Privacy Policy
Tunista Pacific Rim (“TPR”) respects the right to your privacy. This Privacy Policy is intended to specify how information you supply through our Website is safeguarded and used by TPR.
Storage of and Access to Information:
Personal information collected through our site is secured within the TPR System data network. The information is subject to applicable access restrictions and protocols that are maintained by our Systems Administrator and are in compliance with applicable state and federal regulations.
How Data is Used:
Information obtained as part of your application process is collected for the sole purpose of providing you with job opportunities. The data collected and stored will not be shared with third parties, without your permission. However, the data collected may be shared with other departments within TPR.
Caution:
Users of our Website who do link to a third party Website must be aware that our Privacy Policy does not extend beyond the borders of the TPR Website. Other standards may apply outside our site. We will disclose certain information to local, state, federal, national or international law enforcement authorities if required by law to do so.
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Drug and Alcohol Free Workplace Policy
The company recognizes that alcohol and drug abuse in the work place has become a major concern. The object of the company’s alcohol and drug policy is to provide a safe, healthy and productive work place for all employees, to comply with federal and state health and safety regulations, and to prevent accidents. All employees of Calista Corporation and its Subsidiaries whether temporary, contract, regular, part-time or full-time, are subject to this policy.
The use, possession, sale, transfer, purchase or being under the influence of intoxicating liquor, illegal drugs or other intoxicants by employees at any time on company premises or while on company business is prohibited. The illegal use of any drug, narcotic or controlled substance is prohibited. Employees must not report for duty or be on company property while under the influence of, or have in their possession while on company property, any intoxicating liquor, marijuana or illegally obtained drug, narcotic or other illegal substance. Such incidents will also be reported to the appropriate law enforcement agency. Violation of these provisions will result in termination.
Where permitted by law, applicants for employment will be subject to drug tests. Applicants for transfers within other subsidiaries or joint ventures of the Company will also be tested.
Employees are prohibited from reporting to work under the influence of drugs. When there is a good reason to believe employees at work are impaired by drugs, they will be relieved of their duties and subject to drug testing, where permitted by law, at a testing facility designated by the company. Reasons for believing employees are impaired by drugs are physical evidence, observations or events which relate to the individual’s fitness to perform safely on the job. They include; but are not limited to, slurred speech, erratic behavior, and lack of balance, preventable accidents or decline in work performance. Refusal to be tested will result in termination.
A certified laboratory will do all drug testing. Chain of custody procedures will be followed. Incidents of drug testing and the results are confidential. They will not be released without the consent of the individual being tested or unless required by a court of law.
Situations where individuals are tested and fail to pass the drug test will be considered serious violations of the company’s drug policy. Applicants and transferees in this category will have their job efforts rescinded. Employees face disciplinary action up to and including termination. Where appropriate, employees may be required to participate in a rehabilitation program including follow-up testing.
Working or driving a company vehicle under the influence of alcohol is prohibited and employees violating the rule will be subject to discipline up to and including termination. Using, possessing or being under the influence of alcohol while on company property but not working, such as in “camp” or at a meeting is also prohibited unless specific permission has been granted by management.
The testing provision contained in the drug policy will also be used, when there is good reason, for the testing of blood for alcohol use.
Employees with drug or alcohol problems are encouraged to seek help from a rehabilitation program before they come into direct violation of company policy. There are medical and social organizations within the community providing such programs. In most cases, group health insurance provides reimbursement and company personal leave applies.
It may be necessary to modify this drug policy and it’s procedures in the future as experience is gained with the program.
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Native Preference and Equal Opportunity Policy
Pursuant to the Alaska Native Claims Settlement Act (ANCSA) of 1971, and its amendments and as may be provided for and allowed by the Indian Self-Determination Act of 1974, P.L. 93-638, or other state and federal laws, Calista maintains a hiring preference for Alaska Natives and American Indians.
In all other respects, our policy is to select, place, train, and promote the best qualified individuals based upon relevant factors such as work quality, attitude, and experience, so as to provide equal employment opportunity for all our employees in compliance with applicable local, state and federal laws and without regard to nonwork-related factors such as race, color, religion/creed, sex, national origin, age, disability, marital status, veteran status, citizenship or other protected status. When applicable, our policy of non-discrimination applies to all terms and conditions of employment, including but not limited to, recruiting, hiring, training, transfers, promotions, placement, compensation, termination, reduction in force and benefits.
Failure to comlpy with the letter or spirit of this policy should be brought to the attention of the Equal Employment Opportunity Officer of Tunista Pacific Rim immediately.
Please direct queries or complaints to the following person who has been designated our EEO Officer:
Human Resource Manager
1-800-277-5516 x411
Dixie Retherford
President of Tunista, Inc. dba Tunista Pacific Rim
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