ML20202A817
| ML20202A817 | |
| Person / Time | |
|---|---|
| Site: | Comanche Peak  |
| Issue date: | 08/24/1984 |
| From: | TEXAS UTILITIES ELECTRIC CO. (TU ELECTRIC) |
| To: | |
| Shared Package | |
| ML20202A800 | List: |
| References | |
| FOIA-86-179 STA-906, NUDOCS 8607100139 | |
| Download: ML20202A817 (48) | |
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COMidCliE PEAK STEAM ELECTRIC STATION STATION ADMINISTRATION MANUAL
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e r5' C 'I PROCESSING OF PERSONNEL PROCEDURE NO. STA-906 REVISION NO. 1
- 0R NORMm IV 0 Li h!
li(v% idMIrn/
C A"ElI nLLru :d XI ATm REVIEWED BY: DATE: b 8Y Ad=inistrati a Superintendent APPROVED EY: M DATE: N[A d /
Mar.ager, Piar.tA perations /
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8607100139 860707 PDR FOIA PDR GARDE 86-179
I CPSES ISSUE DATE PROCEDURE NO.
STATION ADMINISTRATION MANUAL AUC- 9 7 *E@f STA-906 PROCESSING OF PERSONNEL REVISION NO. 1 PAGE 2 0F 8 l.0 Purpose The purpose of this procedure is to provide guidelines for processing individuals for access into the protected and vital areas.
2.0 Applicability 2 '
This procedure applies to all individuals who will have a need for access into the protected and vital areas at CPSES. This procedure becomes effective when issued.
3.0 Definitions 3.1 Emeleyee - Any individual who is a member of the CPSES Nuclear Operations or Plant Operations staff.
3.2 Non-employee / Contractor /Sub-contractor - Any employee of an organization, other than those in 3.1 above who, for temporary or permanent business purposes, have a need for unescorted access authorization into the CPSES protected or vital areas.
3.3 Visitor - Any individual who does not require unescorted access
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authorization into the CPSES protected or vital areas.
3.4 Responsible Individual - Any individual who has the authority to request escorted or unescorted access authorization into the protected or vital areas at CPS ES.
4.0 Instructions 4.1 General 4.1.1 All personnel who will be granted unescorted access shall comply with the requirements as detailed in STA-901,
" Personnel Screening Program". TRA-101, " General Employee Training" and TRA-102, " Radiation Worker Training."
4.1.2 The CPSES Personnel Access Request Form (FAR) will be utilized by the appropriate supervisor to inform the Personnel Processing Center (PPC) Group of the access required for each employee and non-employee / contractor /
sub-contractor (Attachment 1). This for= shall be completed with emplcyee's full legal name and forwarded to the PPC as far in advance as possible but no later than 24 heurs before the individual (s) arrives on site.
/ 4.1.3 Each discipline shall verify and sign-off on the PAR, the areas which come under their purview, after completion of each task.
CPSES ISSUE DA?r PROCEDURE NO.
STATION AD..iNISTRATION MANUAL dO6 2 bb STA-906 PROCESSING OF PERSONNEL REVISION NO. 1 PAGE 3 0F 8 4.2 Emplovee Access 4.2.1 The Personnel Group will inform each newly hired employee to report to the PPC when they first report to work.
4.2.2 The PPC will schedule as necessary the required training, whole body count, respiratory protection fitting, health
./ background interview and spirometer testing.
4.2.3 After all of the initial documentation is complete, the PPC will inform the Personnel Group Accounting Group and Safety, and they shall send a representative for new employee indoctrination.
4.2.4 The PPC will provide the necessary health physics related documentation to the Radiation Protection Section that is necessary for entry into a radiation controlled area, when all necessary training and testing is complete.
4.2.5 After completion of all necessary training, security clearance and documentation requirements, the employee will be directed to the security badging area for key card i badging.
4.2.6 When the employee has been properly badged, he will return to the PPC and the PPC will inform his responsible individual that he is ready to report to his work area.
4.3 Non-emplovee/ Contractor /Sub-contractor Access 4.3.l' The responsible individual should ensure that the non-employee / contractor /sub-contractor is familiar with the CPSES contractor /sub-contractor access agreement procedure well in advance of their arrival on site. (If possible, two months before arrival). The respot sible individual should contact security to ascertain if the non-employee / contractor / subcontractor is in ecmpliance with the procedure.
4.3.2 The responsible individual shall complete a PAR form and forward it to the PPC before the non-employee / contractor /
subcontractor arrives on site.
4.3.3 The non-employee / contractor / subcontractor should be informed by the responsible individual to report to the PPC when they first arrive on site.
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CPSES PROCEDURE NO.
ISSUE *AUSDATE ,,,4 2 7 20 STATION ADMINISTTJ. TION MANUAL STA-906 PROCESSING OF PERSONNEL REVISION NO. 1 PAGE 4 0F E
- . 4.3.4 The PPC will schedule any necessary training, whole body count, respiratory protection, health background
! interview and spirometer testing.
4.3.5 Safety will be notified by the PPC when all initial documentation is complete for safety indoctrination.
4.3.6 The Personnel Processing Center will provide all necessary documentation to the Radiation Protection Section for
- access into the radiation controlled area after all training requirements and tastings are complete. '
4.3.7 After all training, testing and security' requirements are met the non-employee / contractor / subcontractor will be directed to the security badging area for key card badging.
4.3.8 k' hen the badging is complete, the non-e=ployee/centractor/
subcontractor will return to the PPC and the PPC will inform his responsible individual that he is ready to report to his work area.
4.4 Visitor Access 4.4.1 The responsible individual should have the visitor report to the Primary Access Pcint (PAP) when they first arrive on the site.
4.4.2 The responsible individual should ascertain that the visitor knows the name of his responsible individual.
4.4.3 After the proper documentation is completed, security will notify the responsible individual that the visitor is on site and the responsible individual will ensure that an escort is provided for the visitor.
4.5 Employee Transf er or Termination 4.5.1 If the employee is being transferred or terminated the responsible individual shall notify Security of the effective date and the reason for termination or transfer immediately. Radiation Protection shall also be notified immediately of the effective date of transfer or termination.
4.5.2 The responsible individual should also notify the Personnel Group of the effective date of termination or transfer.
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CPSES ISSUE DATE PROCEDURE NO.
STATION ADMINISTRATION MANUAL 0,'M 2 7 CUl STA-906 1
PROCESSING OF PERSONNEL REVISION NO. 1 PAGE 5 0F 8
-- 4.5.3 After Security, Radiation Protection and Personnel have been notified the responsible individual will complete a Personnel Ter=1 nation or Transfer Form (Attachment 2) and forward a copy to Security, Radiation Protection and Personnel.
4.5.4 Security will be responsible for the employee's access termination and for completing any documentation required for Security.
4.5.5 Radiation Protection will be responsible for obtaining the employee's whole body count and any docu=entation required by Radiation Protection.
4.5.6 The Personnel Group will be responsible for any requirements affecting their area.
4.5.7 If the employee is terminated under adverse conditions and is inside the protected area the responsible individual should notify Security immediately, and escort the employee to the Primary Access Point (PAP).
4.5.8 Upon arriving at the PAP, Radiation Protection and Personnel should be notified, along with the employee's
- superintendent.
4.5.9 If the employee is off site, the responsible individual will notify Security immediately of the termination or transfer date.
a 4.5.10 The responsible individual vill also notify Radiation Protection and the Personnel Group of the termination or transfer date as soon as possible.
4.5.11 If and when the employee returns to the site, the responsible individual should contact Security, Radiation Protection and Personnel so they may complete any documentation or other matters with the employee.
4.' 6 Nen-emolovee/ Contractor /Sub-contractor Transfer or Termination 4.6.1 The same guidelines should be followed as with employees except the Personnel Group does not need notification.
4.7 TUGCC Locument Control Center L.7.1 After completion of the PAR, the PPC nay forward the original copy to the TUGC0 Document Control Center for entry into the data bank.
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CPSES ISSUE DATE PROCEDURE NO.
STATIO'; ADMIFISTRATION MANUAL l'.!I- 2 7 l kt- STA o06 PROCESSING OF PERSONNEL REVISION NO. I PAGE 6 OF 8 5.0 References 5.1 Procedure STA-901, " Personnel Screening Program".
5.2 Procedure TRA-101 " General E=ployee Training".
5.3 Procedure TRA-102, " Radiation Worker Training".
5.4 "CPSES Contractor /Sub-Contractor Access Agreement Procedure".
6.0 Attachments 6.1 Form STA-906-2, "CPSES Personnel Access Request (PAR)"
6.2 Form STA-906-3, " Personnel Termination or Transfer"
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CPSES ISSUE DATE PROCEDURE NO.
STATION ADMINISTRATION MANUAL NUG 2 7 IPd STA-906 4
PP.0 CESSING OF PERSONNEL REVISION NO. 1 PAGE 7 0F 8
. ATTACHMEh"f 1 Page 1 of I C? SIS PIISC2CTIL ACCESS REQUEST (PAR)
(PLEASE PRINT OR TPI)
FULL LEGAL NA.5: S.S.i
-- (LAS!) (FIASI) (MI)
INIII 1 REQUEST _ CIANCE _
TU COMPANY EN LCTEE _ C0!CRAC"0R/SL'3. CONTRACTOR _
COMPAh"Y /:IP ARTMC;T SUPDVISOR PROJECTD OATE OF ACCESS PROJECTD CATE TERMINATICE CF ACCESS UNESCCRTD ACCESS REQUIRD NG _ PRCTEC*D AREA _ VITAL AREAS _
, S.ADIATION CON 10LLD AREA NO _ TIS _ AIR 30LNI RADICACTITITT AREA NO _ TES _
C0tN CTTS:
s REQUESTD BY: REVIEW w BT:
NAME: NAME:
! CICof12ATION: ORCANIZATION:
DATE: DATE:
SIGNATTRE: SIGNATURE:
CUMPLEID VALID VERITIC DATE CNTIL SY DA*I PSTCHOLOGICA* N/A
- 3. C. ENV. N/A TotM A OR 3 N/A CET T410tt 500T Cot'NT E'.'T EIPCSTRE RECOD S N/A EIALTE INTERVII*.' N/A SPIRCMETER RPT 5tASR TIT TOGAD 00 C'LE"D RIOUIST "O PEISCNNEL PROC""ING CCCIR
- STA.906 1 R.0 6 44
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CPSES ISSUE DATE PROCEDURE NO.
STATION ADMINISTRATION MANUAL ,SU6 % 7 IE21 STA-906 PROCESSING OF PERSONNEL REVISION NO. 1 PAGE 6 OF 8
_. ATTACIDIENT 2 Page 1 of 1 FER$02:NEL TIRMINATION OR TRANSTER (FLIASE PRINT CR U PE)
TL"LL LEGAL NAME: 5.5.8 (LASI) tila5I) ( G)
ETTICTIVE DATE OF TI?Jt!NA!!CN CR TRANSTER SEC'.'RIU NC*ITID: DATE: TIME:
SEC"RITT CTTICIR CONTACID: BY:
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RADIATION PtonCTION 1:0TITID: DATE: TIME:
RAD. FRO. PERSGN CO:.**ACTD: ST:
(' hNtL w.L PERSON:'EL NOTITID: DATE: TIME:
P PD.50h"'ZL PERSON CONTACTD: BY:
hA:2 EAME 5'71RV15CR DAIL 701'.*A2D CCXFLI*C TD SICTRIU. RADIA!!ON PROTE; TION A::D FERSchTIL
! STA-906-3 .
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TEXAS UTILITIES GENERATING COMPANT OFFICE MEMORANDUM ATTACHMENT 1 To CPSES Emolovees Tyler. Texas Subject TUGCo Polic_' Statement On Alcohol and Drug Abuse l
The responsibility to develop and implement an Alcohol and Drug Abuse Program for CPSES is assigned to the Manager, Plant Operations, CPSES. To meet Company and Nuclear Regulatory Commission guidelines, this program should contain, as appropriate for the level of access authorized, the following points:
- 1. An employee alcohol and drug awareness program.
. 2. An employee screening program which includes the use of testing as part of the pre-employment physical. _
- 3. An alcohol and drug detection program which includes -
continual. behavior observation.
- 4. An employee assistance program.
The Alcohol and Drug Abuse Program, developed for CPSES in accordance with this policy, will apply to all Texas Utilitias' Company employees whose job duties require that they have access to Company property at CPSES.
4 R. J. Gary -or- B. R. Clements
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s TEXAS UTILITIES GENERATING COMPANY p0LICY STATEMENT ON l ALCOHOL AND DRUG ABUSE Texas. Utilities Generating Company recognizes alcohol and drug abuse as a significant problem. The objective of this ,
policy is to provide the opportunity and encouragement for employees and their families who may develop addiction to 1 or dependence upon alcohol and/or other drugs, and assis-tance which may help the employees or their families to arrest the condition.
We believe the decision to seek diagnosis and accept treat-ment for alcoholism and drug ab'use is the responsibility of .
the employee. However, an employee may be referred to help by his supervisor and may be required by the Company to secure such adequate rehabilitative counseling or other services as he or she may need to resolve his or her alcohol or drug problem so that it will not affect job performance.
An individual's refusal to accept referral for diagnosis or '
.to follow prescribed treatment will be handled in accordance with existing TUGCo policy. and practice with respect to unsatisfactory job performance. . .
Persons participating in this program will be expected to meet job performance standards and work rules within the framework of existing TUGCo policy' and practice. This policy is not intended to supplant the normal disciplinary process or to result in special privileges or exemptions from job performance requirements, nor will this policy affect the plant rules concerning the consumption or possession of al coholic beverages or drugs on company property or report-ing to work under the influence of alcoholic beverages or drugs.
The confidential nature of the records of individuals in the program will be strictly preserved.
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The rul es rega rdi ng 'i ntoxi ca nts , d rugs a nd narcotics are based on TUGCo's concern for the saf ety of its employees.
The use or possession of these substances creates a danger, not only to the employee using or possessing them, but to all empl oy ee s . Accordingly, the rul es rega rding intoxicants, drugs and narcotics will be strictly enforced.
Each employee is also reminded that according to the Safety Rules as set forth in the Safety Handbook, it is an employee's responsibility to report unsafe working conditions or hazardous activities which jeopardize their own or their fellow employee's i safety. This responsibility includes reporting the use or '
- a. - possession .of intoxicants, drugs, or narcotics. All such
- information will remain strictly confidential and will be used to insure a safe environment for you and your fellow empl oyees .
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RULES REGARDING USE AND/OR POSSESSION OF INT 0XICANTS, DRUGS AND NARCOTICS
- Any employee who attempts to bring or brings intoxicants, i drugs or narcotics or who has in his possession intoxicants, drugs or narcotics on Company property or where there is reason to believe he is under the influence of intoxicants, drugs or narcotics while on Company property, will be subject
, to immediate discharge.
Where there is reason to believe an employee is under the influence of intoxicants,' drugs or narcotics while on Company
, property, the employee may be required to take a blood test, urinalysis, or other diagnostic test. Where there is reason to believe an employee is in possession of any intoxicants, drugs or narcotics while on Company property, the employee is subject to having his/her person and/or property searched by Company representatives.
The refusal on the part of the . employee, af ter being requested to do so, to submit immediately to a search of his/her person 4 and/or property or to be tested, shall constitute a flagrant act of insubordination and, will subject the employee to immediate discharge.
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T Prescription drugs p'rescribed by licensed physicians for the employee which could affect an empl oyee's j ob perfor- ,
mance or non-prescription drugs which could a f fect an {
employee's job performance, are allowed if they have been previously cl eared by the employee's supervisor. Any employee taking such medication must inform his/her super- .
visor of the medication and dosage being taken. On request, the prescription shall be verified in writing by the issuing phys i ci a n.
An exception to these rules is that reasonable consump' tion of alcoholic beverages is not prohibited in the Company park. Also, possession of alcoholic beverages, but no consumption of, is permitted at Company-authorized parking areas. However, where there is reason to believe an employee is in violation of any of the above rules, the employee is subject to having his/her person and/or property searched by Company representatives, including property in the Company park and authorized parking areas.
Regarding conduct in Company park, see Company park rules.
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TN0-821094 TEXAo UTILITIES GENERATING COMrANY OFFICE MEMORA ND UM r, Distribution ci,o go,,,7 ,x,, October 29, 1982 Subject New Employee Indoctrination Attached is a copy of Revision 4 to New Employee Indoctririation.
Copies of handouts will be available from Personnel.
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C Turner CLT:sjb Attachments cc: ARMS (w/o attach)
Distribution: J. C. Kuykendall R. T. Jenkins R. A. Jones G. E. Jergins E. Alarcon B. W. Kaul fus J. J. Allen J. A. Kelley J. R. Allison B. T. Lancaster T. E. Bain G. D. Lytle L. G. Barnes G. B. Moore T. J. Beaudin W. J. Nixon J. L. Brackney J. M. Purdy M. R. Blevins J. Rumsey D. W. Braswell M. J. Riggs R. E. Cowan C. E. Scott R. L. Cox R. B. Seidel J. R. Curtis C. W. Smith D. L. Davis P. G. Smith i B. D. Delano W. E. Stone D. E. Deviney B. B. Taylor R. E. Fishencord R. L. Theimer R. L. Fortenberry C L Turner T. L. Gosdin S. M. Ward K. Y. Graves W. H. Wes tbrook l T. G. Heil 9.n R G -;b e DlA fy~
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NEW ZMPLOYEE INDOCTRINATION (REVISION 4)
A. The focal point for indoctrination is the new employee's supe rvisor.
B. It is the supervisor's responsibility to guide the employee through his initial orientation with the Company and to provide continued guidance throughout employment.
C. The reference document that should be used for personnel indoctrination is the Supervisor's Handbook; its use ensures that
- 1. All rules and policies are understood, and
- 2. All rules and policies are applied and enforced consistently.
D. Areas of Indoctrination j 1. Personnel
- a. Organization
- 1) Supply a diagram of and explanation of the Texas Utilities organization.
- 2) Supply a diagram of and explanation of the TUGCo (CPSES) organization.
- 3) Explain the relationship of TUSI, B&R, and TUGCo at CPSES.
- 4) Explain the employee representation at CPSES by a bargaining unit.
a) The Electrical / Mechanical Maintenance workers and the Operators are represented by the IBEW (International Brotherhood of Electrical Workers) Union.
b) Their representatives at CPSES are:
- Handout material l
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- 1) Operations Department, Stewards Mark Ford Travis Broughton, and Jimmy Barnard.
- 11) Maintenance Department, Stewards Dennis Caughron, David Carroll, Carroll Valentine, and David Selle.
- b. Individual Introductions
- 1) Superintendents - introduce the new employee to all CPSES superintendents. (This should normally be accomplished within the first month of employment.)
- 2) Department - introduce the new employee to all individuals in his department with whom he will start to work. Ensure that he continues to be -
introduced to all others within the department.
- 3) Interdepartment - introduce the new employee to individuals in other departments with whom he will have frequent contact to start to work.
- 2. Facilities
- a. Toilets - show the individual the location of restrooms near his work location.
- b. Drinking fountains - show the new employee.the location of water fountains in the vicinity of his work loca-tion.
- c. Lunchroom
- 1) Show the new employee the location of the lunchroom (II-il) 2) Explain the policy for work breaks.
a) Two breaks of 10 to 15 minutes each are scheduled by the supervisor on each shift for eacn employee who desires it, and when work permits.
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( ) Reference to Supervisor's Handbook
, <s b) Breaks are taken in the break area in the morning and af ternoon. No coffee or other drinks are allowed in offices.
- 3) Lunch break, a) Thirty minutes is allowed for lunch, b) Show the new employee the kitchen. facilities and indicate the time that is normally scheduled for lunch.
- d. Tour of the site
- 1) Point out major offices on the site
- 2) In particular, show the a) Administration Building b) Maintenance Building c) Warehouse Building d) Shift Supervisor's Office / Control Room e) Instrument & Control Shop / Chemistry & Health Physics Offices f) Nuclear Operations Support Facility (NOSF)
- e. Work facilities
- 1) Show the new employee his work location.
- 2) Ensure that he has all supplies, equipment and furniture needed for work.
a) Tell him how to get more supplies from the supply closet (himself).
b) Tell him how to obtain supplies and equipment that are not on hand (through supervisor and Office Services Coordinator) .
c) Provide a hard hat.
- 3) Ensure that a car sticker application form has ;
been provided and the limitation as to use of I
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personal car on CPSES property has been explained (the differences in parking stickers).
- 4) Explain the parking facilities available.
(III-1) 3. Moving Expenses
- a. Assist the new employee in making claim for reimbursement of expenses in accordance with Policy Letter V-1, " Relocation Expense Reimbursement Plan".
- b. Transfer employees may be eligible for relocation house purchase and mortgage assistance. Use the Supervisor's
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Handbook for guidance.
- 4. Work Practice
- a. Security Gate Security
- 1) Each person will be required to show his ID. badge to the guard at the batch Plant Gate to gain access to TUGCo's parking lot. It will not be necessary to exhibit badges upon leaving the site,
- 2) Visitors may be admitted to the site after approval is provided to gate security. The gate guard will log visitors in and issue a visitor's badge. Upon leaving the site, a visitor is required to check out with the guard and turn in his badge.
- b. Safety
- 1) Site Evacuation a) Should it become necessary to evacuate the site, follow the evacuation procedure.
b) Provide the site evacuation procedure and map.
- 2) Job safety - all job safety rules and signs should be followed.
Handout material
( ) Reference to Supervisor's Handbook 4
a) Wear hard hats in construction areas and wear them properly, b) Avoid areas and situations which require safety equipment that you do not have (safety shoes, protective goggles, safety belts).
c) Make sure planking, footing, railings will support the weight you put on them. Also ensure you know the depth of the ',' puddle" of water into which you intend to step.
d) Crane loads -
Do not walk, stand or work under crane
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loads.
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Do not stand in the swing area of a crane or crane load.
e) Barricades and Signs -
Stay out of barricaded areas (work and radiography).
Read and follow instructions of signs.
- 3) Emergency Medical a) Brown and Root maintains paramedics and registered nurses on B&R work shifts.
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b) Brown and Root also maintains and operates an ambulance service from the site to Glen Rose (Marks-English) Hospital during B&R work shifts.
- 4) First Aid Box Locations a) A first aid box is located in the Chemistry / Health Physics Offices in the plant.
b) A box is located near- the north, upstairs exit of the Administration Building.
c) Another first aid box is located near the forem:;n's office in the Maintenance Building.
d) First aid facilities are located in the East end of the Nuclear Operations Support Facility.
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- 5) Fire Reporting During Construction Phase a) A fire discovered in any area of the plant should be reported to the Control Room, ext.
3250.
b) Personnel should attempt to extinguish or control the fire until fire department personnel arrive.
c) Do not place yourself in danger or perform actions you do not feel qualified to do.
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- 6) Alcohol, Drug or Narcotic Use
_ a) The use of these substances constitutes a danger to the employee and other employees.
b) An employee who possesses, uses or is under the influence of these substances at work is subject to discharge.
c) When there is reason to believe that an employee possesses or is under the influence of any of these substances, he may be re-quested to take a medical diagnostic test and/or submit to a physical search.
d) Prescription or non-prescription drugs which may af fect job performance should be cleared with the supervisor.
- c. Telephone
- 1) The phone number - for TUGCo is 817/897-4856.
- 2) Some telephones can access local outside lines.
On these phones, an outside line, is obtained by dialing 9.
- 3) Local calls - are Glen Rose, Whitney, Crawford, Morgan, and Walnut Springs.
- 4) Lcyyt Distance - calls should be accompanied by a completed yellow call slip. Personal long dis-tance calls will be charged to the individuals making the calls.
- 5) Some telephones can access toll free metro service to Dallas and Fort Worth. Access is obtained by dialing 80. Metro service is to be used for bus ine s s. calls only and should not be used for long distance calls.
- Handout material A
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- 6) Site extensions a) TUGCo extensions - are called by dialing a four-digit number.
b) Brown & Root extensions - are reached by dialing 9 - 4881 on a phone with local access capability and asking for the B&R. extension, or by dialing 70 and the B&R extension number on a telephone with B&R line access.
c) Transferring calls - between extensions is accomplished by pressing the telephone latch momentarily, releasing, then dialing the
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extension. After the extension is reached, momentarily depress the latch, release and thr'e e parties are connected; hang up the phone and two parties are connected. -
d) Camp on - may be used to automatically redial
" busy" TUGCo extensions made from other TUGCo extensions. When a busy extension is reached, momentarily depress the latch, dial 11, and hang up. When the extension is free, your phone will ring. After you pick up your phone, the redialed extension will begin to ring.
The Gai-Tronics phones are used by giving a paging 7) directive to answer a particular channel. During the construction phase, lines one and two are assigned to B&R; lines three through five are
, assigned to TUGCo.
Example: " Jim Kuykendall, line two."
- d. Secretarial Staff
- 1) Typing / Work Request slips are used to request secretarial assistance. The work is submitted accompanied by a request form to the secretary of
, the Manager, Plant Operations.
- 2) Finished typing should be signed or initialed and returned to the secretarial staff for logging, distribution, document control and mailing.
- 3) The secretary of the Manager, Plant Operations aa) Schedules the use of pool cars
, b) Schedules the use of conference rooms 7
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(II-5) e. Payroll
- 1) Time charge reporting - each new employees should be given an explanation of how time sheets are prepared, if applicable.
- 2) All employees subject t:j t overtime en the semi-monthly payroll are paid twice each month, on the 16th and the 1st day of the month .for work performed through the 10th and the 25th, respectively.
- 3) All employees on the hourly payroll are paid every
.; other Friday for the 14 day period ending on the preceding Sunday.
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- 4) All employees not subject t:ct overtime on the semi-mon'hly t payroll are paid twice each month, on the 16th and on the 1st day of the month, for work performed through the 15th and the last day of the month, respectively.
- 5) Employees who cannot pick up their paycheck on pay day may make other arrangements with their supervisor. Checks not picked up will be main-tained in the safe by the accountant.
(II-3) f. Absence from work r 1) Personal business - time off from the regular work schedule for strictly personal business reasona may be arranged upon request to the supervisor, provided overtime is not involved.
- 2) Disability - Sickness a) Injury - Industrial If an employee is injured while performing assigned job duties, the Company may, for a reasonable length of time depending upon the i circumstances, pay the difference between the j amount of employee's Worker's Compensation Insurance and the employee's regular salary.
( ) Reference to Supervisor's Handbook 1
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7j 3, b) Injury - Non-Industrial If an employee sustains an injury while not performing assigned job duties, the employee is given the same consideration as if the absence was because of sickness. However, due consideration is given to the circum-stances surrounding the accident.
c) Sickness An employee who is absent because of sickness may be carried on the payroll at full or partial pay, depending upon the circum-stances, for a period not to exceed one calendar month for each year of employment, or not to exceed six months, unless approved by 'the president or his designated repre-sentative.
d) Absence for Maternity Absences due to pregnancy or pregnancy related problems will be treated as an absence due to sickness.
- 3) Jury Duty The Company recognizes an employee's obligation as
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a citizen to serve on jury duty when called and; accordingly, necessary time off with pay is usually allowed. When an employee receives a jury summons, the employee should notify the immediate supervisor.
- 4) Death in Immediate Family Depending upon the circumstances, an employee absent because of death in the immediate family may be allowed time off with pay. Immediate family is defined as spouse, mother, father, son, daughter, brother, sister, grandparents, grand-children, stepparents, stepchildren, or the spouse's mother, father, son, daughter, brother, sister, grandparents, grandchildren, stepparents or stepchildren.
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- 5) Sickness in Employee's Family Depending upon the circumstances, each case of time off due to sickness in the employee's family will be judged separately.
- 6) Notification by Employee An employee who is absent from work must inform the immediate supervisor of the reason'for such absence as far in advance as possible and in no case later than one hour before the scheduled time to report to work. Failure to do so may result in disciplinary action or loss of pay for that work period. Further, an employee should continue to keep the supervisor informed of his/her status during the period of absence.
- 7) Leave of Absence - Military -
Military leaves of absence are handled in accord-ance with existing laws in effect at time of such leave.
- 8) Leave of Absence - Non-Military At the option of the Company, a leave of absence without pay for a reasonable length of time may be arranged upon request, provided it is practicable i
for the employee to be relieved from his/her duties with the Company. Details of this policy are found in the Supervisor's Handbook.
- 5. Benefits (I-1) a. Group Life Insurance Plan The coverage is described in the Booklet-Certificate which is issued to each employee enrolled in the plan.
Important facts to remember are:
- 1) All regular, full-time employees are eligible for life insurance on the date they complete three months of continuous employment. The amount of
( ) Reference to Supervisor's Handbook f
6 10
)
coverage is equal to approximately twice the employee's annual base salary. All new employees should be encouraged to enroll in the plan within three months and 31 days of employment. Failure to do so will require the employee to prove insurability.
- 2) A change in marital status could mean a change in beneficiary. Employees should be encouraged to take care of this Lamediately by completing an
" Addition Of Dependent" Form and submitting it to the Personnel Coordinator.
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- 3) The Company pays for the first $20,000 of life insurance and the employee pays 60 cents per month for each additional $1,000 of coverage. The employee must carry the full amount to which he is entitled'for the Company to pay for the first
$20,000 coverage.
- 4) The amount of insurance changes automatically with any qualifying change in salary.
- 5) The Personnel Coordinator or his representative is responsible for assisting TUGCo personnel with insurance matters.
(I-2) b. Group Medical Plan The coverage is described in the Booklet-Certificate which is issued to each employee enrolled in the plan.
Important facts to remember are:
The full cost of employee only insurance is paid 1) by the Company. The cost to the employee for dependent coverage is $7.50 per month if one or more eligible dependents are under age 65. If the only dependent is over age 65, the cost for dependent coverage is $1.50 per month.
- 2) Insurance for you and your dependents will become effective after you have completed three months' active, full-time employment provided you have enrolled within this period. If you enroll within
( ) Reference to Supervisor's Handbook l
l 1* I
) ]
the next 31 days, your insurance will become effective the date you enroll. If you enroll more than 3 months and 31 days after date of employ-ment, you will be required to furnish, at your own expense, evidence of insurability satisfactory to the insurance company before insurance will become effective.
- 3) If you are covered for employee only insurance and acquire a dependent, you have 31 days to enroll the dependent. Coverage will be effective the date you enroll for dependent insurance. If you do not enroll for dependent coverage within 31
' c -
days, evidence of insurability will be required.
_ 4) All medical expenses should be filed as soon as possible through the Personnel Coordinator.
- 5) The Personnel Coordinator or his representative is -
responsible for assisting employees with their insurance needs; therefore, he should be contacted concerning claims, insurance coverage, change of beneficiaries, etc.
- c. Group Dental Insurance Plan This coverage is described in the Booklet-Certificate which is issued to each employee enrolled in the plan.
Important facts to remember are:
- 1) All regular, full-time employees are eligible for dental insurance on the date they complete three months of continuous employment. The full cost of employee only insurance is paid by the Company.
The cost to the employee for eligible dependent coverage is $7.50 per month.
- 2) If you have not enrolled your dependents within 4 months of continuous employment and later decide to enroll them, ycu must pay the required monthly dependent premium for one year before coverage for any dental expenses (other than those due to an accident) is in effect.
- 3) The Dental Insurance Plan will provide 90% payment for preventive and diagnostic service, with no deductible. Examples of these charges are
_ . _ _ _ ____ _ . ._. ._ . ._. __ _ -m _ .
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O 7 checkups, x-rays, cleaning, and fluoride j applications.
- 4) The Insurance Plan will pay 50% of major services and treatment, after $25.00 per calendar year deductible. The maximum benefit for Major j Services and Treatment is $1,000 per person per year.
- 5) Orthodontic expenses will be reimbursed for 50% of eligible charges with a lifetime maximum benefit of $1,000 per person.
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- 5) The Personnel Coordinator or his representative is i
responsible for assisting employees with their insurance needs; therefore, he should be contacted
- . concerning claims and insurance coverage.
(I-3) d. Accidental Death, Dismemberment and Disability Benefits i Plan This insurance provides benefits for all accidents on and off the job, twenty-four (24) hours of every day.
The principal sum of insurance is equal to approxi-mately twice the employee's basic annual salary and is l provided by the Company at no cost to employees. All j employees are provided with this insurance even if they are not enrolled in the Group Life Insurance Plan.
i (I-5) e. Holidays The holidays that are observed are as follows:
i New Year's Day Thanksgiving Day i Good Friday Christmas Eve Day ;
i Memorial' Day Christmas Day
} Independence Day Floating Holiday
!. Labor Day Floating Holiday Supervisor's are responsible for making appropriate ,
arrangements when shift work is involved: Refer to I-5
! of Supervisor's Handbook.
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( ) Reference to Supervisor's Handbook
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7 q (I-6) f. Vacation Every regular employee who has accumulated service with the Company, or with the Company and another System Company, of six months or more is eligible for vacation with pay during the current year as follows:
LENGTH OF SERVICE LENGTH OF VACATION Less than 6 months NONE 6 months 6 Working Days 10 months 10 Working Days January 1 of 5th Anniversary Year 11 Working Days January 1 of 6th Anniversary Year 12 Working Days January 1 of 7th Anniversary Year 13 Working Days January 1 of 8th Anniversary Year 14 Working Days January 1 of ' 9th Anniversary Year 15 Working Days January 1 of 10th Anniversary Year 16 Working Days January 1 of 12th Anniversary Year 17 Working Days January 1 of 14th Anniversary Year 18 Working Days January 1 of 16th Anniversary Year 19 Working Days January I of 18th Anniversary Year 20 Working Days January 1 of 20th Anniversary Year 21 Working Days January 1 of 22nd Anniversary Year 22 Working Days January 1 of 24th Anniversary Year 23 Working Days January 1 of 26th Anniversary Year 24 Working Days January 1 aof 28th Anniversary Year 25 Working Days
- g. Employee Stock Ownership Plan (ESOP)
- 1) The Employee Stock Ownership Plan is designed to help the employee acquire Common Stock of Texas Utilities Company, and thereby to have an ownership interest in the System to which he contributes his services.
- 2) Each employee automatically becomes a participant in the non-contributary portion of the plan upon the completion of or.e year of service or the attainment of age 21, whichever is later, unless he elects otherwise in writing. The ESOP allows the Company and its subsidiaries to claim an additional 1% investment tax credit against fedeial income tax liability if that amount is contributed to ESOP. This feature is non-contributory.
( ) Reference to Supervisor's Handbook
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- 3) In addition, the Company and its subsidiaries may claim and contribute to ESOP a further investment tax credit up to 1/2 of 1% of eligible expenditures to the extent that the amonnt is matched by contributions of parti-cipants. This feature is contributory.
- 4) Shares allocated to participants will generally remain in account until termination of employment.
(I-8) h. Employee's Thrift Plan The Employee's Thrif t Plan of the Texas Utilities Company System is intended to furnish a means by which Texas Utilities Company and its subsidiaries may encourage employees to establislt a regular savings program, assist employees to acquire Commun Stock of Texas Utilities Company.
as an incentive to ef.ficient operation through ownership of an equity interest in the System, and promote the best interest of the System by attracting and retaining desirable employees.
- 1) Full-time employees who have completed twelve months' continuous seriice and have attained 21 years of age are eligible to participate.
- 2) To participate, an eligible employee elects a 2%,
3%, 4%, 5%, or 6% deduction from regular salary or wages.
- 3) The Company contributes an amount that is a percentage of the employee's contribution as follows:
LENGTH OF SERVICE CONTRIBUTED BY COMPANY 4
Less than 10 years 40%
10 years, but less than 25 years 50%
25 years or more 60%
- 4) All company contributions are invested in common stock. The employee may elect to invest in a Guaranteed Fixed Income Fund or in one of the following investment options Option A: 100% Common Stock of Texas Utilities Company
( ) Reference to Supervisor's Handbook 15
q q Option B: 50% Common Stock of Texas Uti11cies Company, 50% in United States Government Bonds Option C: 100% United States Government Bonds Option D: Multiples (not less than 25% each) of.
Options A, B, or C.
(I-4) 1. Purchase of electrical appliances The Company has a plan whereby major household electrical appliances may be purchased.
- 1) All regular employees who have been employed by the Company or affiliated companies for six months or more are eligible to purchase major electrical appliances for their own use.
- 2) All sales are treated as confidential. Do not discuss purchases with individuals outside the Company.
- 3) Payments may be extended to a period not to exceed 24 months through payroll deductions without interest or carrying charges.
b (I-7) j. Education Reimbursement The Company has an Educational Expense Reimbursement Plan for employees.
- 1) All employees are encouraged to continue their education and development in those areas related to work.
- 2) Basically, the Company will reimburse the employee 75% of the total enrollment costs, including textbooks, upon satisfactory completion of approved courses.
(I-10) k. Energy Conservation Financing Program for Employees' Homes The Energy Conservation Financing Program has been designed to provide financial and technical assistance
( ) Reference to Supervisor's Handbook 16
]s O, to employees in making certain energy conservation improvements to their personal residence. It applies to retrofitting of an employee's existing home with insulation, storm windows and doors, caulking and weatherstripping, electric heat pump, a high EER air conditioning unit, solar heating or solar water heating which results in the employee's home becoming more energy efficient.
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- - =. - -- - - . . .
3' .s Index of Handout Materials New. Employee Indoctrination I
Texas Utilities Organization e
Texas Utilities Generating Company (CPSES) Organization e
Evacuation Procedure and Maps Rules Regarding Use and/or Possession of Intoxicating Drugs and Narcotics s
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,6 TSEC 84085 TEXAS UTILITIES GENERATING COMPANY OFFICE MEMORA ND UM To John Rumsev Glen Rose. Texas Apri1 /. _ 198/.
subject Screening Program Review
' The information contained in this report is the result of a review of the Screening Program of Burns International Investigation Services (BIIS) conducted March 29 and March 30, 1984.
The location of the review was at 1445 North Loop West, Suite 350, Houston, i
Texas. This review was conducted to determine if BIIS is in compliance with the Texas Utilities Generating Company's Personnel Screening Program regarding their background investigations of Texas Utilities Generating Company Engineering and Construction Organization Personnel at CPSES.
A guide developed by NUSAC was used to collect the data in this report.
The review was accomplished through interviews with BIIS personnel and document analysis, p.
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NUCLEAR CONTRACTOR PERSONNEL SCREENING AUDIT GUIDE -
I. Contractor Audited A. Contractor /Succontractor Screening Program Name/
Title:
B. Investigative Agency Screening Program Name/
Title:
Burns International Investication services C. Security Force Contractor Screening Program Name/
Title:
II. Address of Audited Contractor Suite 350 1445 North Loop West Houston, Texas 77008 III. Principal Contact, Phone Number, and Dates of Audit Name: Edward P. Delise Phone No. 713/861-2010
. From March 29, 1984 To March 30, 1984 IV. Audit Status Contractor / Date of Auditing Date of Next Subcontractor Last Audit Facility Proposed Audit .
Burns International N.A. BIIS X.A.
Investigation Suite 350 Services 1445 N. Loop W.
Ilouston, Texas 77008
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- D TSEC 84088 TEXAS UTILITIES GENERATING COMPANY OFFICE MEMORANDUM To John RumseV Glen Rose. Texas April 5. 1984 -
Subject Screening Program Review The information contained in this report is the result of a review of the screening program of Burns International Security Services of Glen Rose, Texas, (BISS) conducted July 11 through July 15, 1983 by NUSAC, Inc. I conducted an additional review on April 3 and April 4, 1984.
J
- The location of the reve1w was at CPSES and was conducted to determine if BISS is in compliance with the TUCCo Personnel Screening Program. The review was accomplished through interviews with BISS personnel and review
. of records, contracts, Security Plan and Training and Oualification Plan.
The review was supplemented by a document analysis of the review conducted by NUSAC.
The guide developed by NUSAC in their review was used to collect the data.
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NUCLEAR CONTRACTOR PERSONNEL SCREENING AUDIT GUIDE I. Contractor Audited A. Contractor / Subcontractor Screening Program Name/
Title:
B. Investigative Agency Screening Program Name/
Title:
C. Security Force Contractor Screening Program
- Name/
Title:
nurns International security services II. Address of Audited Contractor Suite 200 2296 Henderson Mill Road N.W.
Atlanta, Georgia 30345 III. Principal Contact, Phone Number, and Dates of Aucit Name: William R. Sparks Phone No. (817)897-4856 Ext. 3434 From July 11, 1983 To April 4, 1984 IV. Audit Status Contractor / Date of Auditing Date of Next Subcontractor Last Audit Facility Procosed Audit Burns International N.A. CPSES N.A.
Security Services P. O. Box 758 Glen Rose, Texas 76043 9
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TSEC 84185 TEXAS UTILITIES GENERATING COMPANY OFFICE MEMORA NDUM
\
To John Rumsey Glen Rose. Texas August 6, 1984 _-
Sub g Screening Program Review This report is the result of a review of the Screening Program of Equifax Services, Inc., 1220 E. Campbell Road, Suite 100, Richardson, Texas, conducted July 17 and 18, 1984, to determine if Equifax is in compliance with the Texas Utilities Generating Company's CPSES Personnel Screening Program. The data was collected through interviews with Equifax personnel and document analysis.
The discrepancies noted on the continuation sheet (item 81) of the randomly
. selected individual files have been brought to the attention of Equifax and they assure me they will make the proper corrections to complete the files.
Upon E.tuifax's notification of their corrective action, I will make a follow-up audit to ascertain that the files, in fact, have been corrected and make a supplement to this report for documentation purposes.
Andrew J. Scogin, Jr.
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NUCLEAR CONTRACTOR PERSONNEL SCREENING AUDIT GUIDE -
I. Contractor Audited A. Contractor / Subcontractor Screening Program Name/
Title:
B. Investigative Agency Screening Program Name/
Title:
vm,4r,y sgr,,4cos. inc.
C. Security Force Contractor Screening Program Nane/
Title:
II. Address of Audited Contractor P. O. Box 3810 1220 E. Campbell Road Suite 100 Richardson, Texas 75080 III. Principal Contact, Phone Number, and Dates of Audit Name: Howard Taft Sickles Phone No. 234-7200 From July 17, 1984 To July 18, 1984 IV. Audit Status Contractor / Date of Auditing Date of Next Subcontractor Last Audit Facility Proposed Audit Equif ax Services, Inc. N.A. 1220 E. Campbell Road. N.A.
Suite 100 Richardson, Texas 75081 em O
TEXAS UTILITIES GENERATING COMPANY OFFICE MEMORA NDUM To John Rumsey Glen Rose. Texas August 14, 1984 _
subject Screening Program Review This report is the result of a review of the Screening Program of Equifax Services, Inc., 1220 E. Campbell Road, Suite 100, Richardson, Texas con-ducted July 17 and 18, 1984, to determine if Equifax is in compliance with the Texas Utilities Generating Engineering and Construction Company's CPSES Personnel Screening Program. The data was collected through interviews with Equifax personnel and document analysis.
The discrepancies noted on the continuation sheet (item 81) of the randomly selected individual files have been brought to the attention of Equifax and they assure me they will make the proper corrections to complete the files.
Upon Equifax's notification of their corrective action, I will make a follow-up audit to ascertain that the files, in fact, have been corrected and make a supplement to this report for documentation purposes.
I Q'k Andrew J. 5 gin, Jr.
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NUCLEAR CONTRACTOR PERSONNEL SCREENING AUDIT GUIDE I. Contractor Audited A. Contractor / Subcontractor Screening Program Name/
Title:
B. Investigative Agency Screening Program Name/
Title:
Ecuifax services Inc.
C. Security Force Contractor Screening Program Name/
Title:
II. Address of Audited Contractor P. O. Box 3810 1220 E. Campbell Road Suite 100 Richardson, Texas 75080 III. Principal Contact, Phone NumDer, and Dates of Audit ,
Name: nounta Tnfe si<.ki,, Phone No. ]I4-234-7200
. From July 17, 1984 To Juiv 18, 1984 IV. Audit Status Contractor / Date of Auditing Date of Next Last Audit Facility Proposed Audit Subcontractor Equifax Services, Inc. N.A. 1220 E. Campbell Rd. N.A.
Suite 100 Richardson, Tex. 75081
December 1, 1982 hh IJrILITIES NCCIIAR SECURITY DIVISICN policy Pecardino Enployee Illicit Drug Use Burns International Security Services, Inc., Utilities Nuclear Security Division, has a re-sponsibility to its clients, its enployees and the public to maintain the highest standards of enployee conduct and perforrance. It is critical that as an organization Burr.s Inter-national remgnizes that the possession or use of illicit drugs or abuse of control;ed sub-stances is contrary to the very purpose of these high standards, te possession or use of such substances will not be tolerated aneng our professional security officers.
It.is not the intention of Burns International to make a moral judgment with regard to the -
po: session or use of these substances. However, it must recognize that the possession or
.use of,certain controlled substances is illegal and therefore inappropriate for a Burns International c@loyee involwd with nuclear generating plant security. Since the security of a nuclear p>er plant is of legitimate corcern to the public, the public has a right to egect a nuclear generating plant security officer's public and private behavior to meet the standards set forth in this policy. % erefore, any illicit dru; use or possession by
- a. security officer either on or off duty will reflect on Burns International's ability to unintain this "public trust", and will reflect on the enployee's ability to perform his/her' duties and responsibilities with the confidence expected of a Burns Internatioral employee in this highly responsible positicn. -
'Ib achieve the goal of raintaining a security force which meets these high standards, Burns Intemational has developed this policy statement.
2e intent of this policy is to ensure that the highest icvel of perscnal standards and physical and nuntal fitress is maintained by all those enployed as nuclear security offi-cers as related to their duties. nis palicy applies to all Burns International erployees whose caplcynent requires performance of duties at a nuclear generating plant site. mis f policy provides for the screening and continued evaltntien of individuals selected for these positions.
Se total scrcening criteria are designed to gather a ccrposite profile of the applicant in order to evaluate his/her suitability as an eployee at a nuclear generating plant site.
De crrposite profile will te cenpared against the physical and nental standards estab-lished for these enployees. B is prccess affords each applicant an equal opportunity in f that each is judged against identical, standardized criteria. Specifically, with recard to the use of illicit, centrolled substances, Burns Intematicnal's position is very clear.
Burns Internacional will absolutely not enploy any person who it deterrines through its screening prccesses is a user of any 112icit drug.
Additicnally, ongoing and/or intermittent evaluatien of current employees will to utilized to ensure that these standards are raintained. Use or possessicn of any illicit drug by a Burns Intematicnal nuclear generating plant empicyce either en er off site will result in his/her terminatien of cnploynunt.
Although the canagenent of this pr: gram is a functicn of Burns International's ranagement and supervisien, ever/ c-plcyee has the obligaticn to report any kncwn use or pssessicn cf illicit drugs by a security officer or other en-site Burns e ployee and to cccrerat.e in any related investigatien. Failure to carry out this respcnsibility ray result in disciphnary action.
hhile Burns International is not in the business of caking sceial or cral judcrunts, so aru in the business of centinuing to previde a professic:ul nuclear security ser/ ice.
Inployce/ App hcant Signatz.ru tare
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?OLICY FOR MEETING 10 CTR 73.55 SECURITT REQUIREMENTS q d"
FOR PERSONS REQUIRING UNESCORTED ACCESS TO VITAL AND PROTEC*ED AREAS ,,,.
OF COMANCHE PEAK STEAM ELECTRIC STATION ,
INDICATED ON PURCHASE ORDER OR CONTRACT
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All contractors /sub-contractors shall comply with the following require- -
ments before their employees are granted unescorted access to Vital and .
Protected Areas of Comanche Peak Steam Electric Station (CPSES). Escorted access will normally not be granted to employees of contractors /sub-contractors requiring access to Vital and Protected Areas.
The United States Nuclear Regulatory Commission on February 24, 1977 vich the promulgation of 10 CTR 73.55 and, accompanying implementing documents, placed upon licensees of nuclear power reactors increased security respon- ~
sibilities to develop higher levels of ptxection.
CPSES has established this procedure which will meet the regulatory re-quirements and, at the same time, we feel vill be acceptable to those companies who furnish serrices.
All contractor /sub-contractor employees shall be screened in accordance with the below screening instructions which are also cutlined in the CPSES procedures.
Contractors /sub-contractors shall meet the following criteria to ensure acceptability with regard to employees' trustworthiness and emo-tional stability:
i
- 1. INSTRUCTIONS .
A. No one vill be granted unescorted access authoritation into the Protected and Vital Areas of the CPSES without the approval of the Manager. Plant Operations, or his designee.
- 3. Those persons requiring unescorted access authorization should
- initiate their request approximately eve months prior to assign-ment inside the CPSES Protected Area.
C. Unescorted access authorization vill be granted only to those individuals who have a clear and present "need" to perform specific work inside the Protected and Vital Areas of CPSES and require unescorted access.
D.
Contractors /sub-contractors desiring to use their eva screening program shall submit a copy of their screening procedures in writing to the CPSES Security Supervisor for review and accept-ability determination. The CPSES Security Supervisor shall be informed of any changes in a contractor /sub-centractor approved screening program to ensure continued compliance with CPSES requirements.
E. Screening Program lequirements for E..ployee with Less than *hree Years of Employ =ent (1) A background investigation vill be conducted by a qualified investigative agency on each TUCCO contractor /sub-contractor
employee with less than three continuous years of reliable l
service with the contractor /sub-contractor (see attached
-- Request For Unescorted Access Form A) as required by ANSI 18.17 and the C?SES Physical Security Plan. Contractors /
- sub-contractors =ay conduct their own background investiga-tions if that ec=pany has investigative resources or utilize an investigative service. The background investigation vill consist of a three-year check of employment, residence,
..: credic, drug and alcohol use, and criminal histories, supple-mented by nilitary histo ry information, education, and reference checks consisting of two listed and two developed
~ references. This investigation is designed to provide a .
basis for deter =ining an individual's identity, crustworthi-ness and reliability. A reputation of reliability and trust-vorthiness will be questioned if the screening reveals any of the following situations.
(a) Deliberate omission or fala181 cation of information submitted in support of e=ployment or request for unescorted access to Prctected or Vital Areas.
(b) Use of nonprescribed narcotic or hallucinogenic drugs or excessive use of alcohol.
(c) Any comnission or attempt to co==1c, or aiding, or abetting another who co==1tted or attempted to cccmit, any act of sabotage, or calicious destruc-tion of property; or any criminal conviction which causally relates to the safety or security of the Plant.
(d) History of cental illness or emotional instability which =ay cause a significant defect in the
,, individual's judgment or reliability.
(e) Any de enstrated lack of financial responsibility or evidence of coercion, influence, or pressure which may be applied by outside sources to compel an individual to ec=mit an act of radiological sabotage.
(f) Any other infor=ation that vould adversely reflect upon the reliability and trustworthiness of the individual as it relates to beint per=1cted unes-corted access.
potet When the screening program produces information as listed in E(1)(a) through E(1)(!) of this docu-ment, individuals vill not be per=itted unescorted access to vital or protected areas at CPSES unless a subsequent investigation deter:ines that t h e inf o r=a-tien is either untrue or that it is not applicable in de te rmining reliability and trustvorthiness of the individual. Upon c:cpletion of the investigation and 4
evaluation, the Security Supervisor will submit a recommendation to the Manager, Plant Operations, or his designee, for granting or denying unescorted access to the individual.
(2) Each TUGC0 contractor /sub-contractor employee vill undergo a psychological assessment which is comprised of an objective personality test (approved by the CPSES Manager. Plant Opera-tions, or his designee) and/or, as necessary, a clinical interview by a licensed psychologist or psychiatrist.
(3) All individuals who have been granted unescorted access authorization vill participate in a continual behavioral ,
observation program, as required in 10 CTR 73.S$. and ANSI 18.17. This may include supervisor training in recognition of aberrant behavior for the contractor /sub-contractor supervisors who are stationed on the CPSES site.
F. Screening Program Requirements for Employees with three or more years of continuous employment: l (1) Ho documented background investigation is required for employees of more than three years of continuous employment I as long as the employee has not displayed emotional
.l instability or aberrant behavior.
l (2) A Request for Unescortad Access For,n 8 vill be completed on each employee with more than three years of employment.
(3) Completion and submission of this form signifies that the contractor has assessed the employee and determined there is no evidence of emotional instability, aberrant behavior or untrustworthiness.
(4) All individuals who have been granted unescorted access authorization vill partifteate in a continual behavioral observation program as required in 10 CTR 73.55 and ANSI 18.17. This say include supervisor training in recognition of aberrant behavior for the contractor /sub-contractor supervisors who are stationed on the CPSES site.
G. Application Procedure (1) A Request for Unescorted Access Form A or B, will be sub-mitted on eacn individual. Completion and submission of the appropriate form signifies that the contractor /sub-contractor has evaluated the employee's screening requirements and determined there is no known reason to preclude the enployee from being ree:::= ended f or unescorte:! access. Copies of investigations vill be previded te CPSE3 upon request.
(2) 'Jithin five days of receipt of this request by the Manager, Plant Operati:ns, or his designee, the contractor /sub-
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contractor employee vill generally be granted unescorted access to those areas for which he requires access and for the period for which he requires access.
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(3)
Those contractors /sub-contractors who have lim.ited resources or who are unable to establish security screening programs of their own which satisfy the NRC and the CPSES Physical Security Plan, will be considered for participation in the established C?SES Screening Program. Contractors /sub-contractors the standardparticipating in this program shall comply vich procedures for employees with three years or more of continuous employment; however, for employees of less l than three years, special procedures shall be followed. The contractor /sub-contractor vill contact the C?SES Security
< Supervisor to obtain those documents necessary for obtaining access to C?SES.
(a) The contractor /sub-contractor shall have the employee complete " Security Questionnaire" form, the "Authoriza-I tion for Release of Information" f orm, and " Military Authori:ation" (Form 6100-6-77 U.S.A.).
< (b) The contractor /sub-contractor shall send the original completed forms, indicated in F(3)(a) above, and a letter requesting unescorted access to the CPSES Secur-ity Supervitor. An information copy vill be provided to the centractor/sub-contractor.
(c) Employees of TUCCO contractors /sub-contractors residing
! in the local area shall be administered a psychological assessment at CFSES. Contractor /sub-contractor employees residing outside the local area shall be administered a psychological assessment by a qualified agency vichin choir local area from those approved by i the C?SES Security Supervisor, (d) The continual behavioral observation program requirement will be satisfied when the contractor /sub-contractor attests that his employees do not possess any adverse character traits, have not exhibited sny form of aberrant behavior, and are recommended by the contractor /sub-contractor for unescorted access to CPSES. A letter stating these facts shall be sent to I the CPSES Security Supervisor for record keeping I purposes. This may include contractor /sub-contractor l superviser training in recognition of aberrant behavior, l (e) Until the required investigation and training are completec and unescorted access is granted, the centractor/sub-contractor employes til not be alleved unescortse access to the plant. However, if it is essencial that the e=ployee be alleved immediate access, the contractor /sub-contractor shall provide this
, e .
employee with a full-time escort who has been cleared for unescorted access to the plant. An individual who has been cleared for unescorted access is allowed to escort a maximum of five people, but the escort shall remain within sight, hearing, and maintain control of those being escorted at all times. Contractors /sub-contractors will notify the Security Supervisor of cancellation of unescorted access within five days, when an employee is terminated by the contractor /sub-
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contractor under favorable conditions. When an employee is terminated by the contractor /sub-contractor under
,, unfavorahLe conditions, the contractor /sub-contractor ,
will advise the Security Supervisor as soon as possible but within twenty-four (24) hours of the time of termination. Written follow-up notification of the date and reason for termination shall be provided to the CPSES Security Supervisor within seven days of the unfavorable termination.
H. Updated rosters of contractor /sub-contractor personnel will be provided to the CPSES Security Supervisor by the first day of each month. If there is no personnel change during the previous month, an updated roster needs to be submitted stating there have been no changes.
- 2. RECORDS
- I All records for qualification and screening of contractor /sub-contrac-cor employees will be retained on-site for one year af ter the termination of the unescorted access authorizatien. These records will be certified by the Security Supervisor. Certification documents will be made available for inspection by authorized representatives of the U.S. Nuclear Regulatory Commission. The security screening and qualification program will be audited annually by qualified personnel selected by TUCCO management.
- 3. AUDITS Audits will bc conducted by the CPSES Security Supervisor, er his agent, to ensure contractor's screening activities have fulfilled the requirements of this contract.
4 CONyIDENTIALITY All forms and information are considered personal and confidential and shall be handled accordingly.
- 5. TRANSMIT ALS All forms and requests shall be addressed to the Security Supervisor.
, Texas Utilities Generating Company, Coc:anche Peak Steam Electric Station. P.O. Box 2300, Glen Rose. Texas 76043.
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- 6. ADDITIONAL REQUIRDfENTS
--- In addition shall to the aforementioned security requirements, each employee successfully complete the C?SES General E=ployee Training Program before being granted unescorted access by plant management.
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h- 4- m____m - - _ - _ _ . _ _ _ _ _ _ _ _ . _ _ _ _ _ _ _ _ - - _ _ - _ _ _ _ _ _ _ _ _ _ _ -________ ___._.__ _ - _ _ _ _ _ . _ _ _ _ _ _ _
REQUEST FOR UNESCORTED ACCESS FORM A To Be Completed by Contractors for Employees of LESS than Three Years of Employment TO: Manager, Plant Operations
~~' Comanche Peak Steam Electric Station Glen Rose, Texas 76043 ,
ATTENTION: Security Supervisor i
. Ibir following individual, an employee of Name of Company and Address hEsundergonescreeningasoutlinedbyTexasUtilitiesGeneratingCompany'sComanchePeak Stsam Electric Station Contractor Access Agreement Procedure, and no questionable or sub-stential derogatory information, to preclude favorable consideration for unescorted access to CPSES Facilities, was developed.
NAME DATE EMPLOYED ADDRESS SOC.SEC.NO.
DATE OF BIRTH U.S. CITIZEN - YES NO
, If Craft - Local Number and Location
. Sits Related Job Title 4
Date of Investigation Investigated by Tha records and reports of screening procedures for the above named individual are available l
for' inspection at: ,
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(Location of Records & Address) upsn request by a member of Texas Utilities Generating Company, CPSES Security Section.
Unescorted Access is Required for the Period of to at (Name of Site)
R: quest to cover term of Purchase Order No.
By virtue of my authority as the owner or as an executive or officer of the aforesaid i
compsny or corporation, I herewith make this application.
NAME TITLE SIGNATURE DATE
. . - _ . - _. - .-~ _ _
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e l REQUEST FOR UNESCORTED ACCESS FORM B
- To Be Completed by Contractors for Employees with Three or MORE years of continuous employment.
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, TO: Manager, Plant Operations
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Comanche Peak Steam Electric Station Glen Rose, Texas 76043 Tha following individual, an employee of Name of Company and Address
. 'hss undergone screening as outlined by Texas Utilities Generating Company's Comanche Peak Steam Electric Station Contractor Access Agreement Procedure, and is favorably recommended t for unescorted access to CPSES Facilities. A review of our records and the information I available, disclosed no evidence of emotional instability, aberrant behavior or untrust-worthiness.
NAME DATE DiPLOYED ADDRESS SOC.SEC.NO.
DATE OF BIRTH U.S. CITIZEN - TES NO If Craft Employee - Home Local Number & Location Site Related Job Title Tha records and reports of screening procedures for the above named individual are available for inspection at:
(Location of Records & Address) upcn request by a member of Texas Utilities Generating Company, CPSES Security Section.
i Unescorted Access is Required for the Period of to at (Name of Site) l Request to cover term of Purchase Order No.
By virtue of my authority as the owner or as an executive or officer of the aforesaid company or corporation, I herewith make this application.
NAME TITLE SIGNATURE i DATE
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2 6 APR 1983 MEMORANDUM FOR: Richard C. DeYoung, Director, Office of Inspection and Enforcement FROM: Paul S. Check, Deputy Regional Administrator
'$UBJECT: REPORTS OF DISCUSSIONS WITH TEXAS UTILITIES GENERATING COMPANY (TUGCO) ON DRUG AND ALCOHOL ABUSE Enclosed is the subject report which is being transmitted per TI 2596/1.
Crigi.o ei . A . .
Paul S. ci:cu:
Paul S. Check, Deputy Regional Administrator
Attachment:
As stated cc w/ enclosure:
J. T. Collins J. E. Gagliardo R. Li Bangart G. L. Madsen L. I. Cobb, D/DFFMS RP81 [
GMa i n ck 4/ /83 /83 g u%Do4V i i
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Discussions With Texas Utilities Generating Company (TUGCO) l Dockets: 50-445 and 50-446 Comanche Peak Electric Power Station Glen Rose, Texas Persons Contacted B. R. Clements, Vice President Nuclear R. A. Jones, Manager Plant Operations R. Wistrand, Administrative Superintendent c Utility perception of Drug and Alcohol Problem 4
_ TUGC0 is aware of problems associated with drugs and alcohol and that their company is not immune to these problems. Employee assistant programs have been established and TUGC0 conveys a strong sense of its responsibility for the safety and security of their personnel and the public. TUGC0 relies heavily on supervisory assessments of employees' performance and capability to perform and as a result provides all supervisors with special training. TUGC0 makes it clearly understood that if job performance is adversely affected by drugs or alcohol that punitive action may be intitated.
Company Policy on Use or Possession of Drug or Alcohol TUGC0 has provided copies of their policy statement on alcohol and drugs (Attachment 1) to all of their employees. Additionally, the new employee indoctrination program (Attachment 2) provides coverage on the subject. The policy statement states that employees having possession of drugs or alcohol on company property or where there is reason to believe the individual is under the influence of intoxicants, drugs, or narcotics, while on company property, will be subject to immediate discharge. It further states, where there is reason to believe an employee is under the influence of intovicants, drugs, or narcotics while on company property, the employee may be required to take a blood test, uranalysis, or other diagnostic test. Refusal on the part of the employee shall constitute a flagrant act of insubordination and will subject the employee to immediate discharge. Additionally, each employee is reminded that according to safety rules, it is an employee's responsibility to report unsafe working conditions or hazardous activities which jeopardize their own or fellow employee's safety.
Contractors of TUGC0 are bound by contractual agreement to the company policy on drugs and alcohol. TUGC0 believes that employees have a responsibil.ity to conduct themselves properly on their own time, since public confidence in their employees is important. However, if an employee's off-work activities are within the bounds of the law and do not affect job performance, TUGC0 believes it is inappropriate for them to be involved.
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2 Types of Programs Available An Employee Assistance Program (EAP) has been instituted by TUGCO. The program includes special training for management and supervision, documentation of performance, and a written action plan signed by the employee and supervisor.
Additionally, TUGC0 has four Dallas doctors under contract to provide consulta-tion to their employees and family members, on a self-intitiated and confidential basis. Employees may also be referred for consultation by supervisors, doctors performing physicals, or family members. Experience has shown that the program is well received and has been utilized by many of their employees.
Utility Use of Background Checks Employees or contractor personnel, scheduled to require unescorted access to operating units at Comanche Peak, receive background checks in accordance with the ANSI 18.17 criteria. The background investigations are performed on a -
contract basis. The background checks include conviction records, arrest records, education, military experience, medical history, county court records, and credit records. TUGC0 has an audit program to assure that background investigations meet acceptable standards. TUGC0 does not use polygraph examinations; however, they do check background data versus job application data.
TUGC0 has on going meetings with unions and are striving to minimize the need for temporary personnel for the performance of work activities. Their intent is to have the potential work force cleared and indoctrinated. If temporary personnel is required, they would consider requiring constant escort for all personnel without background clearances or indoctrination.
Use of Psychological Tests All TUGC0 personnel for Comanche Peak are tested using the MMPI, with contractor personnel administering, scoring, and interpreting the results.
Some 290 employees that were on the rolls were tested and five results indicated deviation from the norm. Followup clinical evaluation indicated that in three cases security was not involved and two individuals will not receive a security clearance. New applicants showing deviation from the norm are not normally retested or given clinical interviews. Experience to date indicates that about eight or nine percent of the new applicants are screened out by the psychological testing.
Utility Use of Supervisory Training and Observation of Apparent Debility (Behavioral Observation)
Personnel Decision, Inc., developed a Behavioral Reliability Workshop training for TUGC0 that is required training for those supervising people working at a licensed operating unit at Comanche Peak. The behavioral program includes observations, feedback on performance, guides to behavioral changes, and practices and actions to be taken. Supervisors are instructed to make their evaluations based on job performance. .
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- l Employee Awareness Employees have been made aware of the impacts of drug and alcohol mainly through the TUGC0 policy statemer.t made available to all employees and though the EAP information and training program. All new employees are indoctrinated on this subject as part of the general employee training program. Personnel
.are made aware of the effects of drugs and alcohol mainly as to the potential impact on job performance and safety.
.,. . Detection Program TUGC0 relies heavily on supervisor observation of employee behavior and performance and the responsibility of all employees to report for duty in fit I
condition and to inform supervisors if they become unfit for duty.
Absentism is looked at as one indicator of personnel behavior. The individual supervisors are the principle evaluators.
l Inspections as opposed to searches will be made of lunch boxes, brief cases, and packages entering the protective area for operating units. Work lockers, desks, tool boxes, etc., are not inspected routinely, but are subject to inspection if probable cause is present. Dogs have been used for searching of the construction activities at Comanche Peak.
Report Prepared By:
G. L. Madsen, Chief Oh&
Reactor Project Branch 1
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l Paul S. Check, Deputy Regional Administrator
b Brown & Root,Inc. rosi orrice sox 18,ce. soustoa. Texas 7700, 4 n.,n am,,,,o cmy..,o Ni5U, 5*~!]
u _ -a September 17, 1984 James Kelly Investigator U.S. NRC Ell Ryan Plaza Arlington, TX 76010
Dear Jim:
Enclosed is the form I was referring to during our meeting of September 10, 1984. I have highlighted the applicable portions.
If I can be of further assistance, give me a call .
Sincerely, E!c Har y L. onklin
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- . f;ASIC SATE 17 P.ULES.
( FO:1: Job i 35-1195 .
The Casic Safety Rules to be followed by all crown t. oot, Inc. c.mployces as well as ceployees of Subcentractors on this project are:
- 1. Ylolations of Company, federal ar.d State Pegulatier.'s is cause for in.tediate terciina t ion. .
- 2. 0.5.!!.A. epproved hard I.a ts will be worn by all erployees on the project site.
- 3. For personnel wearing pretcriptien eyeglasses, the c:.c of eyeglasses with safety-
, type icns is recor. cnded. Eye protection will t,e scorn t,y all, persunnel in
. designated areas. -
- 4. Approved hearing protection wil's be . corn by all ceployees in designated high noisc 1cyc1 arcas.
. 5. Approved respiratory protective divices will be worn in areas designated as areas of high con:cntration of dusts or dangerous atcosphercs.
- 6. Clothing cast give adequate protection to the bcdy. Shirts with sleeves cust be worn at all tir.?s and snirt tails cust be worn inside the trousers, except in the case of uciders and burncrs. Footucar cast giic adequate protection ,
to the (cet and ankles. Steel toed shocs are recc =end:d. I:o loafers, canvas or suede shecs will be allcued.
- 7. Housekeeping is an integral part of every jcb and each c:ployce will keep his work arca clean. A cican job is a safe job.
- 8. Cocpressed air will not be used to dust of f hands, face or clothing.
- 9. flottig is to be placed in drinking water containers far ecoling. The tcps of drinkir.g water contair.ers shall not be recoved to cbtain icc.
- 10. There will be no running en the job site.
- 11. I:o ' class _ hot tles , cacern. fircars.,.;a_1ccholic s b' ve_rres or.drucs_qth,,er than those lec= liv eurce.sseo or prescrit:cd hv 4 onvs telan er aco tec t o2rc. aic are al alic.eJ on the Jos site.
- 12. "PO.".5Ept*Y" nn the 105 site is strictiv. rchibited. Violatien of this rule is cause fcr ic.ccciata ter:nnation.
- 13. All Jcb related injuries will be reported irmedictely to the Safety t'eparte.ent
. or First Aid facility. The Safety Departrent or the c .alovce's ir. :diate supervisor cust be notified before geing to a d:ctor fcr a jeb-related injury.
The above Basic Safety : tules are for the benefit of cach cepleyae .assigr.ed to this project. Failure to abide by any of these rules uilt be considered grounds for terr.ir.atien of ceployment. -
You are advised that in the case of Safety Iule f:o.11. assurance of ccepliance will be c.ade by ccans of periodic inspection of vchicics lun:h Lases and clothing.
Ycur signature indicates that you have read 3rd understcod the Pasic Safety Rules and that you accept these and all other safety rules as a conJition of crployment. -
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~$lgnature ~Aadge No. l Date 4 **
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