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Sequoia and Kings Canyon Jobs

We're glad you've chosen to consider employment with DN Parks and Resorts at Sequoia and (DN) Parks and Resorts at Kings Canyon. DN Parks and Resorts at Sequoia and (DN) Parks and Resorts at Kings Canyon are operated by DN Parks and Resorts, a division of Delaware North, a global hospitality industry leader with operations at dozens of locations in the United States, Canada, the United Kingdom, Australia and New Zealand. For more information on Delaware North, visit https://www.delawarenorth.com.

To learn more about Delaware North and to view all of Delaware North's exciting opportunities nationwide, click here: Delaware North Careers.

DNC Parks and Resorts at Sequoia and (DN) Parks and Resorts at Kings Canyon employs seasonal and year-round associates. We pay competitive wages and are an equal opportunity employer.



Please review the following instructions & tips before applying:

  1. Click on the 'Apply' links above to search our current openings.
  2. This will take you to a list of jobs for each park. There may be no jobs available.
  3. Choose the job you are interested in and click the green Apply button on the right side of the listing.
  4. If there are many positions listed, please only apply for your first choice and a backup. If we have other positions that we think are a good match based on your resume, we will consider you for those as well.
  5. Incomplete applications may not be considered, so please complete all relevant fields to the position for which you are applying (e.g. employment history, education, etc.)
  6. An accurate and complete application is key. All information provided during the application may be verified during the pre-employment process. Please do not submit any application information that is not truthful, accurate and cannot be verified.

Employment 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 driver’s 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.

Work Schedule 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 $12.00 per hour. Tipped positions require accurate record keeping and reporting. Payday is the Friday following the end of the pay period each week.

Appearance Standards

As a customer service representative of DN 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 most positions.

Housing & Meals


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, so be prepared to coexist. The black bear is also common and therefore strict food storage and refuse rules must also be observed. Housing cost range is $35.00/week/double occupancy. 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 and pets are not allowed in Company housing.


The employee meal program operates on a "pay as you eat" plan and is provided at low cost as follows:

  • Sequoia: Employees meals are provided 3 times a day, breakfast, lunch, and dinner for varying prices depending on what you choose ($0.50 - $9.00) that are deducted from your paycheck. You will also have the option to order from the Lodgepole Grill which you must pay for upfront, employees receive a 67% discount there.
  • Kings Canyon: The employee meal program operates on a "pay as you eat”. You can purchase meals from the Grant Grove Restaurant at a 50% discount. Please bring your own food if you do not plan on utilizing this discount.


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 1.5-2 hour drive. Work-related injuries are covered by workers' compensation insurance.


New employees are responsible for transportation to Fresno or Visalia, California. DN 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

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.


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.


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.


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.