show is viewed by sumervisors of covered ertployees and daalm with contract issues such as overti.e distribution aM holiday pay - and larger topics in supenision like absenteeis:n, docenentatica, and so .. Today, we are coing to talk about the "m*'s drug and alciol policy. We've talked about it before - but today we Pave a new per-spective. We'll be speaking with Mr. J. W. Giles, Business P2. ager of In::al 84 cf the I.E.E.W. Also, with us on our progra:n is Mr. Pierce Head, Senior Vice President for 1&inistrative Services. Welcome, gentleen. Before we begin our discussien, I think we should point on. that the pu_pese of this s'rw  : is to exclain to e::ployees and their super-viscro- what ranagement's and the t'nion's positions are on various parts of the drug progra:n. I have to say that I consider this a benefit both to the bargai:.ing u .it and to : anagement. Let's sta_~ with a brief history of the Cmpany's drug progra ..

In Arr:.1 of 1982, C.ief Deecutive Officer and Board Chairan Bob Senerer sent a letter to each eployee infc==.ng us of new policies on'tne possessic. a .d use of drugs and alcohol. Shor ly after this policy was distributed, a task force was fored to develop cre detailed procedures and standards - and other a,..ivities to s= port the new policy. The task force developed plans for eployee information sessions, prmlopent drug screening, levels of discipline, and supervisor training. Coordination with the Capany's Individual Assistance Progra:t was also worked out. Management accepted the task force's .mstions, and in

   .Novecoer of that year, Labor Relaticns went out into the field, and with the help of several W4 cal professionals, held a total of 230 e=1oyee i .fo=ation and suoervisor training sessions at every rrajor work location in the syste..

Well, it didn't take long for the training to take root, and just as we anticipated, supervision began applying the new policy.

r l l j 1 Sc locations required more attention than the others. Those were our nudlear plants, Hatch and Voetle. Because of tighter regulatory requirements at these plants, and license challenges by anti-nuclear groups, management saw the need for higher standards, which included strict discipline for even any drug involvement off Canpany property as well as on. A special task force was formed at Plant Vogtle to set up new requirements there, and these new procedures are being applied at Hatch, too. The Union and management negotiated new requirements to transfer to nuclear plants, consistent with new fitness for duty standards proposed by the Nuclear Regulatory CamrJ,ssion. The latest development in the drug program is a recent letter frcm Mr. Scherer. It inforns employees about developnents in the drug program and lets us know about a clarification of the policy. That clarification puts enployees on notice that involvernent with drugs off the job is grounds for disciplinary action.

w. _ _ _ _ _ _ _ _ _ _ . _ _ _ . _ _ _ . _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ . . _ _ _ _ _ _ . _ _ _ _ _ _

T

 )

G.TSTIONS

1. I'd like to start by asking Mr. Head about the new clarification.

It says that - quote - the unlawful involvement with drugs or narcotics off Conpany property will constitute grounds for severe disciplinazy action, up to and including termination of employment - unquote. What exactly does that mean in practical terms at our nuclear ] facilities and elsewhere?

2. J. W. -- We'll get back to the new clarification in a trinute -

I'm interested, though, in your thoughts on the drug and alcohol program as a whole.

3. J. W. - What specific parts of the program do you most strongly support, and which, if any, do you disagree with.

4. Pierce - I take it you are aware of Mr. Giles' feelings about off Company behavior.

5. J. W. -- You have pretty strong feelings about drug and alcohol abuse, as do nest folks. How do your feelings about drugs affect any obligation you rnay have to represent an egloyee being disciplined for this kind of activity?

6. Pierce - Do you have any other comnents on the drug policy or the pregram?

7. J. W. - Would you like to close with scrne advice for bargaining unit egloyees? (Individual Assistance Program)

1 P N Y. M SE That's it for this special edition. Next month, w'll have another special program for the divisions only. We'll have a panel of individuals involved with the Linssnan Developent program. Included will be representatives of division management and Iccal 84. That sh w , too, will be for both bargaining unit artployees and management. We'll be back with a program for Power Generation and other locations the following nonth, in February. For Mr. Pierce Head and Mr. J. W. Giles - I'm Howard Winkler. l Thank you. t i i I l l l l l l l

P RSP Georgia Pouer TI _ E SPRING 1985 I

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                                            ,g.Y                            a brand nEa~}iW},***                                                                       q

he battle against drugs and alcohol in the work place billion a year. That's about four i N l s times the loss businesses suffer j from shoplifting fraud, arsorrind i employee theft combined

                                                     /                .                        When you add together what a single substance-abusing i                                                                                         employee costs his company in j                                                                                         temis of poor productivity, l                                                                  s                      absenteeism and other job-related l                                                                                         problems, the total is about 25 i
                                                                                - .      percent of tiv employee's salary.

D ij according to the alcohol and i drug abuse services unit of the i

Georgia Department of lluman l j Resources. The department's formula-annual average payroll.

l .

                                                                    -                    multiphed by 10 percent (rcpre-l i                                    /
                                          /f     /

4 senting the probable substance abusers), multi) jed by 25 per-j y . cent (representing lost efficien-l cy)--would put Georgia Power's l i l annual loss at over $10 milhon. l ! Cost considerations, no mat-l / ter how large they k>om, are g 1 secondary to safety for a com- i

                                   /                         \                           pany like Georgia Power. "A fer-son whose physical and mental g  ,       4                                              responses are impaired by drugs y    '
                                             . p                                        or alcohol is in a position to
                                            ./@#!

endanger himscif or a fellow j employee" noted labor relations

coordinator lloward Winkler, i "and that's a situation the Com- '

pany won't tolerate. Georgia Power is very serious about

  // 1 i iUr Orgiin/2;ition h;is                     Tile IllGli COST                   creating a drug and alcohol-free               ,

t .twI /() people, the OF GETTING IIIGII environment at all its work '

           . ire th;lt One of then                11oi the problem doesn't end          locations" with that 10 percent. It is shared                  Georgia Power and other D.        j)n )hlen) or :l poten-        by family members who must                   electric utility companies are on li.sl / t. >h/cD7 with ;ilcohol          cope with the accompanying                   the front lines in the battle                  '

01 dnigs I:ren the n)OSI social and financial problems. Co. again3t drugs and alcohol in the I conserr;ltire est/In:ltes workers and fellow motorists are work place. The nature of the l indic;lte th;lt roughlr 1() endangered by those who oper- business places employees , percent Of the Ifne'ic;ln ate cars and other equipment around such potential hazards as I r while under the influence of high voltage electricity and high Work force /N crippled by alcohol or drugs. And the cost to pressure steam. " Drugs and alm-l I SUhst;lDec :lhuSc. l'S industry from reduced pro- hol impair judgment, slow reac- l ductivity and other factors is tion time, distort perception anu  ! staggering. Research Triangle In- interfere with natural caution in-stitute in North Caroliru estimate 3 stincts and ability to concentrate. the rutional total at around $100 mininual l I PERSPLCflVL SPRING 19M 3 < 1 i '- w m e e s _ Ny e w w -wN g.

That's a recipe for an accident Even legally obtained drugs hospital or the graveyard. Actor anvwhere in the Company, but can lead to addiction when they John Belushi is a case in point. especially at a construction site or are misused or overused. And 5hortly before his death he j consumed cocaine, heroin and j around transmission and distnbu- every substance that has the

tion equipment',' Winkler said. potential to produce physical. alcohol.

mem!. emdonal or Nhadoral Wt au substance abusers are THE NATURE OF THE BEAST changes shouki be used with addicts. Addiction implies a con-People abuse alcohol and c ution. This includes over-the- tinuing dependence on a chemi- ' drugs for a variety of reasons that counter drugs and such sub. cal substance. Today's occasional range from the desire to fit in mnces as model akpune Wuc dmg abuser, however, has a socially with others who have good chance of being tomor-and paint thinner that can pro-f the same habits,to the desire to ex- row's addn.t. doce a high when inhaled.

penment or a search for rehef The unfortunate trend. es-from hfe's problems and stresses. SUBSTANCE ABUSE AND pecially among younger users, is

There even is evidence that cer- t ward "polyabuse, the combin. GEORGIA POWER tain people, those who have a ing of several types of drugs. As Whether the user is addicted 4 history of alcoholism in the fami- the Company,s booklet on alco- or not, if a Georgia Power em-i IV, for example, are more likely hol and drug abuse notes. Mul- plovce is coming to work under to become addicts. IP C drug abuse means multip'e the influence of drugs or alcohol, Alcohol and drug addiction using drugs or alcohol on the risks,. Polyabusers may use more ,

!' are progressive illnesses. A per- than one drug at the same time lob, or becoming involved with son may take years before he drugs off Company property, he or different drugs at different I crosses over fr'om drinking too times. In either case, he or she or she is violating Company i l heavily on social occasions or may be buying a ticket to the policy. The rule is the same no ! experimenting with drugs to los-ing control of his consumption. Although the time frame may be I ' i different for any individual, gen-i erally the penod from the on. set ! of problems with alcohol to the n point at which hospitalization is m needed is 10 to 15 years for s men in women, the disease ma) l run this course in as little as live i years It's almost impossible to pm-point when an individual shps over the edge. Edward L John- N s

                                                      ' W f

son, a consultant with the Na-tionallidutute on Alcohol Abuse ', r I and Alcoholism, notes, "When * ' j dr.nring interferes with any maar part of your life-your heaH your family relationships, '

                                                                                                                                  ~
            . >ut iob-you have a problem" Ihe person who abuses M*

i wg other than alcohol nuy l

• t

                                                                                               ,4ES' h.n e additional problems. The p nsession and use of such drugs
;        .ts nunjuana and cocam: is a j         s tolanon of state and federal law.

That means the users must deal with criminals to get the drug. and, in fact, become enminals s themselves g ] i j i ' 4 PERSPECTI\T SPRING W3 I i

agrees that something "isn't drugs or alcohol, the supervisor nutter the level or nature of the right" should get with his supervisor employee'.s job. The vast nujonty of Georgia -Take the employee aside and agree on appropnatt acuan. in your office or some other Company policy indicates that I Power employees know the poli-private place and ask about the the employee is subject to disci-cy and adhere to it. Many super. l visors. foremen and nutugers. irregular behavior. There nuy be pline up to and including termi-however, are not sure how to a perfectly plausible explanation. nation. l The employee may have been up More immediate action I apply it with respect to those should be taken if an employee is they supervise. "Br.st of alli all night with a sick family mem-l ber or may be walking unsteadily caught consuming drugs or alco-i Wmkler explained. "we don't because of a minor foot injury. hol during working hours or on l expect Georgia Power's super. Even if the situation does not Company propeny. "In thi3 situ- ' visors to become narcotics involve drugs or alcohol, the ation the supervisor should in-agents, psychologists or dugnos. supervisor nuy send the person struct the person to tum the ticiaits The supervisor should be concemed about perfornunce home if he appears unfit to per- substance over to him. If the and behavior, not the reasons form his duties. employee refuses, he should be j reminded that his refusal is an act behind them" -If the supervisor is not 1 Winkler outlined these steps satisfied with the explanatico, he of insubordination for which he j- or she should take the employee may be fired. A supervisor may for the supervisor who sees ab-3 normal behasior in an employee to a Company designated physi- not force an employet to turn j cian for a " fitness for duty" over any material to him; how-in his organization. exam. It's important not to nuke ever, he may refuse to allow the

                      -When possible, ask anoth-et supenisor to observe the                    ateusations at this point. Rather                                                                  person to renuin on Company employee to see if he or she                    than saying, " Jones, you're                                                                      property.

l drunk the supervisor should A violation of state or i federal bw is a matter for k>ca! j f  ? say, "You seem to be having a problem. Let's go to the doctor authorities. Security personnel at l g' and let him tell us what's wrong" all Georgia Power h> cations have

                                                                                  -At the doctor's office, the                                                    a Food working relationship with l                                                                                                                                                                  locallaw enforcement offices. At employee will be asked to sign a form giving the doctor permis-                                                                   locations where there are no se-

.: sion to release his findings to cunty people, dmg ;iwareness Georgu Power. An employee coordinators-nunagement peo-

        '~                                                       who refuses either to submit to                                                                  ple who have been especia!!y l                                                                  the physical exam or to sign the                                                                 trained to handle drug abuse i

release form may be terminated situation &-are available. Either '[s l for insubordination. security or the d:vg awareness

                                                                                  -Take no disciphnary ac-                                                         coordmator should be contacted tion against the employee until                                                                  when violations of the law are test results are in. The employee,                                                               suspected.

however, should not be allowed " Anytime a supervisor l ,. to rerum to work until results comes into possession of an f illegal drug. whether he found it i ! i from the examination are in. During this time, the employee is on the work site or confiscated it 'J

                     ,                                                                                                                                              from a subord nate, he should be put on what is called "adminis-j      .

trative suspension" with his pay contingent on the outcome of extremely careful in protecting the chain of custody',' Winkler ( the exam and other factors. wamed. " Remember, it is just as i

                                                                                   -See that the employee                                                            illegal for you to have marijuana gets home safely. An employee                                                                   or cocaine in your posse 3sion as who is not fit to work is not fit                                                                it is for the user or seller to lure to drive. The super isor should                                                                  it" drive the employee home, get a                                                                          Winkler recommends that co-worker to drive him home or                                                                   any substance a supervisor sus-have a family member pick iiim                                                                  pects may be an illegal drug up.                                                                                             should be tumed over immedi
                                                                                   -lf the doctor's test results                                                     ately to security or to the site indicate that the employee was                                                                  drug awareness coordnutor.

continued indeed under the influence of 5 PERSITC~WF ' SPRING 1935 1

i

• Where this is not possible, it Figures from the Natiorul Insti- playee nuy request help for a should be locked in a secure tute on Drug Abuse (NIDA)indi- substance-abuse problem (as well place until it can be given to cate that use of several types of as many other types of problems) proper authorities. illegal drugs, including marijuana through the Indwidual Assistance 1' and cocaine, peaked in the late Program. "The Individual Assis-Screening for drug use is now part of Georgia Power's 1970s and has gone down tance Program is a greater re-pre-employment physical. And markedly since 1979. In 19'9, source than many supervisors employees found to be deahng in for example,35 percent of realize" commented Winkler. "In or using drugs away from the young adult Americans (18 to 25 addition to recommending that work site often are dismissed years old) were marijuana users. troubled employees seek help from their jobs. Many people are Three years later, that figure had through this program, they may dropped to 27 percent. During use it as a reference source. They puzzled as to why the Company engages in what appears to be an that same period, cocaine use may call and ask for advice on intrusion into the employee's or among the young adult popula- how to deal with employees

                                                                         ~

would-be employee's private life. tion went from 9 percent to who seem te have a problem. In Why does Georgia Power care if percent, that way it's like having a con-a person is involved with drugs There are many forces that sulting psychologist on your as long as he does not come to may be contributing to the tum- staff' work under their influence? "The around. NIDA lists the economic The fact that such help is Company has a number of legiti- downtum of the early '80s, the readily available does not mean mate concerns" Winkler an- trend toward physical fitness, and that disciplinary action will not swered. "An employee who sells increased infomution about the be brought against employees drugs off Company property is effects of drug and alcohol. New who violate Company policy just as likely to sell drugs on data about the serious long-term with regard to alcohol and drugs. Company property. Labor arbi- health problems caused by mari- Even though the employee may trators recognize this and have juana in particular have caused have a disease, he still is responsi-said that a company has a legiti- many users to take a new k>ok at ble for his behavior. As George mate right to protect its other their habits. Such information is Vaillant, a liarvard psychiatrist employees from a corrupt co- being dispensed through schools, who has done a long-term study worker. community groups and the news of alcoholism, pointed out, "Adc ionally;' Winkler con- media. "(Alcoholism is) a disease that is tinued, "mmy of our jobs, such With nuny celebrities and highly treatable but, like diabetes, as those at plants Hatch and Vog- public figures such as Betty Ford, requires a great deal of responsi-tie, require truly uncompromising Jason Robards andJohnny Cash bility from the patient:' standards. Georgia Power is not publicly admitting to conquering The time to urge a substance-willing to tell the NRC or the drug and alcohol problems, com- abusing employee to get help is residents of Baxley or Waynes- ing clean tus become fashion- when the problem first becomes bor, that we think it's okay for able. In recent years, the society apparent. As Pennzoil pointed the people building or operating generally has staned to take a dif- out to its employees through an our nuclear plants to use drugs- ferent view of alcoholics and employee publication, "Like so not on our property, not off our drug addicts. Once regarded as many other diseases, alcoholism property. weak-willed, morally degenerate detected and treated early has a "Anyone involved with il- people who were beyond help. much higher success rate. Don't legal dmgs knows that he is tak- addicts and alcoholics are now wait for the drunk driving

ng a risk. If he lives with his more likely to be seen as basic- charge, broken home or loss of parents. he risks being asked to ally decent people who have an health, self-respect or job:'

n e if he goes to school, he insidious disease. -Kathy Mitchell n-ks being expelled. In every This revised view of drug case. he risks going to jail. We're and alcohol abuse has led large saying that an employee of numbers of companies to offer Georgia Power who chooses to help to troubled employees use drugs takes on one more rather than dismissing them risk: lie may lose his job:' outright. Employees at businesses across the country, including COMING CLEAN Georgia Power, are teaming that Despite dranutic headlines once they nuke the decision to in newspapers and magazines, get straight, they needn't go it there is good news about drug alone. abuse in America: It's declining. At Georgia Power, any em-6 PERSPECTIVE' SPRING 1983

l Geerg a Po*e' Company 260 Peachtfee Street h% At:anta Georg a 30303 Te+e:mone 404 526 2511 ,p MaAng Acc ess Post Oft ce Ecs 4545 k my 3 Atlaata Georg a 30302 h , Georgia Power J. Wyman Lamb s e P'es ce~ A s. Ya a;e e9! July 28, 1986

Dear Fellow Employee:

As you know, some years ago, Georgia Power Company contracted with Human Affairs International (B.A.I.), a private, professional counseling company, to provide an Employee Assistance Program (E.A.P.) for us, as employees. I am pleased that employees have been contacting the E.A.P. offices for confidential counseling and referrals to appropriate resources. I am writing now to let you know of some additional benefits that we feel will be helpful for you and your family members who might wish to contact an E.A.P. counselor. New locations are being added which will increase the availability of E.A.P. counselors. Also, a new toll-free number, 1-800-624-6185, will be staffed 24 hours a day, seven days a week, by licensed clinicians who will handle emergencies and will assist participants in establishing an appointment with the nearest counselor. The metro-Atlanta area number is 892-1968. Many problems can be resolved with just one or two visits with the E.A.P. counselor, but limited, short-term counseling will now be offered when appropriate. Enclosed for your use are two wallet cards and a leaflet that gives all the pertinent infermation concerning the program. If you have a question or concern, call for advice. Retired employees and their dependents are also now eligible for E.A.P. services. Once you retire, you will have access to any H.A.I. office nationwide, which will be an added benefit if you decide to relocate in retirement. I am confident that these benefits will add to the success of the E.A.P. and ultimately will lead to an improved quality of work life for employees. Fou-8740 c/n

O GeorgiaPower A Page 2 July 28, 1986 Company is committed to meeting the power Georgia Power first needs of our customers. We realize, however, that our commitment is to our most important power source, our employees. need I encourage you and your family to use this service if the arises. Sincerely,

                                                      'g r.ur7 J. Wyman Lamb Enclosures

l For cesistanto 24 hours a day,7 days a week call 1400-8244185 t:ll free. In the Metro Atlanta area call 8921968. EMPLOYEE ASSISTANCE PROGRAM COUNSEu . - ARE LOCATED IN

• Albany e Baxley
• Gainesun. I
• Athens
• Brunswick
• M*:
• Atlanta
• Carrollton
• Ron
• Augusta
• Columbus
• Valdost

                                        .          -

• Dublin i

l esu ucm l

                                                     !     Employee Assistance Program (E.A.P.)

I  !

                                   .d.m
                                           ,                                                        l                    l Confidential short-term j

counseling and referral for problems in these areas:

• Alcohol and Drug Abuse
• Parenting l
• Family Problems ,
• Legal Difficulties

              - -- -             -   - - -

• Marital Concerns .
• Emotional Upsets
• Financial Troubles i

i Georgia Power n k i

4 l lawyer, etc., the employee will be responsible What Is E.A.R? for paying the professional fees. The Com- g The Employee Assistance Program (E.A.P)is E pany's medical plan provides coverage for a free, confidential short term counseling and medical treatment, hospitalization and some referral service for individuals with personal psychological counseling Consult the plan or problems which, if left unresolved, might call Employee Benefits for details. cause physical illnesses and interfere with i: home life and job performance. Is The E.A.R Really Confidential? Yes-absolutely. All files are kept in the M7:o Can Use E.A.R? E.A.P. counselor's office, and no information Georgia Power employees, retirees and their is released without your written consent. dependents may use this service. The Employee Assistance Program is the M7:ere Are E.A.R Counselors l Company's way of letting you know that we i Iocated? appreciate you and have a genuine concern Qualified counselors are located throughout for the health and well being of you and your the state: Albany, Athens, Atlanta, Augusta, family. We hope you will use this service if

'N       Baxley, Brunswick, Carrollton, Columbus,          the need arises.

Dublin, Gainesville, Macon, Rome and t Valdosta. Other cities may be added at a later time. How Does One Use The E.A.R? Call the nearest counselor at anytime or call 1800-624-6185. This toll free number is staff-u 24 hours a day. seven days a week with cased chnicians who can handle emergen-

             -5 and assist participants in establishing roointment with the nearest E.A.P.
                 = =:or The number for the metro Atlanta                                                   -

e - is 892-1968. Ifou Aluch Does E.A.R Cost? Q O fi Tnere is no charge for the E.A.P. services; " " "" however,if a referralis made to another _ Q" source such as a physician, psychologist, (J C .J d A i l

I EMPLOYEE ASSISTANCE PROGRAM

-                            For Employxs, R:tirecs, and Famili:s Confidential short-term conneeling and referral for Problems in the follouring seess:

'g

• ALCONOL AND DAUG ASUSE
• MARITAL CONCERNS l
• PARENTING
• EMOTIONAL UFSETS  !
• FAMILY PROSLEMS
• FINANCIAL TROUSLES E I
• LEGAL DIFFICULTIES GeorgiaPower d For assistance 24 hours a day, 7 days a week y call 1-8004244185 toll free.

In the Metro Atlanta aros call 892-1968. Employee Assistance Program Counselors are located in

• Albany h{
• Athens Au u ta ,5f -

                   -

• Baxley
• Brunswick
• Carrollton
• Columbus jL
• Dublin
• Gainesville  !
• Macon ,

f

• Rome
• Valdosta

                        .m -

G ter ; a Cw.t' Compr,

r: F::.:.1 ee st ce At:cta Gw;a 30303 Te.e:teme JCJ 5:6 6526 Ua > a; iss'ets P;t* C" ce Bd J545 M -r G-c ;; 3: : l Georgia Power f9e 50uf*e f t: s,n~

Risk Management cc ::. u sn:. cc:,-t July 11,1986 EXECUTIVE OFFICERS GENERAL. OFFICE DEPARTMENT HEADS VICE PRESIDENTS IN CHARGE OF DIVISIONS DIVISION MANAGERS DISTRICT MANAGERS Five years ago Georgia Power Company contracted with Human Affairs International (H.A.I.), a private, professional counseling company, to provide an Employee Assistance Program (E. A.P.) for our employees. I am pleased that our employees have been contacting the E.A.P. offices for confidential counseling and referrals to appropriate resources. In an effort to increase utilization and improve availability, we have implemented these measures effective imediately:

1. The E.A.P. is now also available to our retired and disabled employees and their dependents as well as active employees and their dependents.

2. Extended short term counseling will be provided by H.A.I. counselors.

3. A new toll free number, 1-800-624-6185, will be staffed 24 hours a day, seven days a week, by licensed clinicians who will handle emergency situations and will assist participants in establishing an appointment with the nearest counselor. The metro Atlanta number is 892-1968.

4 There will be many types of communications to our employees in the coming months to explain these additions. . We are confident that these benefits will add to the success of ike E. A.P. and ultimately will lead to an improved quality of work life _ ' our employees. Urge your employees to use the E.A.P. as the need arises. S erely,

                                                 / John t.. Thomas j ' Manager, Corporate Safety TAB A                                                                             fgl, A-97-fd i
                                                                                            %I

Int:rGffice Cr.rresp2nd::nce Georgia Power 1 July 3,.1986 Human Resources Coordinators Fossil & Hydro Power Representatives Nuclear Operations Representatives Safety & Health Advisors Health Services Section Employees As you are aware, several years ago, Georgia Power Company contracted with Human Aff airs International (H. A.I.), a private, professional counseling company to provide an Employee Assistance Program (E. A.P.) for our employees statewide. We are pleased that employees have been using the E.A.P. for confiden-tial counseling and referrals to appropriate resources and feel that the program is beneficial to both the employees and the Company. In an effort to increase utilization and to improve availability, effective immediately we are initiating several measures:

1. This service shall now be provided to all retirees and their dependents as well as active and disabled employees of Georgia Power and their dependents.

2. Extended free short term counseling will be provided by H.A.I. counselors.

3. Retired employees and their dependents may have access to any H.A.I.

office nationwide.

4. Offices are located in Albany, Athens, Augusta, Brunswick, Carrollton, Columbus, Gainesville, Macon, Rome, Valdosta, Dublin, and Atlanta.

5. Anyone outside the Atlanta metro area may call a counselor in the nearest city or call the following new toll free number, 1-800-624-6185.

This number is staffed 24 hours a day, seven days a week, by licensed clinicians who will handle emergency situations and assist participants in establishing an appointment with the nearest H. A.I. counselor. Anyone in Metro Atlanta may have access to the program 24 hours a day by calling the local number, 892-1968.

7. Several communications are planned in the coming months to update our employees on the additional benefits provided by the E. A.P.

a. A letter will be sent to all active and retired employees in July which will include new wallet cards and a pamphlet.

b. An updated videotape will be produced for distribution statewide ,

in September. I Qg-f?-76 cho

E.A.P. Page 2 l.

c. Information and helpful tips will be placed in the Citizen, This Week and on the Employee Information Board.

Of course, there is no charge to the individual for the initial sessions provided through the Employee Assistance Program and all information is handled in a strictly confidential manner. Employees, retirees and their family members are urged to use the E.A.P. for problems such as marital, family, legal, financial, drug and alcohol abuse, emotional, and other personal problems. Georgia Power Company is concerned with the health and well being of all its employees, retirees and their families. Please encourage use of the E.A.P. as the need arises. Sincerely,

                                                        %424b Lynn H. Martin Health Services Manager LHM:j r cc:   Jchn L. Thomas

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GENERAL RULES OF CONDUCT

                                                           \ ..

h;_ AND SAFETY a \ Good conduct and respect for the rignts and i safety of other employees on the job are essential to the common good and progress of the job. Pro-hibited acts of unsatisfactory conduct u: curring on i or off Georgia Power Company property during

                                                                       '                                working and non-working hours affecting the safe                      :

and efficient operations of the job will result in

                                                                 /$                                     disciplinary action up to and including termination l                                                                                                        as defined in the following tables. No conduct,
                                 ~
                                                     ~
                                                                '[                                      whether listed or not, will be tolerated if it is incon-i                                                                          A                             sistent with local, state, or federal law, federal regulations, or Georgia Power regulations. The
                                                           .}                j general rules of conduct and safety are applicable hg'k                                 '

to all generating plant construction projects and maintenance work. Disciplinary action can be 49 i brought against any supervisor who allows or directs employees in their charge to commit any practice or unsafe act that is in violation of the general rules of conduct and safety. Any person who violated any of the attached rules of conduct and I 1 safety is also subject to prosecution under state or

                                                                           -                              federal law, where applicable.

There may be other unforseen circumstances j that would constitute a person being terminated or barred from the work sites. These will be looked at on an individual basis. Each case will be judged on

                                                                                                    . Its own merit.

4 The general rules of conduct and safety and the penalties for violations are as follows: [ 1!

• I 1 4 . .

I . 1 l

  \

O  %

   ~

E 1 k RULES OF CONDUCT PENALTIES FOR CATEGORY ONE VIOLATIONS CATEGORY ONE VIOLATIONS

1. Anyone possessing, under the influence of, participating in the sale, purchase, or distribu-tion of any narcotics or other controlled FIRST VIOLATION:

substances or reporting to work with narcotics or other controlled substances in his or her Termination and not eligible for rehire on any system (except if prescribed by a physician to . Georgia Power, Company Construction or the person found in possession of or using the Maintenance Project. controlled substance or narcotic).

2. Anyone caught in the possession of, or under the influence of, participating in the sale, pur-chase, or distribution of, or reporting to work with alcohol in his or her system. The penalty for violation of this rule may be reduced to a minimum of one (1) year, depending on the specific site policy.

3. Theintentionalunauthorizedremovalof com-pany, contractor, or another individual's prop-erty f rom the job site, anyone caught stealing, in the possession of, participating in the sales, purchase or distribution of stolen materials.

Violators will be subject to prosecution.

4. Acts or threats of sabotage.

5. Any unauthorized person caught in the possession of explosive materials on the com-pany property.

6. Any person who causes an illegal work stop-page or picket.

2 3 i b .

o ' m 1 t RULES OF CONDUCT CATEGORY TWO VIOLATIONS PENALTIES FOR CATEGORY TWO VIOLATIONS

1. Gross or willfu violations of quality control, quality assurance, or other rules and statutes ,

particular to nuclear power plants. PENALTY:

2. Anyone caught in the personal possession of firearms on company property. Termination for a period of not less than one (1) year.

At the end of one (1) year, the violator will be given

3. Anyone caught defacing or destroying com- consideration for rehire if work is available.

pany, contractor, or another individual's prop-erty or encouraging others to do the same. '

4. Insubordination or other acts or threatening a supervisor, or other employer representalives.

5. The refusal to abide by the security search procedure.

6. The starting of unauthorized fires or the en-couraging of others to do so.

7. Tampering with or unnecessary discharging of fire extinguisher or other fire protection equipment.

8. Entering radiation barricaded area without proper authorization.

9. Any person involved in a fight which results in -

injury to others or any person involved in a fight in which any type of instrument is used to harm another employee. The discipline may be reduced in a clear case of self-defense. 4 5 4 4

k 1 t RULES OF CONDUCT 9. Failure to produce job site identification. CATEGORY THREE VIOLATIONS

10. Performance of work in an unsatisfactory manner including a violation of quality or safe-ty requirements not covered elsewhere.

1. Any employee caught gambling, running a lot-tery, raf fle, or other " play to win" campaigns.

11. Other forms of unauthorized solicitation not previously covered, i.e. campaigning, handing

2. Fightin on the job site in which no injuries oc- out non-job related literature (oral or written),

cur an no instrument is used as a weapon. - and the selling of food or material items, The penalty may be reduced depending on wehro not the incident was in 12. Unauthorized entry into confined spaces.

13. Not being properly tied off when working out

3. Eating, drinking, smoking, or chewing tobac- of suspended work baskets, working off of co or gum in restricted areas. scaffolds that require safety belts or any other e that work will require the use of safety

4. Anyone caught sleeping on the job.

5. Any employee who is absent for three (3) 14. Building scaf folds or other work platforms that consecutive days without approval of the employer or who has a record of habitual ar.e unsafe or removing any components that will make such ytems unsafe.

absenteeism,i.e. 5% or more of the available work days in the previous six (6) months. 15. Unsafe rigging practices that will endanger personnel or equipment.

6. Excessive unexcused tardiness of an employee,in excess of 10% of the available work days within a six (6) month period. .

7. Oultting or swapping employment from one employer to another without prior approval of '

both employers and local union.

8. Entering barricaded areas without authorization.

6 7 5

                                             ~J e

E - t PENALTIES FOR RULES OF CONDUCT CATEGORY THREE VIOLATIONS CATEGORY FOUR VIOLATIONS

1. Badge abuse, to include habitually losing or PENALTY: i forgetting badges, frequent re-issue of badges I due to obvious neglect.

FIRST VIOLATION: i I 2. Parkingviolations,if properparkingspacesare Termination for a period of not less than thirty (30) available. days. At the end of thirty (30) days, the violator will be considered for rehire, if work is available. 3. Riding improperly in backs of trucks or other moving vehicles or allowing employees to ride in an unsafe manner. SECOND VIOLATION

4. Unauthorized cameras and radios.

The violation of any category three rule within six (6) months or a previous category three violation will 5. Leaving the work place without the super-result in termination of not less than six (6) months. visor's knowledge or permission. At the end of six (6) months, the violator may be eligi-ble for rehire if work is available. 6. Violation of break policy.

7. Not wearing proper eye protection.

8. Having glass bottles and containers in con-struction areas.

9. Improper handling, transporting, and storing compressed gas cylinders.

10. Removing or altering guards on tools.

11. Misuse of hand tools.

8 9

          -   h PENALTIES FOR

12. Moving violations in vehicle on company pro CATEGORY FOUR VIOLATIONS perty, parking lots and access roads.

13. Abuse of the telephone and/or public addres:

system. PENALTY: FIRST VIOLATION: Written reprimand. SECOND VIOLATION: The violation of any category four rule within six (6) months of a previous category four violation will result in terminatoin of not less than thirty (30) days. At the end of thirty (30) days, the violator may be eligi. ble for rehire if work is available. THIRD VIOLATION: The violation of any category four rule within one (1) year of a second violation of a category four rule will result in termination for a period of not less than one (1) year. At the end of one (1) year, the violator may be eligible for rehire after a review of his employment record and if work is available. 11 10 4 9

/ h 1 NOTE: I have received, read andunderstand the rules and SAFETY IN GENERAL penalties contained herein. I agree to abide by all rules during my term of employment. Other safety standards not listed above as con-tained in and as issued under the authority of the FederalOccupar / Safety and Health Act, and the NAME: United States Depriment of Energy Safety Rules and Regulations where applicable, and all safety DATE: policies of the employers must be observed by the employees. Any employee's failure to comply with the safe-ty requirements referred to or failure to participate and cooperate in such program shall be cause for CC: PERSONNEL FILE discharge. All employees will be required to use al1 re-quired safety equipment and all required protective clothing. Failure or refusal to use such protective equipment is cause for discharge. Any violation of safety rules not specified will be judged on the severity of the violation and each case will be judg-ed on its own merit as to the severity of the penalty. 12 13 e

interoffice Correspondence Georgia Powe, d

 .,/

January 17, 1986 Mr. Bruce Blythe Mr. George Head Mr. John Hemby Mr. George Foster Enclosed are materials to help you prepare for the upcoming taping of " Labor Relations Dialog." Our guest on the show, Bruce Blythe of Human Affairs International, will share with our supervisors ideas about howAlso to get the most out of the on the show, Labor Individual Assistance Program. Relations Coordinators Bob Prescott and Donnie Harbuck will make their professional acting debut in a brief vignette illustrating an intervention. Our pre-production meeting is scheduled for 2 p.m. Tuesday, January 21, in Jim Davis' conference room on the fourth floor of the 333 Piedmont. From there we will proceed to the studio for raping. Please let me know if you need any further details.

                                             }   cot)

Howard Winkler HW/dd i e i l C

                                                                                                 /7

l

• 9 .W~ ;;WN \

                                                                     ~~P                       -c 4                  /

LABOR RELATIONS DIALOG  !- THE INDIVIDUAL ASSISTANCE PROGRAM / TAPE DATE: JANUARY 21, 1986 l YA.& Hello, and welcome to Labor Relations Dialog. I'm / L Howard Winkler. Today's show is about the Indicidu;l As irtar _ Program. It just may be the Company's worst-kept secret. Take a look at the numbers. In 1985, 751 Why do I say that? employeesreceivedhelpfromthefAP. Now, of these, how many do vou think were referred by their supervisors? Half w' of them? A quarter of them? No. Only 64. The reason is hggf that many of us have heard of the P -- but don't know . h-[ enough about it to really make it work for us. - , -= So employees are usine the program to get help for personal problems that are probably hurting their job he

                                                                                                       /

But some supervisors may be missing an j + performance. . ( opportunity to use the program -- to help salvage othe./ valuable employees. Ke're c.oinc. to ciscuss the ann: ." b.h gu d Assistance Program today -- and how vou can get more out of it. To help us is a gues -- Bruce Blythe, Southeastern Director of' Human Affairs, International. Human Affairs is the firm that. r.dministers our AP. Also with Ts- rodav is tr. Georce

                                       -      ^
                                                    ~Eead,=. Senior .~Vire-
                                                                                    "I re s                .

7 President of Fossil-Hvdro e-^..cratior -- and Mr. John Hemby,

                                         /           T Senior Vice President of the Atlanta hetro Group.

Bruce -- Bring us up to date a little. Tell us as best you can, who is using the program, why they're using l I it, and how successful you think it is. i f 1 l l l l 1 l

1 QUESTIONS

1. Bring us up to date a little. Tell us as best you can, who is using the program, why they're using it, and how successful you think it is.

2. GFH - What happens when an employee contacts the program?

i Who does he talk to, and what kind of help can he i expect to get? f ** m vu't -[h . ~ JCH - How does the supervisor get involved in this d 3.

3. W W c.ed -

process? I. 6. 5 2.

4. HW - What does the supervisor do from there?

5. JOH - What kind of signs would the supervisor see that 1

l should make him think: "This could be a case for the IAP?"

6. HW - Should referral to the IAP be made mandatory?

I 7. GFH - How do you recommend that referral to the IAP work in connection with discipline?

!                    8. HW -- I'd like ro ask both Mr. Hemby and Mr. Head at this point - What is senior management's position on using the IAP?                                                                             A HW - Bruce -- The & ~ C wre                                                       are some 2' I         othhe. IAP. uses#for

9. f What are they? ..

30. HW -- Finally, Bruce -- How can supervisors learn more about working with the IAP counselor in their area?

4 l l 1

  'I                                            PROGRAM CLOSE Bruce, thanks.             That's a little information about the IAP. Unfortunately we don't have time for more.

With this tape, we've enclosed a simple questionnaire 4 to ask your opinion about " Labor Relations Dialog." It's t been some time since we've asked you for your thoughts on the show -- and we want to make sure we're on the right

!            track. Knowing who watches the show and how much it helps you -- will help us decide.
,                 We've asked each manager to make copies of the questionnaire 1

and give each of you a copy to fill out. Please bundle them together and send them back to me. The address is Labor t Relations Dialog, 333 Piedmont Avenue, 4th Floor, Atlanta. Thanks for your help. ! For Bruce Blythe, George Head, and John Hemby, I'm I Howard Winkler. Thank you. i e 4 1 l

     . - . -              _ . - ,                    ._ -.    -     _ - - - - - .             - ~ - .    - _ - - - . __

i / V0GTLE PROJECT ANTI-DRUG AND ALC0HOL PROGRAM CONSTRUCTION LABOR RELATIONS COORDINATION AUGUST 19, 1986 On March 27, 1974, the Project Agreement was approved and signed by Georgia Power Company and the Augusta Building Trades Council. It was stated in the general work rules that...

                "2. Alcoholic beverages or narcotics will not be allowed. Anyone caught drinking or under the influence of drugs or alcohol will be terminated and barred from job."

In 1983, "The Rules of Conduct and Safety for Generating Plant Construction and Maintenance Projects" (grey book) was issued. The violation of drug and alcohol use was also stipulated in these rules. On April 17, 1984, a draft of the Drug Policy was presented to the members of the Augusta Building Trades Council. The following points were discussed:

• Sales and distribution off the job site.

              *Use of drugs and alcohol on weekends and after work.

• Prescription drugs.
• Formalization of drug and alcohol screening.

              *Use of drug dogs, undercover agents and other means to make Plant Vogtle drug free.

In April 1984, articles were placed in THE BLAZER informing employees of the Drug () Policy. In April 1984, the Drug Policy was distributed as paycheck flyers to all employees.

                                                                                                 /

On May 1, 1984, the policy was hand delivered to the Augusta Building Trades Council members. On May 4, 1984, the policy was delivered and discussed with the Savannah Building Trades Council. 9 May 8, 1984, all contractors and business agents were notified of Drug Awareness yans to be presented. 15, 1984, the first Drug Awareness Program was presented to the business agents shift stewards. In June 1984, " Drugs and Construction Don't Mix" signs were erected.

• Between entrance roads into plant site.

Along side entrance road into warehouse area. At craft turnstiles. . On June 6, 7, and 8, 1984, the Drug Awareness Program was presented to supervisors and I stewards on A, B, and C shifts. There were approximately 800 people in attendance. l l On June 15, 1984, the bumper sticker and hard hat decal campaign began. There have been approximately 4500 bumper stickers and 9000 hard hat decals distributed. On August 7,1984, the toll-free Anti-Drug telephone line and validity of drug testing were discussed with the Augusta Building Trades Council. fflN~ S1-96 l c/n

O o Vogtle Project Anti-Drug and Alcohol Program Construction Labor Relations Coordination

       ' age Two On September 27, 1984, the on-site screening plans and implementation were discussed with the Augusta Building Trades Council.

On November 13, 1984, a demonstration and discussion of the Syva QST EMIT equipment were held with the Augusta Building Trades Council. In November 1984 Walsh Construction Company began distributing " Drugs... Don't!" hard hat decals. In the Fall of 1984, posters of the Drug Policy were distributed and posted.

• To all contractors.
• To all business agents.
• At various locations on the jobsite.

On January 22, 1986, a discussion of the alcohol policy and demonstration of the Intoximeter 3000 "Breatholizer" equipment were held with the Augusta Building Trades Council. On July 24, 1986, a presentation of the Vogtle Project Anti-Drug Program and demonstra-tion of the drug and alcohol testing equipment were held with the Augusta Building Trades Council. P.B. Pensinger discussed the affects of drug abuse and the problems of drug abuse in the work place. e

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11. INDIVIDUAL BENEFITS

_ OTHER BDEFITS

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A.1983 A% _ sisof Benefits prehensae Moin al) 11017ju)(v) 392sx B F2iua!nanal Assistame 251.857 34 Ot45 Straigtit C. Emphace Aswa iakonslWGP. TotalCest Time GPEA. Forum. GP.\PA. Toastmastersflassa l 116 212 77 0182 Type of Bmbt To Compas: Payroll U E*P I '4"'l"I"'"'d!"'" E'" grams 272 n1600 0710 lIGALLY RIQl' IRED PMDTS E. AnnualPhysicalsarialMesinal A fnlerallivoineCompinsanon Att ENrnse ID IW 91 1182 lkirhh tFICA) 521 x67'000 m 67hl 3 2I'III 99 NI"U It State & fnieralUnem[hment E E"b " "h"" A*44"' " 179,557 16 0169 d Senwr Awards Compensahon I "q innu 3no H M * "II"'"' M"" EdI"""- C brkeriCompensabon i g,nl177 65 3x26 Rehrement furu tum Allowamc. Coun Fns. PenchhStatement. COMPANY BDUTIPIANS  !;8.155 02 0413

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10 Averaqr numlrr c4 lull time employees durmq 148 3 14.276 Gwcrage-twice s.dary up to $25f xNL Average annual ont ollrrrfils per empimee $10.fm 71 I"'l"'I'IddI'" Non-union

     %I straight time hours'                                           2 tun 1212                         and t ll4'A\'A                            filEW Total full tma rmployet".traight time pa> roll                 5 Kl.217Ji'i                    2g ,3y,,,,g                          33, f 3 y ,ggg j                                                                                         ,

Wause l30P is a tax uedit. it has lern exclininl in im thn reg. irt aiul 'Mpnum-%50J d M l niily siministrative um!s art show n ll this 510 'r a 6,tNin lit) h.iit inen Ill(Imit41. lhe JuTirtilid %lralRht lmr pig roll ft'll:4'tIngllWlol.illirnefil Valle t0 the employee hould hase tzen 12 32 81 ('oinjuny ointoholiotr Non-llnion I B. Benefits Statement and lilEW Tin. s thicument is an annual print out outlining IlitiWA_ 30(/51.000 23'/SI3NMI lenefits for cadi regular full-time Gurgia Power employee. Infonnation printed on this statement The Company contributes the w hole premium for includes: the first $5,000 of life insurance for union employees Non-union employees receive $7.500

• mec ical insurance i

ol akhhonal Coinluny-luid hfe inviranm a >wr4

• sickness and disability tenefits
• death benefits B. Supplemental ufe insurance
• Employee Sa.ings Plan
• Employee Stock Ownership Plan Optional
• retirement benefits Elivilulin-automatically enrolled if sidary is over
• Soc.ial S.ecurity informat. ion $fdNXL bW (an cmlif siol bid is'At M UITiWA members not eligible.

fi>r more information call 811-6137. Gwerage-2% times satary over $25JNWL In<licianal cust-25< /$1.oon III. INSURANCE PROGRAMS Afaximum-tused on salary. A. Basic Ufe insurance C. Dependent ufe Insurance Requinst OP'I""dI Eligibility-first day of month following' (mploy-Eligibility-first day of month followingenrollment ment. y =~=~:. 4: ~= -4 .y q 1 a h s j e+ j s

i 1 l l 1 1 n t I t n -t-'n <~- c g a -

         =

g- .. Lo g r- . :: 4

                                         -

• ei t- 2
• x' vi z?

i - 4 C 3 4 M

                                                                                                                    =             0            FC-
         *.                                         N                                                     N                                         ^

w -w r -x y ^ t. L9 c ^ 0x a a x

                                                                '-                                 ,o a r ,.

l ga t -

                                                                                                                                  -./.       w-
                                                                                                                                               = p:

e e . M_ n_ Ed 7 - -

                                                                                ^8
                                                                                -                  c.d O..

E rc

                                                                                                                                  .E.         -M
                                                                                                                                              =,

4k

         .~.       O                                @                                                                                         X

_, . -_ .=.

           -       r.

e :c x - 4: ..

          -        +                     g                                                        g                                            x W .=             r=

l c f- f- Le a r- -

                                                                                                                                             'W U d E  ;         2
                              .         -*:=E- tn               'e o            te x
                                                                                                          -         r,            =              . .=             n
      #-            -<, ,.-c. .y.         -e= O ,-              ns
                                                                -                  -              *:e vo #$ c- x e
                                                                                                                                               ==.:.=
                                                                                                                                             .-= .::::
                                                                                                                                                                  =

t _x x '- c =.r g e

                                                                                                  -                                                                =
      -=-r.

j-. Lx ..+- - . T .C

                                                                                                                                               ==7-
         - e ;: - :        =~

47==- r h=- =~= a==.= , =.r .E..=.=. t r. i , - . a

                                                                                                                                                                                                -+ ~ - - >

• f.

6 6 =

                 & -.=z - -=                          = =i :::
                                                      -                   -rc=                              -                w.,     -          l;- ,,
                                                                                                                                                                   = -
                                                                                                                                                                                                                =W* ?e*r'-t.a t

s,- x w ';;: .- - =

                                    .=
                                                      = ay
                                                      =    = = =a-      E  =xr                              = :=.:=-=0.=
                                                                                                            .:         i .:; ; ;:r            =t

,y_ c.  :< ..;

        =

-:- r- =.

a .=: e.

                                                      = = e .== w x
                                                                                                          .::: .=
                                                                                                          .= .= .=r..= e r a                   =

e .= ,- g 4

      - ^ * u .:                                  .? .d             .h - ? .$                           .s --t -- .?                       'a; .= =;

e V- =g Sr - e = -em w :C .

                           - .                        =
                                                    -= -=                                   =

_ .=

                                                                                                          .= - =          -.                 " ::: 7. .
                                                                                                                                             -                    .               .m j'jl t

n L = ;x i .. c 7

       =              ~=L                                   s         -                                                                                         y         e
       =              =.=.'=                   x           5v         2              1
                                                                                                                       ~

r S

       -              =~ =                     me                     -               =                 ,             :::-                                  t -           ,-
       =              'r ~= =                  T-                     .                               '              =

s.' 1*

                   .c=                                     7                          ;:

F

       =                                       44
                                                            =         m               E                 =-             e                              Z' ;- r             =           m
                      =x                                              e                                                                                                   a x ,. y r         s                     u
                                                            ,x-                                         (8            y y;           .c                     .i-          .=

k a = -

                         -r       .             .          ,=                                           a              -                              yy        w           ;=      l p' 5                                        "45        ~           k              i                2               #                              ** ?                  5
                    -# 5^- =.*
       -                                        g y w                  e              ~                              .E                             - r -                   n                                                                I C                                                                 C                                I g i,.

ai g- -4 C * -C a

                                                - r  = -=              9 p           a.

c 3

                                                                                                                     -                                ."   d- O v

L . = . -

                                                                                                                                                                          .F=

c

       =              w      8 --               Ow          w          o              c                              =                               > < c                  -

Ow - x=C ,C V y

                                                                                      't,-             d              E-C -,C2                5k
                                                                                                                                                                            -w    "                                                 ~
                                                                                                                                                                                                                                             )
                   $f5
                                                                                                                                                                                                                   ~

y - -= h- = y E w=c.6 'd d, c b C 9 o'-i IE tw v.O c0 - l l W 9 :r- r - i ysd y. tr o e e f. ,., _'id[y

                                                                                     - ., t.

de 5 c g 4N

                                                                                                                                                        . M. e.           =4me t,$,,

MW

       ?.
       -             -} E
                                -t.            - x -~x                     -

x - x p

                                                                                             =-         P g

h

                                                                                                                                        .s ev b

• xh,- ee i .x = =

                           ,., =

rr f., r e+s 7 y e e w e w

                                                                                                                                                = .y w- -

e 5.s

                     # .,                             l                     l                    j     I             c             4
                                                                                                                                              .y* w .=:
                    -l .= ..;                           . l.               .          l.                                    W       'i                     . = C         ==

• 9E9 22 -l

       =-
       - .          5 =.ax                     - --                        --
                                                                                                 =
                                                                                                 -      E.

c w., m t fEF y ,~gy

• I g i. - g M- -

       =E           1==                       "Q < <                      <<                     E      E        C $             -

= bE-- 8' 29 5 2' 4-. Is  %$ 3a d r$. ~.3

• 2 <d **

uo E $ $: 0 t- y# i

                          . x = ga                        :c              5.                    e                     6- m s xv (,,)v w     e e e a                  w   e e y
  . ~ "[ r v- 7, /*. W                        4                                    W            =t     Q.       C~C WC                  *                              *o e

It is rowriuy. Amount of oiver,ur must le in muluples E. longterm Disability ___ of $5,(HM).

             ""I""" #                                                        In.hridu.d a sst-!lt / $1'(N M )

Bigibihti-first day of montli following' einplov-5 #'"I'"'""- 55' M " "' nx nt. (iircrage-a total of Q)% of initividual monthlV < li. Supplemental AD&D salary up to $8,3:13 Invituiing six months alter becoming totally disablo!. Ulstion.d hulirido.d cost-35</$100 of montbly salary less I hgebihty-first day of month followingesirollniesit. , 5j' May ciert tf us n everage if individual paititit utes m - maxinnnn $5tMMN) basic Al)&D. lill',W memlers Af.tximum-$5,(NKl/ month to age 65. 9, ,; y Company osntribution-204/51(H) plus $I- g ;,s erage-$ 10.t W W i nninin n u n for attive per sonnel Annual (iim/unv contnhution-Alsieroxiinatel.y and slo,(XN) inininunn for slwsuse. Coverage for

              $978,(WM)in I!IS1.                                              slx iuse may In olual to or less Ihan roverage of in-dividual up to $11KUNXL F. Accident and Sickness                                        Indit nin.d osst-:t it /$1,(HH) for individual:

Optional 3.3(/$1,(HN) for slx >use. Digibihty-first day of month following enrollment. Afavimum-$250.1M Wl for imlividual; $1'W),(NH) for spouse. Coverage-58 per day. First day in case of disabili-ty due to injuries and eighth day in sic kin ss cases

f. flusiness Travel Accident Insurance (after first day of treatment by a physician) up to 130 consecutive working days. Automatic Individu.d onst-52.33/ month. Bigshihty-first day of work on a regular full-time basis.

Afaximum-$2-10/ month. (isretage-three times annual salary. G. Basic Accidental Death and liedividual oW-('ompv mys total premium Dismemberment (AD&D) Afinimum-5120,(xML Optional Afaxinniin-$GuyM nL Bigihdity-first day of month following enrollment. Annucd('ornpyaN-510A 2 8 hq m.t Coverage-minimum, $10,000; maximum,

               $50,000. Insurance provides 24 hour-a-day g
                                                      ==               -- u-g=          ,, g! -                                                   ,

i i I m, G J l i { 4 - ,4 h P r i 4:  ;

1 i l 1 4 1 I I 1 1 l u u. .:=>.,- - o c s .: e.

                                                                                                                                                                                  ~5 +g               x=a g e~.
               .-_u.                             2-        _                                      =._             y .>= .-                 ,-

g

                                                                                                                                                                                    ..-               _.3 yo
               -===  t -
                                               =,:   r=
                                                     =-     L =r-we
                                                                                        -V
                                                                                                  .3              ,

x - s# .= - C

                                                                                                                                                 =
                                                                                                                                                  > =-               .             n-C                .

4 e= -

                                                                                                                    ;r- -N, .                                        O-Y =. 7- 5                                                                         ?8f                                                               $
                                                 = ,b & f,                                                                                 = =                       es             .=.e6            = k. .h*
                             -                             -                            n                                                         -       $          W ,c S--===  __e' .=. '=                        =.
                                               - .=

UD G == = =y4 k -

                                                                                                                                         ./- p
                                                                                                                                                                                                     ~= ; $
                                                           - =.
                                                                                        >, 9 .=                           a:                      r                                                   , w x

1

                                                          =-- -
                                                                   =
                                                                                        --e

s. .t u.v. =,. -

c.-=

          .--=  =-.-                             -

x 2 x-

                                                                                                            <' = r. u 2 I
                                                                                                                                                                                                           ,a

c. = - t.- - . .- &:..., w

                                                                                        - r uW- < -.
                                                                                        .a                  r. -              J            -

n =- a

                                                                                                                                                          -            ;i,s e                 =:.;:: w-x                          .
                                                                                                                                                                                  ~- . .                          -
        > ;- i. t                                e = &weed                              Ero er -              2          -E      E       v             e =- i w                       c
                                                                                                                                                                                                      - - . E=  -
      -         - : .=                         a     -
                                                                                                   =       ..=
                                                                                                            = == =                          .-

e

                                                                                                                                                                             ===
                                                                                                                                                                                                      =. n =
      -w;<-

• M-u=rk y,s un- E a.i. =* 7, .c 6 y< 5 e kc eo_>. - E' ==n

                                                                                                                                                                                                      ==x e-=* r
                                                 =
     == =--                                                                                  dc=

r*= - v. -r , xc.= e , 9 m i r: a0 =

                                                                                                                                            =             v p            F as :.: k               .

cc= eg g 1 C-= = xy = >C . = q-g=* y ~ =_ b t  %

                     # a                 _
                                          . .c .-?.-= ,

.=-s=.. u

                                                                                                            -x-a
                                                                                                                          =. -.

T.

                                                                                                                                                .4 1 v.=af
                                                                                                                                                                                    =.y
                                                                                                                                                                                         ,-=, .x,
                                                                                                                                                                                         -            = -:- n-
                      -      =            -
                                                   .=      =-      =:. ,                                    <    - r.                                     =                         -
                                                                                                                                                                                                     .-=e
     .-=-- - - -                                                                z. + * =<- .-
                                                 =;                                                        ,x =                     ,      -               -

x >0

                                          = e_= cc..,e.                  7 ..ec                                               _
                                                                                                                                         < .=                          =.r. x       - -

c-_ .= E

       =.s==.=.                                                                              e-c_1,_:.                      ,     x     ._                                                .-    r                        m E. , . E _=
                =
                      =                   -
                                        =.=      c.vo=.--= -y.--a= r a
                                                                                     .=.a L.c_ <,=e s,:w_- =. I-a      -:     _=      e,
                                                                                                                                                                .,: 5
                                                                                                                                                                     .e .x m

2. *x =w ps

_n 1. e_ S. m, mt w ev.s-wers, m re -

                                                             ,. ,e .= ,r = - ,s..t-s,-a
     .=.:,.==-=                           x ,=:.,

v.

                                                                                                                                    - = = =                            c.    =.=

x. ,,

_ u = =. x ==.- a .. ,uy

                . = e,-            .:   -

e x = a,. >. .3u=,u2

                                                                       = O                   =. m e         = e, c .= 2 =

9- - . oe s.=. x -: vI.=e. z. z. I g u.: e <c F >s --We >s : : $E=

                                                                                                                                           =      -

I Ii .x  :

                                  .=- i I                                        I                           I                           z        =         I                                        z c c.             Im, lHl p

w - e== % y = v - v, = .r.

                                                                                                                                                                                      ,, x,          .v r                  r
                                                               --                         u
                                                                                          =-= 2. t.
                                                                                          =    =         .
                                                                                                                        +           .-              .=.

s

                                                                                                                                                                              . = - ..g ,             =

u x, p := = e .e

                                                                                                -~n
                                                                                                      ~.-               -
                                                                                                                        =
                                                                                                                         =        -

m = e

                                                                                                                                                                          -c<x
                                                                                                                                                                            . =o - -

o a . . .>.

                                                                                                                                                                                                      =

r

                                                                                                                                                                                        , e-:u c-=

ei c _-

                                                                                 .-3___=-_=.
                                           .=                                                                           r,,                         .,.:                                              .
                                                                                                                                                                         .>      =w
                 =--                        .                =                           ===.=                                      a                 x .
                  <x                        c                    -
                                                                                 -====                                  e
                                                                                                                       .=           c                =                   -cey                         a                  m
                                                                                                                                                     -c s"m
                    * ~                     C                                                                                                                >?.

r. -:

                                                               =                 .M-
                                                                                          =.5 x, =A                     c.          v                                    .m     = .c  -eA             E Q
                                                                                                                        -           -                                     l-                 c c.-y W5                         =                2;                    W      & ~, - 5                      C         '~-                p(                   > cC=                       c a:                         &                  x=                  1      s
                                                                                               ==c .:

c r x = c;; c 9 im

                                           .=

xC; =

                                                                                   >, 9 '= ==

e 5 x.s d.,kEc o a v-

                                            =
                                            ..         o
                                                                      =

e --

                                                                                                    .v==
                                                                                                         -             .=-

c = x . ?_ cx, .-

                                                                                                                                                                         .= -         ,- x y

e a o e: s -

                                                                                 .= r-u <== w.-- =                   ,-          .-                      ,<
                                                                                                                                                                         -   r. e -
                        .=                  =                  = 3.,                      e. c, s. =. . =c                          =                -u                  .=
                                                                                                                                                                                      -ne            z =o    -

e.,. == = , u = *x e c. vy..c

c. . = 9 e. .c . u

     =E' cL
                                            =,.                       =              **

W 'T - F =x c Ww g .d t i w&x

                                            =
                                      - =r ,.                  -
                                                                . , v = ..         .

t,x. .e. -, c- , ;a: o . u__ec .- ,

u. .= . -r-

                                      =                               = . o= . x. = t,:= .= = = +.x a .s=y-                      = - .- ==            cr.u -      ==     .. a
                                                                                                                                                                                            ,-      E> -e=
                                                                                                                                                                                                 = =-        -
                                                                                                                                                                                                             =

r..c.- - ._-w-

                 = c.

w

                                            .a               ev.

r .= x .c .=

                                                                                                                                                    .u            r.                  c.                     -
     <6.t. ==
                 =
                                      -. ;,. r.
                                     .,                      x       x                         . = u . =. =_ =a . x.

o . = _ -.u uI v .e V w

                                                                                                                                                                                             .-.-. =-_.=-

2 -1 .ai - G ,

                                                                                                                                                                                                 - E         O
      *:                                                      ;              =s= =s.-      _ vE, =

• 2. 5 i >, - 9 25-  ; E 2 = .2

                                                                                                                                                                                                           -x C
      ..         _..=-
                                ...>.r r                 --                    . s.                      =. --- 1                       .      o
                                                                                                                                                              - = .x            .          e ,.  - =

ei

     .E.

i

                 =

e 3: -y 2. 2 M e4 'C e O - z.. E x = .= t- = -3F pMe xe. 2 0z O E.= x= e?c8 2 'E

                                                                                                                                                                                        's t- 3 y 1 4C2al                                                                      I                                        s. I                                        l                                 2         l 9

9 e 1 l

i! ll1  ! il . d I

                                                        " ni >i t

n/

                                                                                                - -                                      n e e- noA iocb r

I , !

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                                                        "                                                                 A i

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• 3' o, btnyml f, nal gr a" N" w' 8 9

C l 2 ara #+ cnl a s nl 1( il m e r 3r "" X' ,owiaAni<' t h " n o j f i e / i I r , lah u ei ( iost i v w '" P' 1 a

• ex l

I" lewo l t l i vnen P' o,l utih n r P i e l t w < n hh hg s o y 2l y i vw n o ., 7 en I i l f i y I tc < g 'j i i 1 mos a e" t V" sb r l a a ti. " - l t mic 3 mmI gn , I n n y i

                                                                                                                                          - y vl t

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I'd olpti o s ir manmlaila"'"

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t n I n ,in c oa s n i a n 7

                                           ,        Ean t i      t r

d n \ g na t i n wCin i o' t i i r t Y n - i a a/ , iir f u o rwi tu" L n O P %' t o d' 3l xp 5 r o 3/ <-e nl tp *

s. yg ' L a rinf ad W c.

w s. r r sr g uyy d' / PI e- oy tam'2g r ra 2 - 4' , 7 m woetn" - obi r ' 97 ( l v m. m e

                                                                                                                                                                                                                                                 ,"    1 E
                             \

ec U37 /ri etilb iI pj n tpEx p0 n1 u - 5 0 1 2 i i C ar l I'

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                                                                                 " n r I

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                                                                                                                                                                                                .sn   .

o n - i won g; s WmAata" M' 3 , in g G1 i1 I ( o /ib e n 1 a I' 5 Gj1 EN

                                                                                                                                                                                                                                                        =

M A l z_ 3 4" t s - . a g-1 yr %'

                                                 'H, it                     1'                              o                     e             w; 3 01 <

1 nst eh en8 isl fo > e" c 1) c  !

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                           ~

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                                     -                                                                                                                                                       l s iif  ' eo r

A i i n e e 2 < e yr msv r r m pa y nim l L {. lt i cu e y 1 2 075 2 at i p13 0 (nN3 81 e pr poi nn ml t t U [ wtx i m r . n ) l xu

                                 ]

m i. 1 2 i o PS pt otab M g t f io/ ) st gnmilaP m X r- ir rin5. 5 is ne y imp oI h l t 8, i E ( n eose . o l' o r - l l U C 5 i t li m na ivmCnleC C C o si Ni f e ar G t l wLwm n n l i l 1

                                                                                                                                                                        - 8         l P

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                                 /t t I .h o ac b > ve -     l s 3 1                                                   n      5        g n    i<n si    un cosre ae uxp m                 t                                           -

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                                *t t

i l

                                                                                      <>s t

n t r e o a ef h n n l r f g> n or r uoo i iieta t cf oB' e

     ,I           A_/P                                                            I n G U 'e R N E D O l'e 'e    l                                                         l        B l'      cpmteDI onn t      I m                                                                             '

E 1'  !  ;

28 E 21 L M Smthern Company common sten k for F.mploso, 2. installments Savings I'lan port lusn! e.u h month at closing pnce a general rule on the llurd working day prior to the etut of the h. thrn'> ear rule month V. ADDITIONAL BENEFITS

                                                                                 = . =                     = _ _ _ _

C. Employee Stock Ownership Plan (ESOP) A. Vacation Pust.un d vnprion:lusnt on a percentaty of total payroll This plan is also referral to as l'AYSOP. e Two weeks alter one year of continuous anployment. Eligibility--one year of service.

• Thrn wn ks during the calendar year in which Gamj ony mninhution-percent a!!ocation to indi-the imb ulual completes seven ycars of service.

I vidual lusnl ugon individual W-2 wages for plan year. With</rawalprensions--for shares contriburni for the 197f>1982 plan years, witlu trawals nuy l e m.ule

• Four wn ks during the calciutar year in which the inthvidual completes 15 years of service.

                                                                       . (UPGWA: lour weeks during the calendar year after seven years for any reason. Shares contriburn t             in which the individual completes 18 years of for the !!MI-1987 plan years may le wit hdrawn after              service.)

seven years, only in cases of finam ial hardship.

• Five wn ks during the calendar year in which Wsting-100% immediately.

the mdividual compkies 25 years of service. Gunfuny contnhution-for plan years 1983-1987' e (UPGWA: five weeks during the calendar year

         %%.                                                              in which the individual comphes 28 years of service.)

For more information call 811-6137. B. Ilotidays D. ESP /ESOP Distributions and Tax information Nine paid holidays Distribution alternatins--for retiring employees. = New Year's Day

1. lump sum

• Good Friday

2. installments

• Memorial Day hvation options-- *A"'Y AIh

1. lump sum

• Mor Day

a. special 10-year averaging

• Thanksoiving Day

h. income averaging

• Frkiay after Thanksgiving Day

c. rollover to IRA

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k - a u - d Problem-Sohing-tithniqia s for dmeloping soht- Value Analysis-a gn xip elfort to ckiermine the nuist tions that pertam to the job- elkrtive means of providing gmxis and services. t'erformance Management-In imiqin s for manag- Interviewing-for individuals w ho are callnl on Io ing ihe gx rformance of solainlinatos ' inake formal employment / placement interviews. Quest for Excellence-an inin x foi tion lo the Com- Writing for Results-for employees who have pmy's management nu xlel for Ihe Ms .u ni Ms. waitmg assignn cnts. Performance Measurement -tu hniqins for n w autor- Instructor-for individuals who instrnet others. ing and assessing organititional per for mance. P MgW-(ritid pm ndM M-Team Building-designni to improve interpersonal niques. relationships aral task skills wohin a work group. I Res Wo M op nt;ition and Qr.ality Circle Facilitator-terlunques in setting up explanation of lluman Resources Policies aru! and maintaining a spiahtv circle; must le a Pnrnfun s llandlu x>k. facihtator' Team of Two-a course for managers and their StepsTo Personal Effectis eness-desigoni to enhance secretaries to identify ways to increase their team Ihe pn >fessional, personal a >l a > nmunicatn in skills effcctiveness. of non+xengit. nonclerical employn s. D. EE0 Workshop Presentation Skills-<h sigont to help employn s with techniques suressary to ethrinely pasent A limgnun dNgnal to enwe tfqit aH Company irs are fanuliar wdWiws ideas at imix>rtant meetings "" ""C'" "'" .I and pn rnlur s involvnl in carrying out the Com-Managing Change-technigins for deabug with Ihe pany's niual opportunity policies as well as the con-

                " people ' aspects of organitdional thange.                             cept of affirmative action.

leadership-for any indivi foal who is hkely to Tbr more in/omfation call B11-7511. become a supervisor /m;uuger in the near future. Sieps to cerican Exceiience-<ksignni to enhance Vll. PROMOTION AND TRANSFER the en lessionai image of persons who perform POUCIES clerical alw!/or administrative doth s. laterpersonal Skills-techniques for improving A. Managerial Vacancy Pincedure human relations skills.

1. hicrease the nismber of candidates.

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nu. ,related behavior and performance taken if performance fails to improve? Has the per-changes. However, there may be some violations son been allowed adequate time and opportunity that warrant stronger discipline than the initial to improve? counsel and reprimand stages, such as theft

6. Has action other than termination been considered if performance fails to improve? Example. demo-tion or transfer.

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h , y, n . 01/ TIONS For additionat information on how to enrollin the Managers at supervisors should ask themselves- educational assistance program, contact the Employ. ee Benefits Section,333 Pedmont,4th Floor P. O. Box

1. Does the action of the individuat votate a written 4545, Atlanta. Georgia 30302, or your human re-pohey? Has this pohcy been communicated clear. sources coordinator, ty to all personnet?

2. Is the action to be taken against the person con- * "E8 *"

sistent with the action taken against others who Personnel with one year of service and at least 1,000 have committed similar pohcy violations? paid hours in a 12-month period can join the Employee Savings Plan The purposes of the plan are (1) to Documentation encourage savings, (2) to supplement retirement s All disciplinary measures should be part of the omote Meased enterest in the Com-indrvidual's personnet record Documentation is p ny, and(4) to provide a competitive compensation helpful in two ways. It helps you to justify a discipknary progr m for long term personnel. action. A decision to disciphne should be judged on ers erent WS of invest-both the particular violaton and the person's poor ent funds for employee contributons: record Without proper documentation, there is less Fund A. Securities with a fixed rate of return probabahty that the Company will prevail in an arbitra-tion or court proceeding Also counsehng efforts to Fund B. Common stocks and bonds convertible improve performance are simplified if records are to common stock of many major companies available. Remember to document positive behavior by placing letters, memos or notes in the personnel Fund C. Southern Company common stock mcords. Contributions are made only through payro!I Educational Assistance deductions. They are invested in one or a combenation of the three funds. The variety of funds allows for Georgia Power provides financial assistance for individual preferences in investments. employees returning to school. School courses and Employees have three options with their contribu-degrees must be job related. tions. They can choose the elective employer contnbu-The Company will refund the tuiton for approved ton (before-tax), voluntary participant contribution courses of fered by technical, vocatonal, correspon- (after-tax), or a combenation of the two. dence schools, and colleges based upon the grade Employees may put from 1% to 16% of their W-2 recerved for a particular course (A = 100%, B = 90% , wages in the savings plan, and the Company will match C = 80%) Payment will be made at the end of each the f arst t % to 6 %. The percentage the Company will quarter or semester, There is a $ t.200 maximum reim. match depends on years of service, as illustrated bursement per academic year. below. Anyone errpioyed futi time may quahfy however,

                                                     ,                          we                  c.g ,

to be reimbursed, the individual must have completed " * * " ' ' ' R a minimum of one year of service. Additionally, co-op MO 50 '/. students are eligible for reimbursement dunng their t 1 15 60 % scheduled work periods only 8 9 W

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                                                                                                           's All Company contributions are invested in                 VEARs OF SERVICE        VESTED PERCENTAGE Southem Company common stock                                   Less than 3                           0 3                       50 %

4 73.f, EXAMPt_ES OF 6% BASIC CONTRIBUTIONS v., w w. a.ms e e.m.s cow , 5 100 % UO ses se s

                                                                             $1080 $ 540 $ 648 $ 756 $ 810 ns
                                                         $1500 $ 90                                                        For additionalinformation, contact your human 2000     120     1440       720     864 1008 1080 150     1800       900 1080 1260 1350          resources coordinator or:

2500 180 2160 1080 1296 1512 1620 Employee Benefits Section-ESP /ESOP 3000 210 2520 1260 1512 1764 1890 333 Piedmont 3500 4th Floor Vest:ng determines the amount of Company con- Atlanta, Georgia 30308 tritmtion individuals will receive if they leave the Com-pany or make a withdrawal. Vested interest is based Employee Stock Ownership Plan (ESOP) on length of service with the Company, not plan par-tictpation. Rules regarding withdrawals f rorn the Sav- r DMer M d W @ p s ings Plan differ, depending on whether the employee s eligible to participate in ESOP (also referred to as contributions are after tax or before-tax. Contributions P PsWWMWMpm to the after-tax feature may be withdrawn for any net. Thee gny uses money provided by a payroll reason. If the withdrawal is for anything other than the purchase of a primary residence, medical evpenses, d M WNWW or educational expenses, the employee witt incur a three month suspension from the plan. The before-ta x contributions may be withdrawn only for one of the three reasons given abw unless the participant is Year Percentage age 59%. If this is the case, then a withdrawal can be made for any reason and the employee will be 1983-1987 1/2 % suspended from the plan for three months. It takes 60 to 90 days to receive a withdrawal, regardless of the g g reason sonnel does not create a tax liability for the person until 8' * **" * * ^"Y VESTING SCHEDULE that are reinvested to purchase more stock are also This schedule determines the amount of Company not taxable until withdrawn from the account. How-contrtutions an individual may receive when termi- ever, cash dividends (considered distributions for tax nating employment. A person's vested interest is also purposes) paid directly to persons are taxane at the a factor when making withdrawals of Company time of payment. Shares of stock that have been in an individual's contributions. ESOP account for at least 84 months are elgble for withdrawal. 10 11

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5 j' L 5 The completion of a patent agreement form is re-It a person should terminate. rettre, die, or quered for particular positions. beenme dnabled, as defined by the plan the total value of the account-including all full shares of the for additional information, contact the employ-Company stock plus cash for any fractional shares- ment manager. will be paid to the prson or designated beneficiary See insurance For additionat information. contact your human Reference Corporate Guideline No. 110-100. resources coordinator or: Employee Benefits section-ESP /ESOP Holidays 333 Piedmont 4th Floor All regular,. fuit-time personnel (status code 01) are Atlanta GA 30308 eligible for nine pad holidays. Cog students (status code 07) and r egular part time personnel (status code

             *A list of human resources coordinators is at the back     02) are paid for Company holidays if the holiday fails of the booklet.                                           on a regularly scheduled workday.

To receive pay for a holiday, a person must work Employment Procedure the day before and the day after the designated hole-Individuals interested in employment must meet cer- day. If an individualis excused by supervision for an ta:n requirements before they can be hired absence the day before or the day after a holiday, the

1. They must be at least 18 years old individual may be paid for the holiday.

The following days are recognized as holidays for

2. They must be a U.S. citizen or have a permanent att regular full time Company personnet and regular visa. part-time personnet:

3. Applicants for certain positions must take and pass Ye ,s Day the Company's pre +mployment tests. This pre. Y employment test is a battery of aptitude tests. I I Y Some applicants must take and pass the skills tests (when applicable) Certain professional positions require specific college degrees. Thanksgiving Day

4. A physical examination, which includes a dru9 Friday After Thanksgiving Day screening, is given by a Company doctor. Christmas Eve Christmas Day Upon being employed Reference- Employee Handbook ibu Are Georgia

     '        1. A photostat or certified copy of the birth certificate  Mr. Employee Benefits Section-page a must be provided.                                      Corporate Guideline No. 110-507

2. The required federal and state withholding forms For shift personnel see Labor Contract Section 4f.

(W-4) must be completed _ paragraph f.

3. The necessary Company insurance forms must be completed.

4. Other procedures for particutar positions must be completed.

13 12

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t W - Individual Assistance Program insurance Individuals and their family members can encounter There are 10 group insurance covera ;es available. The personal problems which, if not attended to, can 10 plans are (1) comprehensive medicat expense, adversety affect job performance. The Individual (2) basic hfe insurance. (3)long term d minty (LTD). Assistance Program (IAP) provides a comprehensrve (4) acctdent and sickness, (5) noncontnoutory life, counsehng and referral service to help resolve these (6) accidental death and dismemberment (AD&D). problems. (7) dependent hfe, (8) supplemental AD&D, (9) sup-Some of the personal problems include: piemental lJe and (10) business travel accident. legal The coverage of Company personnel, as well as famh any depencent coverage, goes into effect on the first marital financial alcohol emotional of the month after employment or enrollment based drugs physical on the type of coverage. An NW on a Mityleaveof absence m As a supervisor, do not attempt to diagnose the continue all group insurance coverages during the personalproblemorprovidepersonalcounsebrig Your leave penod. If that person ciects to continue any responsibility is to evaluate job performance. group insurance coverages, the required coverages Participation in the IAP is always voluntary of life, long-ferm disabdify, and comprehensive However. supervisors should explain the p ogram and medecat ensurance must also be continued. LTD recommend that individuals with job performance or premmms will be waned during this period. productivity problems contact the nearest counselor. To continue group insurance coverages wNie on When you refer someone for participaw in the IAP, authonzed leave. individuals must pay the apphcable

• it is suggested that you contact the counselor pnor to monthly premium in advance on a quarterly basis.

the first visit. For someone leaving the Cor* pany, the in-The counselino and referral services of the surance coverage will terminate the last day of Ind;v! dual Assistance Prograto are administered the calendar month in which they cease active threogh an extemal contract w+th Human Affairs inter- employment. nat:onal, Inc. These services are provided at no cost - to Company personnel. FILING A MEDfCAL CLAIM If it is necessary to rsier the individual for further counseling or treatment that person will be responsi- pemel SM Wde a fm If the claim is accident and sickness, the statement ble for any charges incurred. The Company}s rnedica! and the physician's or supplier's information must insurance provides ccitain coverage for psymup.,m counseling ar*J medical treatment. Questions con- W ete M s W M m W M M M ceming amp ensu ance participation in treatment or attached. The claim form is then submitted to em-psychoicgcal cionseling should be referred to the loyee services-insurance. (Provident claim form employee benetts section so that the individual will be #700058C, Blue Cross Blue Shield claim form awa e of posstle charges before commitments are #701304C). made. Plan for !be proper usa and conservatksn of resources. When money is spent to replace wasted supplies, it is not available for new and better equip-ment or increased wages. 14 15

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i I COMPREHENSIVE MEDICAL EXPENSE INSURANCE LONGTERM DISABILITY This insurance es required for all requfar, full time Com. A!! regular futi trme personnel are required to partici-pany personnel (status code Or) Regular part time pate en the long term disabihty (LTD) program. Long-(st atus code 02) and Coop personnel (status code 07) term coverage is not avadable to co-ops or regular, may elect this coverage, however. d they elect medical part-time personnel. snsurance, they must also elect hfe insurance LTD is designed !o provide monthly isabibty Coverage beg:ns the first day of the month following income when a person is totally disabled for more than employment six months (180 calendar days). This plan guarantees The following schedule of benefits, based on a employees 60 percent of their satay up to $8,333 per calendar year !oilms atter the instial $100 deductible:. month less any disability benefits paid by Social 80 percent of the fersi S2.5000f covered ewnses; 90 Security, Workers' Compensation and any other percent of the next $2.500 of covered evenses; 100 compensation received by law or from the Company. percent of all covered expenses over 5 >.000 LTD encome continues until the indivd.nsi retums The hfetime maximum of the medical hsurance to work, is no longer disablad, tums 65 (if disabikty policy is $500.000 for nonunion and UPGWA person. begins poor to age 60). ceases to be eligible because net and $350.000 for IBEW-covered individuals. of age in accordance with the Age Discrimination in There is also a supplemental accident provision Employment Act, or dies. in this pohey. If an individualor a covered dependent has an accidentalinjury and requires treatment by a NOTE LTD transitions can be lengthy and complex. doctor, the expenses incurred will be paid up to a Close coordination and follow-up is encour-marrmum of $300 ior IBEW members and $350 for aged with personnel cf the Employee Benefits nonunion and UPGWA personnet. There is no deduc- Section and the individual involved. tible apphed !o the maximum amount allowed under ACCIDENT AND SICKNESS the supplemental accident provision. If charges exceed the maximum allowable amount, the deductt- E coverage #chisomifempe wi a ed and the normat schedule of benefits $10 per day up to $300 per month for each accident

                          '                                              or sickness that occurs. The benefits are payable the first day that an insured individual is disabled due to BASIC LIFE INSURANCE                                                    n accidental injury and the eighth day that person is An individuat's hfe insurance is designed to provide disabled due to illness or pregnancy. Benefits are financial security for designated beneficiaries, such                payable for a maximum of 180 days.

as fami'y members, if that person should die. Life insurance is one of the three required coverages for NONCONTRIBUTORY LIFE INSURANCE all regul.tr fult-ttme personnel (status code 01). Regular This is ar* automatic covera 9e for nonunion and U N A 6 . M se.an aMional $7.500 oNe part-time (status code 02) and co-op (status code 07) personnel may elect to partecipate in this plan. If they insurance provided by the Company. do, they must also particreate in the group medical program. ACCIDENTAL DEATH AND DISMEMBERMENT The amount of hfe insurance an individual has is This is optional coverage for regular full-time person-approrrmately two times their annual satary up to nel. Co-ops and regular part-time personnel may

   $25.000.

participate if they also are participating in the compre-15 17

                                 ~   '

k( Of hensive medical and life plans. This plan provides Currently there are two plans available and the protection against losses resulting within 180 days of cost of coverage is determined by the plan selected. an accident or provides financia; security for an indi- Individuals may select one of the following-viduai's beneficiaries if death occurs due to an Plan 1 Coverage accident. This is a 24. hour.aday coverage which allows an Spouse $2.000 individual to elect a minimum coverage of $10.000 or Widren (14 days and less than a maximum coverage of $50,000. Coverage can be 6 non M $ 200 increased or decreased only in multiples of $5.000. Children (more than 6 months. and less than 19 years less than SUPPLEMENTAL ACCIDENTAL DEATH . AND DISMEMBERMENT 25 years if trurf are full-time This coverage is only for those who participate in the maximum $50,00G coverage in the basic AD&D. IBEW Ptari 2 members are not eligible for participation in Ihis plan. Spouse $1500 Eligibility begins the first day of the month follow-Ch 'dren (14 days and less than ing enrotiment. The individual can elect $10.000 to

                                              $250.000 of supplemental AD&D coverage and                       6 roonths)                                     $ 200
                                              $10.000 to $100.000 of coverage on a spouse. The                 L hildren (more than 6 months, spouse's coverage is only available when the indi-               and Ic*>s than 19 years. less than vidual is covered. The spouse's coverage cannot                  25 years if they are full-time exceed the individual's coverage.                                students)                                      $1.000 ereu mp              Ha        .       m       pa SUPPLEMENTAL LIFE 'NSURANCE                                                   PWer. Employee Benefit: Section-All except IBEW members become automatically                                 oaoes 13-17.

enrolled in this program once maximum participation in the basic life program of $50,000 is reached and 'he BtJSINESS TRAVEL ACCIDENT INSURANCE individual's annual salary is over $25.000. Coverage Thrs plan provides financial security for an employee's is two and one-half times the annual salary in excess beneficiaries if death occurs due to an accident while of $25,000. If the individual does not want this sup- traveling on Company business. Coverage is three piemental coverage, it must be canceled. times the annual salary to a maximum benefit of

                                                                                                               $600.000.

DEPENDENT LIFE INSURANCE This is optional coverage available to regular full time INSURANCE /J RETIREMENT

                                       -      (01). regular part time (02) and coop (07) personnel.

Eligibility begins the first day of the month following enrollment after the form is received by Employee at retnement: Services. 18 19 3 b [- , l 5

r . I li J l ... [

• Basic Life
• Medical

               -Early retirement                                           -Early retiremertt Keep present amount of insurance in fo'ce at 20(            Keep insurance in force for employee and ehgi-per $1.000.                                                 ble dependents by paying the same premium as OR                                               actve employees. The Company currently con-Elect eight percent per year reduct on at 20( per           tnbutes the premtum for retired employees and
                  $1,000 on reduced amount.                                   their spouses if over age 65.
               -Normal retirement                                          -Normal retirement Total premium contributed by Georgia Power at               Keep in force with the Company currently con-present.                                             l       tributing the premium for employee and spouse Reduces eight per cent per year until reaching the          if over age 65. Insurance benefits are coordinated minimum of 20 percent of the original amount in    l        mth Medicare.

force or $7.500.whichever is greater. At age 70 -Spouses of Deceased employees life insurance amount automatically drops to the The Company currently contributes the premium minimum. for spouses of deceased employees once they

• Supplemental Life (nonunion employees only) begin receiving pension benefits as the desig-

              -Early retirement                                               nated provisional payee.

Keep present amount in force at 254 per $1,000.

• Supplemental Accidental Death and Dismember-OR ment (nonunion & UPGWA employees only)

Elect eight percent per year reduction with -Employees must be covered for spouses to be premium contributed by Georgia Power at covered. present. -The maximum coverage for each is $25,000.

              -Normal retirement                                           -Can be kept in force until age 80.

Total premium contributed by Georgia Power at -Must be paid annually in advance at the rate of present. 40.8 per $1,000 for employees and 396 per Reduces eight p etcer:: per year until reaching $1,000 for spouses. 30 percent of original amount in force. At age 70 NOTE:The provisions and premiums of the supple-lif e insurance amount automatically drops to mental accidental death and dismemberment

                 * *"*'                                                           plan are the same at early and normal

• Noncontributory Life (nonunion employees only) retirement.

              -Early or normal retirement                            l Total premium contributed by Georgia Power.         l   M htah Reduces two percent per month until reaching a          The first contact you have with new people on the job minimum of $1,000. At age 70, the coverage              is important. They need to know:

amount automatically drops to minimum.

• what you expect with regard to job duties and job performance.
• what they can expect; 20 21

         -                            r -            .                 ;                  ,                                      .

7 = N , .

I I st e l,

• what the work hours are, including lunch and break or its equivalent, provided competency is sufficient.

periods; An individual retuming f rom a union leave of absence

           = where the restrooms are;                                    shall be required to take a pre-employment physical

• where to eat and when; examination. (Contract: Article VIII, Paragraph 31.)
• who their colleagues are; For additional information, contact.
• safety and health rules; Employee Services Section
• Company benefits; and 4th Floor,333 Piedmont Atlanta, Georgia 30308

Reference:

Employee Handbook, Ybu Are Georgia Leave of Absence Pbwer, Employee Benefits An authorized leave of absence without pay may be requested for the following conditions: Human Resources Policies and Proce-dures No. 110-503. IBEW Contract

• military
• IBEW/ union Pension Plan An authorized leave of absence may be granted All individuals over 25 with one year service who have 1o regular full-time (01)04 regular par" time (02) person- been paid for at least 1000 hours in a 12-month period nel. A leave is initiated by Ihe supervisor and requires will be included in the pension plan. An employee must approval of 1he division or general office department have been hired prior to age 60 to be included. The plaa head, the human resources organization, and the is funded entirely by the Company.

appropriate Company officers. The retirement benefits an indrvidual receives A llleave requests must be initiated on a Separa- depend on five factors: (1) basic earnings, (2) the tion Notice (2477). number of years of accredited service,(3) age at retire-ment, (4) the option chosen under the provisional MILITARY LEAVE payee option, and (5) SocRf Security provisions. After being released from active military service, the The normal retirement date is the first day of the individual shall be restored to a similar position of like month following the 65th birthday. Early retirement is status, pay, and seniority, in accordance with the permitted between 55 and 65 years of age with at least requirements of the Universal Military Training and 10 years of accredited service. Service Act, the Selective Service Act, and the Anyone leaving the Company before retirement Vietnam Era Veterans Readjustment and Assistance may still receive a pension at age 65, provided the Act' endividual has vested rights (10 years of Company service). To receive vested rights early, individuals UNION LEAVE must meet the earfy retirement provision of the plan that was in effect when they left. Any regular union member shall be reinstated with full Individuals may choose to leave a portion of the accumulated seniority rights in the same classification retirement income to the surviving spouse (provisionaf 22 23 _ 7

                                                             ,      =--                -

I M

                                                                                                 ? P'                                            ;

payee) . yne choosing a provisional payee option Here are some suggestions that may help you in will receive a lifetime reduced monthly pension. A conducting a good performance appraisal: monthly amount will be paid to the spouse for life af ter the Individual's death. 1. At the beginning of the year, discuss in general For additional information. contact the employee terms the accountabikties you will give. Let the in-benefits sechon. dividual develop some personal goals that corres-pond to these accountabilities. Meanwhile, you

Reference:

Employee Handbook, You Are Georgia develop your list of expectations. When you both Power, pages 37-43 have developed some goals, get together and com-pare your lists. This will help you understand how Perbrmance Appraisals much authority and control individuals feel they

                                                 '.ne Performance Appraisal Program for personnel not              have in satisfying a particular accountabihty.

represented by a union is designed to help the super- 2. Throughout the course of the year, document visor evaluate an individual's performance against incidents (either positive or negative) relative to standards or goals. Ttie supervisor's role in this pro- indivdual performance. Place there in a personnel gram is critical to its success. hie so you may refer to them at the completion of The supervisor's abihty to establish meaningful the review period. It will help refresh your memory. goals and communicate them to the individuals being evaluated will dictate how clearly they understand their 3. If time and cecumstances permit, conduct periodic interviews wih individuals to discuss performance. accountabihties during the review period; Many super- Be certain the individualis clear about the goals. visors find it beneficial to have a periodic individual per-formance review to ensure that the goals and account-If anything nee is changing, this is the time to do abihties agreed to at the beginning of the year are st:ll it. Do not wait urtil the end of the review period in ef fect and that the goals continue to be reasonable 4. Prior to the performance appraisal interview, and challenging secure the second level supervisor *s apptoval and The performance appraisal document compares take care of administrative details (payroil change actual performance to goals estabhshed earlier in the authorizations) before discussing the contents of review period. This comparison shows how well the the review with the individual. individual has performed established accountabikties. 5. Plan the interview. Decide on a mutually accept-The performance appraisal document also serves as able time and place with the individual. Make sure a development instrument in that the supervisor is you will not be interrupted. Forward your phone, if required to identify the individual's strengths and it is necessary. Let the individual know you are in-weaknesses and develop action plans to remedy or terested in conducting this review, and committed minimize any weaknesses. to a mutually meaningful performance evaluation. The supervisor is asked to decide on an overall individual performance rating: unsatisfactory, needs 6. While conducting the review, solicit fee &ack about improvement, fully acceptable, commendable, or endW performance om the past year. De sure excellent. This judgement is based upon the com- to discuss the positrve and negative aspects of the parison between what you as a supervisor expect and evaluation. how well the individual has satisfied the goals that you Additional information conceming the Perfor-established at the beginning of the review period. mance Appraisal Program can be obtained by contact-24 25 W \ N E g i

f f 4 s g ing human resources planning, by referring to your NEW PERSONNEL UPGRADES Corporate Guidelines Manual (Guidehne # 110 302) or New Company personnel who meet the minimum by referencing the Performance Appraisal Handbook qualificat on of a job classification shall not be paid less (Form #7035788). than the minimum rate of the classification. Whenever it is necessary or desirable to employ persons who Personnel Records have more than minimum qualifications due to directly related work experience or training, upgrading of a

1. Employment authorization start ng salary above the minimum rates and/or placing the individual into a classification other than the entry

2. Employment apphcation title is permissible only when approved by the salary 3 Birth certificate

4. W4/G4 administration section.

5. Last two performance' appraisals PROMOTIONS, TRANSW AS, DEMOTIONS

6. Separation notice Progressive promotions for personnel in nonexempt Planning positions, such as general clerk B to general clerk A or steno-clerk to stenographer, may be made anytime Planning is important because it directs individual after an individual has satisfactorify completed a efforts and reduces costs. You must decide what minimum of 24 months in the lower classification. Pro-needs to be done and how to do it. You must then decide what you need to do yourself and what you can gressive promotions for persons in exempt positions, delegate to others. Use your authonty to get the job such as junior engineer to associate engineer or associate methods analyst to methods analyst, may done.

You must plan for the full use of Company be made anytime after an individual has satisf actori-resources. Time can be saved by having the right ly completed a minimum of 18 months in the lower equipment where and when you need it, classification. Exempt employees who are Georgia Power Com-Plan for the proper use and conservation of resources. When money is spent to replace wasted pany co-op graduates will be eligible for a progressive supplies, it is not available for new and better equip. promotion after satisfactorify compfeting 12 months ment or increased wages. in the entry level classification. Exempt and nonexempt personnel who were hired with previous related experience may be considered for their first pro-Salary Administration Program gressive promotion at the discretion of the person's The Georgia Power Salary Adm. . tration Program inis supervisor / manager; however, total experience should applies to all active exempt and nonexempt nonunion stiti equal time in grade requirements. personnel regardless of title or level of salary. Progressive promotions should be used by super-The following information regarding the Exempt- v sion to recognize increased responsibilities as well Nonexempt Personnel Salary Administration Program as increased expertise in the job. Nonprogressive pro-is intended to supplement the Salary Administration motions are defined as promotions to those jobs that Guideline (110-400), which should be reviewed for occur only as a result of a vacancy or authorization add:tional information. of an additional position, and are not considered pro-26 27

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Reference:

Employee Handbook, ibu Are Georgia gressive after a minimum period of time. Power. Employee Benefits Section-For all promotional considerations, the salary page 48. administration section must be contacted for venfica-tion of eligibility and actual promotional percentages Corpo ate Guideline No. 110-512 and the before discussing the promotion with the individual Memorandum of Agreemert octween Georgia Pows hoany and M M Al t nsfers and demotions are handled on an individual basis with the salary administration section. Security You are responsible for yo>n worir area arW the work MERIT areas of tM We you supeh Tau mWaM The common merit review date is ef f ective each year acbon against men aM &sW@n d MNW on Jan.1. Persons whose current rates are less then property and equipment, or threats to Company the minimum rates of their salary ranges on Jan.1 pmso must be granted adjustments to the minimum rates ecurity department is responsible !or main-prior to the merit review increase. taining an environment which allows the Company to Each individual's ment increase is determined by conduct its activities without interruption, The depart-the current salary on Jan. t after the adjustment to the ment's investigatc's and trained, uniformed securit f minimum (if applicable), the percent relationship of cur- off cers are responsible for protecting all Company rent salary to the midpoint dollar figure in the salary ersonnel f rom unlawful thr eats as well as safeguara-range (compa-ratio), and overall performance rating. meft or shtm (Refer to the section on performance appraisals for if you need the security department Monday further information on performance rating ) through Friday, 8:30 a.m.- 5 p.m. phone (404) 526-3363. At all other times, phone (404) 526-7993 and ORGANIZATIONAL DESIGN / JOB EVALUATION ask the communications center operator to contact Company jobs are evaluated by the Hay guide chart- a security department representative.The operator will profile method of job evaluation. Each organization and take your name and number and have a member of the security department contact you for immediate its jobs are reviewed by the organization design sec-lion periodically as a part of an ongoing update pro- assistance. gram. The review involves potential organizational structure changes as well as the update of job Service Awards descriptions / questionnaires to determine if job eval- 'sService Award Programis designed uations have changed. To have new jobs evaluated or to recognize individuals with long years of active Com-existing jobs re evaluated, executive approvat must be pany se c ' obtained prior to contacting Organizational Design. with the fifth Company anniversary and Nonenion personnel may be permitted to carry continuing each five years, individuals who are eligi-over a maximum of one week of vacation (five working ble will be given a brochure which describes the days)into the subsequent calendar year. Those five awards and have the opportunity to select a gif t or days carried over must be taken by Jan. 31 of the jewelry item of their choice. Subsequent year. (Note: UPGWA schedule varies For additional information. contact the employee slightly.) benefits section. 28 29 F e

J,f - U i1 ef l Sick Pay Vacations UPGWA PERSONNEL Regular full-time, regular part-time and co-op person-nel are eligible for paid vacations. Anyone qualifying Supervisors may recommend off-duty pay for ind'.- for vacation is eligible for a certain number of weeks viduals if the absence is justified. Pay for an absence per calendar year, as follows: is not granted automatically. Regular pay may be granted up to two basic work

• twoweeksaftercompletionof 260regularlysched-weeks (10 days or 80 hours) for absences from work uled workdays (regular full-time personnel);

due to personal illness or nonoccupational injury. . two weeks after completion of 12 consecutive Your responsibility is to verify the circumstances months of employment in which the individual works and make recommendations to your supervision as to an average of 20 hours per week and a minimum of whether the employee should be paid. 1,000 hours (regular part-time personnel); For absences longer than two weeks, you must

• after the first vacation, all regular full-time satan.ed file a Request for Temporary Disability Pay (Form and covered employees (who on Dec. 31 of any 700186C). It requires your recommendation and calendar year have completed one year or more of approval of the absence to the division manager or continuous service) will be granted a vacatK)n dur-department manager, and the employee benefits ing the following calendar year provided they have manager.

worked 1.560 hours-including overtime-during the previous calendar year; IBEW PERSONNEL

• three weeks in the year in which an individual com-IBEW members a paid one working day for each day pletes the seventh year of service (applicable to of accrued sick leave, if they are unable to report due regular full-time and regular part-time personnel);

to illness and have accumulated sick leave. No sick

• four weeks in the year in which an individual com-leave can be accrued for the first six months of con- pletes the 15th year of service (applicable to regular Onuous employment. Five days of sick leave are full-time and regular part-time personnet),

accrued upon completion of six months of continuous employment. Five additional days of sick leave are

• five weeks in the year in which an individual com-granted on the anniversary date of the first year of con. pletes the 25th year of service (regular full-time and tinuous employment for a maximum ol 10 days for the regular part-time personnel); and first year of continuous service. Thereafter,10 days . one week (five days) vacation for co-ops each time per calendar year are accrued Jan.1 of each year they have actually completed six months of work.

following completion of the first year of continuous employment, as provided in the IBEW contract. Nonunion personnel may be permitted to carry over a maximum of one week of vacation (five working

Reference:

Employee Handbook Ybu Are Georgia days)into the subsequent calendar year. Those five Power, Employee Benefits Section- days carried over must be taken by Jan. 31 of the page 48. subsequent year. (Note: UPGWA schedule varies Corporate Guidelines No. 110-513 and slightly.) 110-516.

Reference:

Employee Handbook, Ybu Are Georgia Memorandum of Agreement between Power. Employee Benefits Section-Georgia Power Company and IBEW #84. page 48. 30 31

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l . Grporate Guidei ne No 110 512 and the ness Any rule that has not been clearly explained or Memorandum of Agreement between fairly applied may be challenged. Georgia Power Company and the IBEW. The proper adjustment of grievances is one of your most important supervisory responsibihties. Make Workers' Compensation yourself available and be willing to hsten to grievances.

                                      .               .                 You must decide what the real problem is, get the facts.

Workers' Compensat. ion insurance provides benefits and use your knowledge of the contract to resolve the to people injured on the j,ob. The law allows payment grievances quickly. You must give clear answers, for necessary medical expenses. Scheduled payments remain consistent, and work to resolve the problem are made for. (1) time lost f rom work,(2) a percentage fairly for both sides. of lost pay. (3) permanent partial disabihty, and (4) loss The following are the steps as set forth in the The person who is injured must be seen by a

                                                                                             ^         "         "             "

and n Company doctor chosen from the posted panel of physicians. Unless authorized by the supervisor or 1. The grievance is heard by the division or plant referred by the Company doctor, Georgia Power is not manager, if settlement is not reached, the next step liable for f ees to doctors not chosen f rom the panel of is taken. physicians or otherwise unauthorized. except in the 2. The grievance is teduced to writing by the union in event of required emergency treatment. In this event detail. It is then taken to the general office depart-emergency medical treatment Ly the nearest quahfied ment head if the grievance is not settied, the next physician will be considered authorized during the step is taken. period of the emergency brought about due to a job-related injury or illness. 3. The matter is brought to the attention of the Com-You should complete the First Remrt of injury pany president who designates a senior officer to (Form WC1)in triphcate immediately (not :ater than one hear the grievance. working day from notice)and forward the Form WC1 4. If theCompanyandunioncannot reachagreement, and copies to the Workers' Compensation section of an arbitration board settles the case. the corporate safety department. The person who has been suspended or dis-charged for disciplinary reasons has the right to request a letter from management stating the reasons for disciphnary action. The person must request the II. SUPERVISING IBEW-COVERED letter within 10 days of the disciphnary action or waive UNION PERSONNEL the right to grieve the discipline The Company must provide the letter to the person within 10 days of the individual's request or the disciplinary action will be Grievances and Arbitration (Par,6345) revoked in favor of the individual. The Company may discipline personnel for just cause. Persons who are suspended or discharged and When anyone feels unjustly disciplined, that person who wish to appeal the disciplinary actbn must make may appeal through the union to higher management. a written request to the Company and the union within The grievance process is a means of enforcing fair- 20 days of receiving the disciplinary action letter. 32 33

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Maior Contract Provisions mean that an individual is competent immediately Blueslippin9 upon promotion. If, af ter a reasonable period of 1ime. Blueslip (temporarily promote) a qurtified individual to that person's work proves unsatisfactory, the in-a higher classification only if you need that person in dividual may be declared iricompetent. the higher classification. Do not automatically blueslip because of anotMr person's absence. Individuals may Competency Being Equal (Par.19(a),1Sc) 19(D) be blueslipped even when there is no person absent. The classifications of crew leader, group leader, and When blueslipping. consider these points: division operator have the requirement of "compe-

1. Is there a genuine need for the individual to be fency being equal." The senior individual bidding should blueslipped? get the job if that person's competence is equal to the

2. Is the blueslipped individual competent for the other bidders. If not equal, the most competent bidder higher classification? should get the job.

3. Did the individual work in the higher classification Cross-secv.n Transfers (Par. 21) for two consecutive hours or more?

A job may be filled by cross-section transfers if there age no qualihed bids within the section. The bids will Call Outs (Par. 54) be awarded i n the basis of length of service and Call outs are used for necessary or emergency situa- competency. L ?ngth of service will prevail unless one lions. Individuals are called out for a specific job. The of thebiddersit clearly"headandshoulders"above call out may be extended due to an unforeseen others. problem. Individuals are released after completing the Bargaining u lit personnel shou!d receive first job and are not to be given routine work to complete consideration for any vacancies within the unit. the three-hour call out provision. Vacancies which cannot be filled from within the sec-If an individual has been rel eased and is called tion may be filled from outside the bargaining unit. out again, it will be treated as a second call regardless Consideration should include the following: of theamountof timesincethe firstcall.If thesecond call overlaps the first, the individual is allowed two 1. a personalinterview hours for the second call out. Operators at semi. 2. an examination of the personnel file aut<matic generating plants and substations are

3. discussions of previous qualifications with present allowed three hours for a call out. No additional time or former supervisors is allowed for other call outs during those three hours.

Pay for call outs begins when an individual actually reports for work. Emergency-Necessary (Par. 43) The urgency to get a job done determines if work is Competence Being Sufficient (Par.19) necessary or an emergency. A jg,is an emergency

       " Competence being sufficient" qualifies an individual if it must be done immediately or ,as soon as possible" Emergency is defined as a condition that for promotion. Anyone demonstrating ability and per-could result in loss of service, inadequate generation, forming satisfactorily in a classification is considered danger to life or loss of property. Work needed "as sufficiently competent for promotion. This does not soon as practical" would be necessary.

34 35

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[ d 1 I t{ sees f#t. The Company may make any business and It is not always possible to do necessary work property decisions without union participation. The during regular working hours. Some necessary work Company reserves the right to hire, discipline, and must be completed on overtime. discharge employees for just cause. Inctement Weather me Par. @ Use good judgement and common sense in consider- it often will be necessary for personnel to work ing weather conditions. Consider both the severity of overtime because of the nature of the business. the weather and the necessity of the work tobe done, Everyone is expected to work assigned overtime T he first consideration in bad weather is the safety of unless they have a valid reason and are excused by each individual. their supervisor. Except when necessary, nonshift personnel are Consider the following before assigning overtime, not required to wo:4 in certain types of inclement weather. Certain jobs can be performed in light rain. 1. Make the assignment to individuals who desire to Each individual case must be judged on its own merit work overtime. Emergency jobs will have to be performed even 2. Assign overtime equally (the volunteer with the in severe weather. least overtime worked during the current year by classification). in Charge (Par. 58)

3. All overtime must be considered necessary.

Crew leaders, group leaders, and certain lead joumey. 4. Give special consideration to anyone who has a men are required tobe "in charge" These people are valid reason for not working the assigned overtime. responsible f or their crews and direct their work. They are responsible for the safety, health, tools, equipment, and work performed by each crew. Pre-arranged Overtime (Par. 42(4),49) Individuals assigned overtime are to be given as much Incompetency (Par. 27(a) 27(c)) advance notice as possible.To be considered for pre-An individual may be declared incompetent if that per- arranged overtime work, persons should be notified son cannot perform all the duties of a classification before the time they leave their headquarters to report af ter a reasonable period of time. The Company must for work outside their regular work periori at some time prove incompetency through documentation. Proof after midnight of that same day;if they have left their must be specific, not general. The individual's inability headquarters, a minimum of 12 hours advance notice to perform the job must be shown. Individuals may at is necessary. any time declare themselves incompetent in their present classification. The individual's seniority back Preference Jobs to the higher classification may be af fected depending Preference jobs are special assignments within cer-upon why the person is declared incompetent. tain classifications. There is no pay differ ential. The Management Rights (Par. 9) jobs must be filled by bids rather than assignment. The management rights clause of the contract gives the Company the right to manage its business as it 37 36 n t r == l s, . I-r

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[ , Rescheduling (Par. 37(a)) Tell that person what is expected and take time to discuss the work. If you find the individual lacks Individuafs are considered rescheduled when they are bility, help with a development program Talk to, required to work part of their straight time hours out- guide.and gMamersm an Wunyo Wh side of the regular schedule. Advance notice of 36 Provide extra training if needed. hours is required before those persons begin work on aW arewh@.ahm Am s their new schedule. They will be paid overtime if notice ency an@am mWhaNW W h e is less than 36 hours Overtime on a regular or of f day one location or secM h Ms, Mal FM is not considered rescheduling. may be extended three months. Any person awaMa crossWsWansfer wm Sick Leave (Par.13(b)) have three months in which to demonstrate suf ficient Employees are allowed certain days off with pay competency to perform the work of the new classifica-if they are too sick to report to work. Sick leave should tion. Failing to qualify during the first three months, not be used for anything but personal illness or non- the employee has the right to return to the former occupational injuries. Individuals may use sick leave classification. for doctors' appointments (including routine physical examinations, dental appointments, or eye examina- Vacations (Par.13 (a)) tions) upon approval of the supervisor. The Company has no set policy covering vacation scheduling. The divisions and departments do a wide Temporary Absence of a Foreman (Par. 58) variety of work and need to set schedule guidelines to A temporary absence is for less than one full day. In suit those needs. Make every etfort to accommodate the absence of direct supervision, crews are to be individuals' wishes regarding vacations. assigned work they can do safely under general supervision. Industrial Hygiene The foreman is to be replaced if personnel con- Industrial hygiene measures and monitors work en-tinue to do work requiring direct supervision. The v ronments tor potential physical hazards (noise. heat, replacement should be blue slipped if that individual radiation), and potential biological and chemical supervises for more than two hours. hazards (dust, flyash, solvent vapors, gases). Contact the nearest safety and health advisor or the industrial Temporary Assignment (Par. 42) hygiene section of the safety and health department The Company has the right to assign personnel to work if you suspect a problem in any of 1hese areas. away from their regular headquarters. Assignment should be necessary and kept to a minimum. Everyone OSHA-investigation and File will be paid for transportation and reasonable room The corporate safety department is to be notified and board. immediately when an Occupational Safety and Health Administration (OSHA) inspector appears for the pur-Trial Period (Par. 3,19(m)) pose of making an inspection. Employer representa-The si+ month trial period is your time to judge the skills tives (supervisors or managers) are to be courteous and qualifications of new individuals on the job. Judge and answer questions pertinent to the inspection or the total performance based on the type of work done, investigation; however, such personnel need not 38 39

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4 t volunteer information. OSHA as the result of a complaint by personnet. The Employer representatives must not sign OSHA original copy of the inquiry is to be mailed to the sa fety forms or give sk'ned statements regarding the inspec. and health department for processing, tion of equipment or the investigation of an accident. The afleged complaint will be investigated and the They munt not perform demonstrations of work func- response to the inquiry will be prepared in consulta-tions for the OSHA inspectors. It is not required by law, tion with the Company's OSHA attorney. These steps Supervisory personnel must not attempt to abate apply to all inquiries from OSHA involving personnel alleged violations suggested by the compliance of ficer complaints or complaints against Georgia Power. unless: The safety and health department is to be notified

1. it is a simpfe abatement procedure dealing with immediately in the event of an OSHA citation against housekeeping items (example: remos ng a dirty, g L e n I copy of me dabon is to oily rag from above an electrical panel box). or be mailed to the safety and health department on the same day of receipt. (Time is of the utmost imporf ance

2. a procedure to eliminate an imminent danger. An since there is timited time for appropriate action )

imminent danger is defined as one that is likely to cause death or serious injury. Skills Development Individuals are not required by law to give state-The skills development section of the human re-ments either oral or written to OSHA inspectors, but may do so if they desire. If the OSHA inspector asks sources devel(pment department offers training to and the individual elects to give a wntten statement- power generatio1, bulk power, general services, retail that person is entitled to a copy of what is wntten or marketing, transrr.'ssion construction, generating plant signed and should request a copy. Although individuals construction, and Civision operations. Skills develop-are not required to give the Company a copy of their ment also of fers its services to any other department statement, ask them to do so. in the Company as well as Southem Electric Intema-With the exception of OSHA Forms 100,101, and tional for special projects and training needs. 102, employer reptesentatives are not to allow OSHA Supervisors are responsible for providing the inspectors to see (nor should copies of such informa- traininganddevelopmentneedsof allpersonnelunder tion be provided) written information such as: Com- their supervision. Skills development is a tool that the pany accident investigation reports, tests records, supervisor can use for this purpose. There are several things that can be done for those who fall short of their maintenance records, Company files, etc. Requests by an OSHA inspector for information beyond that pro- job performance requirements. They can be termi-vided on OSHA Forms 100,101, and 102 should be nated (reterence previous handbook material on tactfully denied since such information is only for Com- discipline and incompetency). You can develop their pany use. If such a request is made to an individual, skills through training and progressive counseling. the sa fety and health department is to be notified by Sending people to a training program is not all that person immediately upon completion of the that is required for their development. You, as a super-insption. v sor, will have to build on that foundation by follow-ing up the training with practical applications in their OSHA WRITTEN COMPLAINTS everyday activities. This can be done by assigning jobs that allow them to use the new skills they have The safety and health department is to be notified acquired. This must be done as soon as possible after immediately when 1 written inquiry is received from completing training. The more they work at that skill. 40 41

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f! t - Union Contracts Interpretations the greater their confidence, skills, and per formance. As a foreman or supervisor, you serve a definite The Company recognizes Local Union #84 of the role in developing your personnel People must be International Brotherhood of Electrical Workers and selected for training based on their individual needs Local #576 of the United Plant Guard Workers of and level of experience. They must be told what they America as the two unions representing union-covered need to take with them to a training session and what personnel. is expected of them while they are there. You must The Company insists that all members of super-follow up their development with additional training and vision rionor the union contracts. The labor relations give them the opportunity to build on that training with department will resolve dif ferences in contract words practical experience in the work environment. As a or phrases with the unions. lf no agreement is reached, member of the Georgia Power team working to the Company will give its own understanding. achieve corporate excellence, that person deserves Side letters of understanding have been written your genuine interest. for situations needing further clarification. Copies are To help people reach their individual excellence, in the division and plant offices. Supervisors must become knowledgeable about spe- See: Contract Definitions cific needs, the training available, and the content of these programs.You can then request training at the appropriate time based on individual needs. The on-site methods and training specialist at HUMAN RESOURCES COORD;NATORS your location is available to assist you in coordinating training activities. If your location does not have an Divisions on-site representa!Ne, contact the skills development Atlanta .811-4247 manager,20th floor,270 Peachtree, and they will pro- Athens . .8 215-247 vide you with assistance. These representatives can Augusta .8-315-241 offer a Skills Development Programs Available book Columbus . .8-415-265 that lists and desenbes alt skills training courses Macon . .8-515-224 presently offered. The representative can also share Rome. .8615-207 information on home study courses that the Company Valdosta . .8-715-205 offers. Plants Hammond . B-616-247 Hatch .8-512-313 McDonough. .8-125 298 42 43

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Comments and Suggestions Sheet if you would kke to see other information appear in this handbook or if you have suggestions for improve-ments, please retum this sheet along with your comments to the general manager-human resources. 333 Piedmont Ave.,4th floor, Atlanta, GA. l i r l 1 I i Requestor's Name Company Address Company Phone Number 44 E l 3 -- -. .

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