EMPLOYMENT

DNC Parks & Resorts at Sequoia, Inc. is committed to building a team of employees dedicated to providing a memorable guest experience. Employment within Sequoia National Park is hard work and although the park offers a variety of outdoor recreational experiences the job of customer satisfaction is a requirement of all positions and must come first. On-site employee housing consists of shared, one room cabins or dorm room. Employment with DNC Parks & Resorts at Sequoia, Inc. within Sequoia National Park will provide you with the opportunity to serve visitors from around the world in a unique ecosystem found nowhere else on earth.

Current Job Postings:

Front Desk Staff

Porter (Janitorial) - valid drivers license required

Housekeeping Staff

Kitchen Staff

How to apply:

Carefully review our corporate policies which includes applicant drug screening information.
 
You may download our application form (PDF - 370kb).
 
If you are unable to use this file, please call or write and we will mail the forms to you.

DNC Parks & Resorts at Sequoia, Inc.
attn: Suzie Schulz, Human Resources Manager
P.O. Box 89
64740 Wuksachi Way
Sequoia National Park, CA 93262

Telephone : (559) 565-4070 ext 604
Fax: (559) 565-4098

Employment Information

Eligibility
The federal government requires all new and returning employees to present valid documentation of identity and employment eligibility to work within the United States.  Acceptable documentation includes, but is not limited to: A valid U.S. passport or a picture ID such as a valid drivers license, as well as proof of eligibility such as an original Social Security card.  Duplicated or faxed documentation is not acceptable.  Employees will not be permitted to begin work without required documentation.

Hours and wages
All applicable federal and state hours and wage laws are followed.  Guest services and facilities are open 7 days a week, 365 days a year.  Accordingly, schedules vary and employees can expect to be scheduled any day of the week, including weekends and holidays.  Employees are generally scheduled up to 40 hours in a work week.  However, actual hours worked are determined by business levels and can vary widely throughout the season.  A 40-hour work week is not guaranteed.  Employees should not expect overtime but should be prepared for it when needed.  Employees should also be willing to accept changes in assignment or location as needed to maintain guest service standards.  The summer season runs approximately from mid-April to late October.

Wages vary dependent on position and skill level, starting hourly wage is generally $8.00 per hour.  Tipped positions require accurate record keeping and reporting.  Payday is the Friday following the end of the pay period each week.

Dress code and grooming standards
As a customer service representative of DNC Parks & Resorts it is essential that all employees exhibit a well-groomed appearance.  Guests expect and deserve strict standards of cleanliness.  A limited amount of jewelry is allowed and must be small and unobtrusive.  No other body piercing jewelry is permitted other than earrings.  Hair must be maintained in a neat, clean, conservative manner.  The style should not allow hair to fall over the face.  Partially or completely shaved styles, unnatural colors, more than one color or uncombed styles will not be permitted.  Facial hair should be clean shaven.  If a beard or mustache is already fully developed it must be neatly trimmed and conservative.  Beards are not allowed in food or beverage positions.  Food preparation employees must wear hair nets, are not permitted to wear jewelry on duty, and must conform to all applicable federal and state health regulations.  Footwear must be sturdy, fully enclose the foot, and have good traction.  Uniforms will be issued for majority of positions.

Housing
Generally housing units are small duplex cabins or dormitory rooms.  Valuable and excessive possessions should be left at home.  Respect for housing rules and consideration for coworkers and guests is essential.  Sequoia Park is a remote wilderness area, wildlife (including insects and rodents) make their home here, expect to coexist.  The black bear is also common and therefore strict food storage and refuse rules must also be observed.  Housing cost range is $25.00/week/double occupancy, $30.00/week/single and $35.00/week full hook-up RV site.  Employees should expect double occupancy; single housing is very unlikely.  Every effort will be made to appropriately place roommates.  Housing is available for employees only.  Employees must be 18 years of age to live in company housing.  Smoking, pets, cooking, and overnight visitors are not allowed in Company housing.

Meals
The employee meal program operates on a "pay as you eat" plan and is provided at low cost as follows: Breakfast $3.25; lunch & dinner $3.50 per meal.  The meal program is available to employees only.

Medical
Be advised that work locations are in isolated, wilderness settings at 7,000-9,000 feet elevation, which can affect heart or respiratory conditions.  Job requirements are strenuous and physically demanding.  Although the National Park Service provides emergency services, the closest medical facility is a 1 1/2 - 2 hour drive.  Work related injuries are covered by workers' compensation insurance.

Transportation
New employees are responsible for transportation to Fresno or Visalia, California.  DNC P&R will provide transportation into the park from the Fresno or Visalia airport, the Fresno train station, or the Visalia Greyhound bus station.  Public shuttle runs from Memorial Day to Labor Day.  Individuals driving their own vehicles will experience a great deal more mobility during their employment in the park.  Company provided transportation, schedule permitting, for medical appointments only.  Vehicle operation fee included.

CORPORATE POLICY/APPLICANT DRUG SCREENING

August 1, 2006

General Statement
The Company recognizes that alcohol abuse and illegal drug use are growing problems in our society that can affect employee performance and have an adverse impact on the workforce.  The Company's objectives are to provide a safe work environment that is free from the effects of drugs and alcohol and to protect the Company's assets and surroundings from damage.  The Company's objectives in this matter are shared by many other employers in this country, including the United States Government and companies that contract with the government, that have implemented programs and policies similar to this one.  In order to meet these objectives, the Company has adopted an Alcohol and Illegal Substances policy.  To complement this Policy, the Company has also adopted this Applicant Drug Screening Policy.

Policy
It is the Company's policy to provide a safe working environment that is free from the effects of drugs and alcohol and to protect the Company's assets and surroundings from damage.

Coverage
This Policy applies to (a) applicants being considered for positions with the Company and its subsidiaries at the headquarters offices, and (b) applicants for regular, full-time, and part-time positions of all subsidiaries and divisions within the Company (the applicants described in clauses (a) and (b) are collectively referred to as "Applicants").  This Policy does not apply to an applicant who has been employed by the Company within one year before the date of his or her new application, if the applicant was previously subjected to drug testing.

Implementation of Policy
Before any Applicant will be interviewed, he or she will be notified of this Policy, given a copy of the Policy to review, and asked to sign a Consent and Release form.
 
Prospective employees are subject to drug testing as a condition of employment with the Company.  The sample must be supplied as directed by the Company within 24 hours of notification of the request.
 
In the event that the prospective employee tests positive under such a test, a second confirmation test will automatically be performed on the original sample.
 
The Company will take any positive test results into consideration in assessing all of the characteristics of the prospective employee on the basis of which an offer of employment will be determined.
 
Medical information regarding the Applicant obtained in drug testing or otherwise pursuant to this Policy will be treated by the Company as confidential and, except as required by Law or through Applicant/employee consent, the Company will not disclose such information to anyone except those within the Company who, by reason of their job responsibilities or position of management of the prospective employee, have a reason to know such information.

Severability
In the event that any provision of this Policy is prohibited by or in violation of the laws of any jurisdiction, then such provision shall be invalid and shall have no force or effect with respect to Applicants or employees in such jurisdiction; provided, however, that such invalidity shall not affect any other provision contained in this Policy.