ML20235D425
| ML20235D425 | |
| Person / Time | |
|---|---|
| Site: | Vogtle  |
| Issue date: | 03/31/1986 |
| From: | Marsh F, Pinson R, Rice P GEORGIA POWER CO. |
| To: | |
| Shared Package | |
| ML20235D383 | List: |
| References | |
| FOIA-87-90 PROC-860331, NUDOCS 8707100164 | |
| Download: ML20235D425 (15) | |
Text
..
RE: F01A-87-90 APPENDIX F RECORDS MAINTAINED IN THE PDR UNDER THE ABOVE REQUEST NUMBER
- 1. 6/8/82 Letter from R. Pierce Head, Jr. to Employee and family I concerning Employee Assistance Program (2 pages).
l
- 2. 12/10/85 Letter to addressee from Howard Winkler, Re: Labor Relations Dialogue (5pages).
1 i 3. 3/31/86 Appendix 6, Vogtle Reinspection / Reverification Procedure (8 l
pages).
- 4. 9/15/86 Nuclear Regulatory Commission Assessment Vogtle Fitness For Duty Program Legal classes, 9/15/86 (1 page).
- 5. UNDATED Notice for Bulletin Board, subject: Jobs At Nuclear Plants (2 pages).
- 6. 9/15/86 Nuclear Regulatory Comission Assessment Vogtle Fitness For Duty Program Anti- Drug Program- testing Anti-Drug Program-l~ HistoryPackage(36pages). ;
l
- 7. 1/22/87 Letter from Phillip F. Mclkee to William E. Cline, subject:
Followup to Fitness For Duty Inspection at Vogtle. (2 pages).
1 8707100164 870701 PDR FOIA BAUMANB7-90 PDR
Re: F01A-87-90 APPENDIX G RECORDS PARTIALLY WITHHELD
- 1. UNDATED DOL Complaint by Five Former Vogtle Employees (1 page).
- 2. 8/12/82 Opinion and Award in the Matter of Arbitration Between Georgia Power Co. and Local Union No. 424 International Union of Operating Engineers (13 pages). Ex. 6
- 3. 1/10/85 Juogement in a Civil Case Plantiff vs. Walsh Construction Co.,
Case CV184-084 (12 pages). Ex. 6
- 4. 2/21/85 Letter from Chester L. Davidson to William Contracting Co.
w/ copies of 2 grievances (2 pages). Ex. 6
- 5. 6/19/85 Letto.' from Chester . Davidson to Williams Contracting, Inc.
concerning grievances. (2 pages). Ex. 6
- 6. 9/15/86 Nuclear Regulatory Commission Assessment Yogtle Fitnes for Duty Program Union Coordination, 9/15/86(1page). Ex. 6
- - - - - - - - - - - - _ A
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' ** Car ,
~ Vogtl0 Project
, 590 JECT POUCY AND PROCEDURES MANUAL 0 3/31 /86 l 4
APPENDIX 6 V0GTLE REINSPECTION / REVERIFICATION PROCEDURE l
.. APPROVED:
e
- i n us>w Ju _
R.~ H. Pinson ' P. D. Rice Vice President Project Coristruction Vice President Project Engineering F. B. Marsn BPC Project Engineering Manager F01 +-97-16 w
AP 6-1 /
jd
^ *
VogC Project 0
' 3/31/86 PROJECT POUCY AND PROCEDURES MANUAL i .
l 1.0 PURPOSE This procedure evaluates the effectiveness of areas / programs /
personnel requiring reinspection & gives guidance to the minimum level of reinspection required at the Vogtle Electric Generating
, Plant.
1.1 SCOPE This procedure applies to Category I/ Safety Related/IE type work.
2.0 OBJECTIVES 2.1 When there are substantiated allegations or audit findings (NRC/QA/
INP0/etc.) directed at the effectiveness of program or personnel performance, management will use this procedure to investigate and evaluate those discrepancies.
2.2 Reinspection controlled by this procedure may be modified or enhanced by written direction and Justification from the Project Field Engineering Organization. .
3.0
- REFERENCES -
3.1 GD-T-01 Nonconformance Control 3.2 SUM 18 operations Deficiency Reports 3.3 Appropriate Contractor (with QA/QC program) Menconformance Reporting Procedure (s) 3.4 F. B. Marsh to R. H. Pinson letter, Log BG 347176, January 22, 1986 1
4.0 DEFINITIONS The following terms appear in this procedure and are used in tee manner described:
4.1 Inspection - This is the verification of a single quality ]
attribute . These attributes will be identified in the process of '
establishing parameters for a sampling inspection plan. The attributes will be those found in pro]ect drawings, specifications and procedures, and which are related to quality in the fabrication, installation, inspection and operations activities.
4.2 Field Data Collection / Verification - Those activities necessary to j document the as-constructed condition which is in addition to inspection phase (i.e. inspectors, maintenance personnel, etc).
i 4.3 Discrepancies - Items noted during reinspection that do not meet criteria at time of original inspection. (DR's shall be written on all discrepancies.)
AP 6-1 um
b om.
' Vogtl5 Project o 3/31/86
.. PROJECT POUCV AND PROCEDURES MANUAL i .
APPENDIX 6-VOGTLE REINSPECTION / REVERIFICATION PROGRAM TABLE OF CONTENTS P. age AP 6-1 1.0 PURPOSE 2.0 OBJECTIVES Page AP 6-1 )
i Page AP 6-1
3.0 REFERENCES
l DEFINITIONS Page AP 6-1 4.0 Page AP 6-2 5.0 PROCEDURE FIELD EVALUATION AND DATA COLLECTION Page AP 6-3 6.0 7.0 EVALUATION OF SAMPLING RESULTS FOR EFFECTIVENESS OF PROGRAM / PERSONNEL Page AP 6-4 EVALUATING REPORTING Page AP 6-4 8.0 ,
M k
AP 6-ii
-> m
Vogtle Project Vogtle P@ PROJECT POUCY AND PROCEDURES MANUAL 0 ,
PROJECT POUCY AND l 2 ;
I 1.0 PURPOSE 4.4 This procedure evaluates the effectiveness of areas /p 1 personnel requiring reinspection & gives guidance to level of reinspection required at the Vogtle Electric 4.5 Plant. .
l 1.1 SCOPE This procedure applies to Category I/ Safety Related/1 2.0 OBJECTIVES 2.1 When there are substantiated allegations or audit fir 5.0 INP0/etc.) directed at the effectiveness of program c ,
performance, management will use this pro 1:edure to ir 5.1 evaluate those discrepancies.
5.1.1 2.2 Reinspection controlled by this procedure may be moc l enhanced by written direction and Justification from j Field Engineering Organization. j 3.0 REFERENCES 3.1 GD-T-01 Nonconformance Control 5.1.3 3.2 SUM 18 operations Deficiency Reports 5.1.4 Appropriate Contractor (with QA/QC program) Menconfo:
3.3 Reporting Procedure (s) 5.1.5 3.4 F. B. Marsh to R. H. Pinson letter, Log BG 347176, J 5.2 4.0 DEFINITIONS ,
. j 5.2.1 The following terms appear in this proced re and are manner described: ;
4.1 Inspection - This is the verification of a single qu attribute. These attributes will be identified in t )
- 2*2
~*
establishing parameters for a sampling inspection pl l attributes will be those found in project drawings, and procedures, and which are related to quality in fabrication, installation, inspection and operations )
4.2 Field Data Collection / Verification - These activitie document the as-constructed condition which is in ac l inspection phase (i.e. inspectors, maintenance perse 8 5.2.3 4.3 Discrepancies - Items noted during reinspection that criteria at time of original inspection. (DR's shal all discrepancies.)
AP 6-1 wm biW
j Vogti] Project Vogtle Project PROJE,CT POUCY AND PROCEDURES MANUAL PROJECT POUCY AND PROCEDURES M d
- i i
6.2 The evaluation team shall not consis- errors observed.
implicated in the deficiency /nonconf' samples will be 6.3 The evaluation team members shall be certification for the activity involi 5.2.4 (A) If zero er:
experience and any special instructit . may be dis <
percent co' 6.4 Detailed records of the sampling insI higher (or shall be kept to permit comparison t' this indiv inspections (if conducted).
(s) If more th 6.5 The evaluation team shall ensure disc additional sampling inspections are processed it the 95/95 3.1, 3.2, 3.3, and 3.4. is determ2 7.0 EVAULATION OF SAMPLING RESULTS FOR El (1) Usinc ,
PERSONNEL matc) samp. 4 7.1 The responsible supervisor shall pers labe:
the sampling inspection results to de left program / personnel. " Cum size
.7.2 The evahuatic'n results shall be forwa -
. samp for final evaluation. exam exam h B.0 EVALUATION REPORTING samp of t i
8.1 For reinspection performed on previc cumu 4 work, the following format in a cover 53 2 l appropriate managements sam; 8.1.1 Document fully why the reinspection s 5.2.5 If no additier ,
be discontinue 8.1.2 Give the number of attributes encompa confidence th.
give the resulting sample size requir higher. If a select a new 8.1.3 Give the results of the reinspection error rate ex operations Deficiency Report numbers, management fo what the corrective actions were or s 5.2.6 There may be 8.1.4 Provide overall statement of acceptar the requireme '
inspector's work, totally satis management wi 8.2 The cover letter and all resulting de analysis of t the Quality Assurance Site Manager fc appropriate entities in reviewing for 6.0 FIELD EVALUA' 10CTR50 (55)e or 10CFR21 6.1 Responsible 8.3 The original cover letter and the res team to cell inspection documents will be routed t evaluation o Vault to be filed under the title "Qu basis for pe AP 6-4 wm
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57e6 2237 30M 0006 3751 2130 00s9 7s39 4321 Stas 0821 8904 9996 0001 1282 M70 4138 8124 0181 tape #487 6448 7481 7038 460s 44e4- DEBS M78 4814 8730 71 M 4441 1997 3877 2831 8888 5753 teet 7tp 6013 7047' 2288 3243 3383 0484 54GD 2300 3815 4074 5289 7527 6283 3438 1200 3791 1700 8203 8479 Clas 8841 7337 2006 3000 1728 3838 0833 8091 tote '160 4 4144 1047 3900 '
Stee 9648 0644, 1978 8778 8710 0231 Seat 3848 7088 3157 1848 Sett 4408 7946 8334 8733 0238 4134 M41 7308 2381 3100 2M4 M34 4148 1823 0288 - 4577 4448 21 81 9347 3874 9843 8389 4778 0111 911 0 Site M71 8574 1880 tese- E275 2005 3823, 7044 1940 3788 8804 6434 8834 1315 sees 4075 8001 5848 2958 8433 3073 2&T1 1511 101$ 8341 9109 2168 2144 . 8374 se C.' 2tti 7095, 8421
, 1188 a 27t1 - 2021 0184 5121 9017 0354' 0784 8078 - 2347 6418 2480 7247 1223 1307 6481 0173 4334 7117 2830 2504 4703 1758 0688
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4807 5548 8997 1843 7731 8421 4839 Ct39 0118 0479 AMS 5087 3423 2718 1440 8202 8228 1853' 7411 C687 8890 CS$7 8252 8683 8430 3487 9018 8370 3824 4C81 4548 8521
$484 8897 3128 1833 7218 2SS7 4017 C287 4177 9118 3327 7049 C913 CS47 9281 8071 7549 8038 7884 ASIS 9984 4752 7859 3644 4738 4360 7314 7831 4044 0174 8035 4c80 4335 8313 9927 0274 1498 7072 4159 1830 , . - -
Example: Population is 99 items 2 Digit S' ample Size (1:e. 10 random numbers): starting in Row One Column One a:
read left to rignt - 90, 69, 76, 29, 57, 56, 22, 37, 30 & 69. or read top to bottom - 90, 43, 41, 85, 10, 70, 69, 62, 38 & 98.
ep g.n
Review Area of Concern Define Para-meters & Insp.
Attributes o
Identify & .
~
Uniquely No.
Items o
Choose Sample Size
- 1 l Choose Items Using Ta51e 2 '
a Perform Reinspection Write DR's/0DR's on all .
Noted Discrepancies Note: For the purpose of determining sample acceptability, only those
( Go to Next discrepancies that are disposit-Larger Sample Size ioned. Rework / repair should be a considered as errors.
No Has 100% of _ No Does Sample Meet population been 95/95 Criteria reviewed Yes
- '~
Yes ;
IP Assemble Documentation and prepare report &
route copies t
Original Report and Supporting Documentation to Site QAM Y Notify NRC Is Item Reportable Yes _
No
=
t Route to VaultI for Storage AP 6-7
I
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1 i
n n.. .. o .a o j 1
June 8, 1982 w.
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.
Avaslable 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 Humen Affairs, Inc. provides a professional counseling and re-ferral service specializing in heloing people resolve personal problems.
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 employee 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, f0*T.M - $ & 9 0 F//
o' ,
P
~~
.a 4 Georgia Power a..
Employee and Family Page 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 want you to be as healthy and successful as your desires and abilities will permit. -
Since ,
R. Pierce Hea , Jr.
I --_
' interoffice Correspondence Georgia Power d December 10, 1985 l l Dr. Jerry McHan Mr. R. E. Barnette Mr. D. B. El.lis Mr. G. G. Foster, III RE: LABOR RELATIONS DIALOG Enclosed are materials.for our upcoming videotape session' scheduled for Tuesday, December 17, at noon. Please plan on a light lunch in the conference room on the fourth floor of
~
the 333 Piedmont Avenue Building. At that time we will review the material and make whatever changes seem appropriate.
From there- we will proceed to our studios and the bright lights.
Please make any changes to the suggested questions that you believe will improve our show. If you would like to discuss them. between now and Tuesday, please call me.
/f f.
i Howard Winkler HW/66 e - e . , a
- e 2
l=o cR- ??-f0 F/a.
1
USING THE DRUG POLIOY Program Introduction Hello, and welcome to Labor Relations Dialog. I'm Howard Winkler. Back about three years ago, when the Company first began its drug and alcohol program, many supervisors said, "We don't have that problem here." They said, "Our folks wouldn't get mixed up with that stuff."
Well, unfortunately, in the three years since that time, we've seen drug problems in just about every plant and every division in the Company.
And now, supervisors are asking us in Labor Relations to refresh them on the steps to take when they suLpect an employee may be under the influence of drugs or alcohol.
What we've done today is assemble a panel of men who
- 4-e* suspicion about can guide us step-by-ste,p from yo" drugs, to getting the result of a drug test from a doctor.
First we have Don Ellis, Manager of Labor Relations.
He'll discuss the supervisor's rr.le in the process.
Next, we have Mr. Robert Barnette, Health Sefvices
~
Manager 22: Bob .willrtell_ussabout whar-tarmrpectsche:r yoneget _ e:
to the doctor's office.
t T5)f d e d Finally, we have Doctor Jerry McBan, director of SPRf Labs, which performs the Company's drug test. He'll be able x.
to tell us how drug testing works.
Let's start with Don Ellis.
_ _ _ _ -_ _ _ _ _ _ _ _ _ _ . _ . _ _ ' - - - ~- - - - __ _ _ _ . . _ _ . _ _ _ _ . _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _
4 -
. QUESTIONS
- 1. Don -- Let's start from the beginning -- and this is not an easy question. What should it take to make a l
supervisor suspicious that an employee may need to take a drug test? _
tween , situatidn i 2. Hor should'we i al ddh those M Nip t/ here 're justwnot- pure'? \ sj l
- 3. Okay, let's say you decide to go ahead with a test. !
Take us through the process step by step.
- 4. What if the employee refuses to cooperate?
- 5. Why do we take the employee ourselves?
- 6. Are we sure we want to suspend him while we wait for i
results from the c*u test? -- QeEth0* i le. Wh t.mN1 f ~~ O d e.)' L p ay
- 7. Okay, Bob. %f's Let pick it up at the doctor'/s office.
We've just arrived with an employee. What can we expect ro happen at that point? h ' 'i h.'Howcloselyshoua5vu oupe tisers observc th: prccccc
~ l Oc eau;e dmt-it is haril u p.coperly?
- 9. What do we do af ter hours or when our usual Company doctor is not in the office? . . . . . _ . . ,_.
W':iat are we doing ter raake sure:-that-ar doctcrsiinow:e .-~
10.
how to handle these cases?
1 "_ . Is there anything in general that management around the system can do to see that doctors respond properly when 1 they get a call from a supervisor?
- 12. Anything you'd like to add, Bob?
- 13. Okay, Dr. McHan. After the doctor or nurse prepares the specimen for pick-up, a courier for PSPA Labs takes it and brings it to the lab. What then?
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- 14. What crucs uo m test for?
- 15. What is)i ,
veer averace turnaround t e h -
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,16. Ma g c ' ~ ~ ~ ~ -"4 -rc,have heerd " in tbc acL c- /
L-l e. ? 4f S z&. l~o C L<tE 7 l-f & &corrtTic ky %
t+s; a-. -
_m crc ofter er. at least co c,.: rec ir.accuratc.
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t@kisu.I.u J What can you say about the accuracy of your tests. ^j
- 17. What specific safeguards are built into your system 1it N *gl ENSO.x y ?
t J
- 18. Let's talk for a minute about the results of these tests. What does a positive result actually mean?
j 9. S y r May dph7n to -
- -
- det~ect
.rttou_c_cLt.mn . -
dru s er than enh 'o A a
N
. . ~ ~ ~ . _ . . _
- 20. How do you feel about the testing program we have at Georgia Power? How does it compare with other clients you serve?
- - ~ _ - _ - - - _ . __ _ _ _ _ _ _ _ _ _ ____
PROGRAM CLOSE Thank you Doctor McHan.
So that's the process -- from your observation, to the doctor's office -- to the laboratory -- and back to you.
The main points are these: First: Don't jump to conclusions that every performance or behavior problem is an alcohol or drug problem.
Second: Consider whether counseling the employee or referring him to the Individual Assistance Program may be more appropriate than taking him for a drug test k 'y b Cmc .
w cld k W Third: y'1?h4" *nking- an egm oyee to the doctor, keep him bhsun% Q G %
under your direct supervision medc gee that he gets t-weseTc k d' i
4 right away.
Fourth: Talk to the doctor and make sure he is comfortable i
with the Company's procedures for a Fitness for Duty Exam.
Fifth: Make sure the employee is administratively suspended after the exam.
Sixth: Get the employee home safely. If an employee is unfit to work, he is unfi+ to drive!
Seventh, and finally: If you have any cuestions, cal' ( '
Ton Il"+. cr 2.ny nf ns; i : the irabare FM - ~ i anru L7 - WM( * -:- :d .] , -
l Procedures for handling drug or alcohol problems are ceing included in the latest re-write of the Supervisor's Handbook and " Human Resources at a Glance." That way, you'll always have them close by.
Next month, we'll have a special nationally-known researcher on our program as we continue to discuss our alcohol and drug program.
For Dr. Jerry McHan, Bob Barnette, and Don Ellis -- I'm Howard Winkler. Thank you.
_. _ _ _ _ _ _ _ _ _ _ __ _ _ _ - ___