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The
terms “chilling effect” or “chilled work environment” are important
ones for the NRC. And they’re not referring to the winter weather.
At
the NRC, “chilled” refers to a perception that the raising of safety
concerns is being suppressed or discouraged – either outright with
discrimination -- or by a slow or no response. Depending on whether this
perception is held by one person or a group of employees determines
whether this is “an effect” or a “work environment.”
In either case, the NRC takes any allegation regarding the suppression of safety concerns seriously.
Recognizing
that licensees have the first responsibility for safety and are in the
best position to respond promptly to a safety matter, the NRC encourages
workers to first raise safety concerns with their management. For this
to happen, workers must feel free to raise potential safety issues
directly to their management.
The
NRC recognizes that if workers are subjected to harassment,
intimidation, retaliation, discrimination, or other discouraging
behaviors by management for reporting safety concerns, a “chilled” work
environment may be created that could inhibit workers from reporting
additional safety concerns. If this happens, a valuable source of
information for maintaining and improving safety is lost.
In
its simplest sense, it’s a major red flag if at a worker at a facility
the NRC regulates (or who works in connection with licensed materials)
chooses to submit an allegation to the NRC rather than with their
employer -- or has raised the issue with their management but was
unsatisfied with the outcome. For this reason, the trending of
allegation information can provide the NRC with insights into the work
environment of our licensees, including whether they are providing a
safety conscious work environment, as required by our regulations.
Maria E. Schwartz
Sr. Program Manager
Concerns Resolution Branch
Office of Enforcement
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