job ads for Navajo Indians only

Date: Thursday, January 22, 2009 12:10 AM

<<<<< JOB DESTRUCTION NEWSLETTER No. 1960 -- 1/21/2009 >>>>>

The Arizona Republic newspaper had a few job ads in the Help Wanted section
that really grabbed my attention. The job ads were placed by a public utility
in Arizona called the Salt River Project (SRP).

Online versions of the ads are copied below. You can view a scanned newspaper
copy of one of the ads that was for an Electrical Engineer here:

http://www.jobdestruction.info/ShameH1B/images/photos/SRP_%20JobAD_EE.jpg

All three ads were quite artful -- notice the Indian pottery at the top of the
ad. The art isn't what caught my attention however!

Towards the bottom of each ad there is a terse statement that specifies that
preference will be given to Navajo Indian applicants.

Pursuant to SRP's lease agreement with the Navajo Nation, and to
the extent allowable by Federal law, NGS grants preference in
employment to qualified Navajos.

EOE - We encourage workforce diversity.

That last line reads like a sick joke because one thing they are not is an
equal opportunity employer.

The job ad struck me as kind of peculiar because it implies that Federal law
allows Navajo Indians to discriminate against non-Indians and Indians from
other tribes. After researching this issue for awhile I learned that not only
do Navajo Indians have the right to discriminate in hiring decisions, so do
most other Indian tribes. Continue reading to learn how they can get away with
such blatant discriminatory hiring practices.

In order to understand why a public utility like SRP is required by the Navajo
Nation to discriminate against non-Indians in its hiring, a little background
is needed. The SRP owns the Navajo Generating Station in Northern Arizona. It
is a coal-fired electric generation plant that supplies electricity to the
cities of Phoenix, Tucson, Los Angeles, and to Nevada. Plant operations are
subject to Navajo law because it is located on tribal grounds, and the coal is
supplied by Peabody Western Coal Company who mines its coal on Navajo
territory. Peabody, like SRP, is under similar constraints to hire Navajo
Indians.

Indian reservations are sovereign nations and can therefore make their own
laws, subject to federal laws that override their authority. Many Indian
tribes have provisions for "preference hiring" in their tribal laws.
Preference hiring requires employers on Indian territories to discriminate in
favor of Indians.

http://www.nndpm.navajo.org/Personnel%20Polices%20Man/PPM_Body/Frames_PPM_Cover.htm

Navajo Preference
The Navajo Nation gives preference in employment to enrolled members
of the Navajo Tribe in accordance with the provisions of the Navajo
Preference in Employment Act (15 N.N.C.'601 - '619).

Whenever necessary, departments and programs may offer preference in
employment to other applicants based on funding source requirements,
----- however, -----
in no case may this preference supersede Navajo preference.

Preference hiring laws are backed up by federal laws, as explained on the EEOC
website:

Section 703(i) of Title VII of the Civil Rights Act of 1964, as
amended, 42 U.S.C. ' 2000e-2(i)(1982), provides an exception to
Title VII s general nondiscrimination principles allowing
certain employers under certain circumstances to exercise an
employment preference in favor of American Indians

The following excerpt is particularly interesting because it confirms that
employers like Peabody are none too happy about having to limit their pool of
labor to Navajo Indians. In the lawsuit, Peabody Coal and the EEOC tried to
prevent Navajo preference hiring. A supermarket chain called Basha's joined
the lawsuit because one of the Basha's stores located on the Navajo Nation was
prevented from hiring two Hopi Indians.

http://www.nmag.gov/Articles/archive/2005/12-21-05_navajo_nation.pdf

The contract between the Navajo Nation and Peabody contains a
provision requiring Peabody to give hiring preference to Navajos.
This provision was approved by the Secretary of the Department of
Interior but became the subject of a federal district court
challenge when the U. S. Equal Employment Opportunity Commission
(EEOC) sued Peabody over its hiring preference. The case was
dismissed from the U. S. District Court because the Navajo Nation
was an indispensable party to the case and the EEOC did not have
the power to compel the Navajo Nation to be a party to the lawsuit.
The EEOC appealed the lower court decision to the Ninth Circuit
Court of Appeals and they overturned the lower court finding that
the Navajo Nation can be sued, using a procedural legal device
called a joinder.

As stated earlier, many Indian tribes have the right to discriminate against
anybody they wish as long as the job is on Indian tribal territory.
Take Cherokees for example:

The Eastern Band's law is a combination of Indian and regional
preferences. First in line for recruiting, training and
employment are enrolled Eastern Cherokees, then spouses,
parents or children of enrolled members. Other Native Americans,
followed by people from the local community and then others
from the region and the state come next.

There is more to this than meets the eye. Americans who are non-Indian may get
consideration but only after Cherokees and then other Indian tribes are
considered first. Cherokees have no provisions for hiring guest workers from
outside the United States!

There have been many lawsuits that challenged Indian preference hiring but so
far they have all failed. The EEOC argued that a tribal-specific employment
preference is contrary to the law and intended to force the Navajos to revoke
its preference policy. The challenge failed and was appealed all the way to
the Supreme Court, who ruled in favor of the Navajo Nation.

New Mexico Attorney General Madrid filed an Ameicus Curiae "friends of the
court" brief to the SCOTUS appeal that said:

"My office and that of six other states believes that what is
happening in the Peabody Western Coal lawsuit is in danger of
violating the sovereignty of the Navajo Nation."

It's very important to notice that one of the chief arguments used for the
Navajo nation is that hiring foreigners (anybody who lives outside of the
reservation) could degrade the sovereignty of the Navajo Nation.
Sovereignty arguments have been used by many Indian tribes to defeat
challenges to preference hiring.

It seems to reason that if non-tribal workers from outside of the reservation
could degrade the sovereignty of the Navajo Nation the same should be true
when foreign workers are allowed into the U.S. Preserving sovereignty is a
compelling argument but it lands on deaf ears whenever activists have tried
the same argument against allowing guest workers like
H-1B/H-2B/L-1 into the U.S.

So far the Navajos are winning these types of lawsuits. The EEOC and many
other employers have tried to force the Navajo nation to hire non-Navajos but
it's a losing battle because, as New Mexico attorney general Patricia Madrid
wrote: Congress "expressly disallows the EEOC from suing a government, such as
the Navajo Nation or the State of New Mexico or any of the individual States
of the Union."

Before we shed crocodile tears for SRP or Peabody, or even the Basha's
supermarket chain, let's keep in mind that Basha's has a bad reputation for
union busting and the hiring of illegal aliens. SRP hires large numbers of H-
1Bs and in 2004 the utility actively lobbied with the Arizona Chamber of
Commerce to expand the H-1B program. Discrimination in the hiring of engineers
at SRP's Navajo Station happens because Navajo Indians don't want non-Navajos
taking jobs away from their own people. Off the reservation SRP has shown they
are willing to discriminate against American citizens by hiring H-1Bs from
places like India. Perhaps we could learn something from the Navajos about
doing what's best for their own people.

Addendum: Last Sunday's help wanted section had 4 job ads for computer IT, one
of which was an obvious green card certification, and 4 for engineering. This
is for the entire Phoenix metro area and Maricopa County with a population of
about 4 million people.

REFERENCES:

http://www.eeoc.gov/policy/docs/indian_preference.html
Policy Statement on Indian Preference Under Title VII.

http://zoniereport.com/2008/06/srp-navajo-square-off/
SRP, Navajo square off over hiring practices

http://en.wikipedia.org/wiki/Navajo_Generating_Station
Navajo Generating Station

http://www.nmag.gov/Articles/archive/2005/12-21-05_navajo_nation.pdf
Attorney General Madrid Files Brief in U.S. Supreme Court to Protect Navajo
Nation Sovereignty

http://www.narf.org/sct/peabody/bashas_amicus_brief.pdf
No. 05-353 IN THE Supreme Court of the United States Peabody Western Coal
Company and Petitioners, v.
Equal Employment Opportunity Commission.

http://www.indianz.com/News/2006/013699.asp
Court throws out suit challenging Indian preference

http://www.careerbuilder.com/JobSeeker/Jobs/JobDetails.aspx?IPath=JRM&sc_cmp1=JS_JR_ViewJob&ff=21&APath=2.21.0.0.0&job_did=J8B3GB6CR9V005WLB70
&cbRecursionCnt=1&cbsid=dc96a3d3b24c48c1a3b381815e7ad848-285713457-TC-4
Job Ad: ELECTRICAL ENGINEER
SRP's Navajo Generating Station Now Hiring

http://www.careerbuilder.com/JobSeeker/Jobs/JobDetails.aspx?IPath=QAKV&ff=21&APath=2.21.21.0.0&job_did=J8H4B6764X0R52P8QPC
Job Ad: Maintenance Specialist Construction and Maintenance SPR NAVAJO
GENERATING STATION

http://www.careerbuilder.com/JobSeeker/Jobs/JobDetails.aspx?IPath=QAKV&ff=21&APath=2.21.21.0.0&job_did=J7X6WC6448RZWFZ7K12
Job Ad: Maintenance Specialist Plant Mechanic SRP Navajo Generating Station

+++++++++++++++++++++++++++++++++++++++++++++++++++

http://zoniereport.com/2008/06/srp-navajo-square-off/

SRP, Navajo square off over hiring practices By Adam Klawonn 7 June 16, 2008 7

Bookmark & Share!

PAGE Utility companies are battling the Navajo Nation in federal court over
the tribe s power to push for preferential hiring of Navajos at a key power
plant in the Southwest.

The legal wrangling involves the Navajo Generating Station, which sits on
native-owned lands near Page, Ariz. The plant burns coal mined nearby to
produce 2,250 megawatts of electricity for customers in Arizona, Nevada and
Los Angeles. It also powers the pumps that bring water to Phoenix through the
Central Arizona Project canals.

In the 1960s, utility companies approached the Navajo Nation about building a
regional power plant in the area. In 1969, a group of utility companies led by
Tempe-based Salt River Project signed a lease that opened the $1.1 billion
facility for business.

The lease specifically states that the tribe "will no directly or indirectly
regulate or attempt to regulate [the utility companies] in the construction,
maintenance or operation of the Navajo Generating Station,"
according to the 16-page complaint SRP filed recently.

In 1985, tribal leaders passed a new law that required all employers doing
business on or near their lands to give certain hiring preferences to Navajo
employees and the spouses, plus prevailing wages. It also allowed the tribe s
own labor office to investigate labor disputes at the plant.

Then in September 2004, a plant employee who was Navajo filed a wrongful
termination claim against SRP. In March 2005, another employee filed a claim
over the same issue.

In both cases, the Navajo Nation s labor office backed the employees, the
tribe s lower courts backed SRP, and the tribe s supreme court backed the
employees on appeal.

SRP sought help from the U.S. Department of the Interior, the liaison agency
for Native American affairs, and asked Navajo judges to wait for its
testimony. But judges refused, according to the complaint, and hearings for
both cases are now set for the first week of April in Tucson.

SRP claims a Navajo victory could undermine the operation of the power plant.
The company is seeking help from U.S. judges, and has hired lawyers from two
of the Valley s most prominent law firms to argue the case.

Phoenix lawyers John Egbert, Paul Johnson and Lisa Coulter are representing
SRP.

+++++++++++++++++++++++++++++++++++++++++++++++++++

http://www.nmag.gov/Articles/archive/2005/12-21-05_navajo_nation.pdf

FOR IMMEDIATE RELEASE
December 21, 2005
Contact: Sam Thompson
(505) 222-9174
Office of Attorney General
PATRICIA A. MADRID
PRESS RELEASE

Attorney General Madrid Files Brief in U.S. Supreme Court to Protect Navajo
Nation Sovereignty (Albuquerque, NM) -- Attorney General Madrid has filed a
"friend of the court" brief in the United States Supreme Court asking the
Court to overturn a ruling by the Ninth Circuit Court of Appeals that
threatens the sovereignty and economic interests of the Navajo Nation and of
the individual States, including the State of New Mexico. Six other states
have signed on to Attorney General Madrid s brief, expressing their
disagreement with the circuit court s ruling. Those states are: Utah, Arizona,
Colorado, Oregon, Montana and Oklahoma.
The Navajo Nation leases land to Peabody Western Coal Company for the purpose
of conducting coal mining operations. The contract between the Navajo Nation
and Peabody contains a provision requiring Peabody to give hiring preference
to Navajos. This provision was approved by the Secretary of the Department of
Interior but became the subject of a federal district court challenge when the
U. S. Equal Employment Opportunity Commission
(EEOC) sued Peabody over its hiring preference.
The case was dismissed from the U. S. District Court because the Navajo Nation
was an indispensable party to the case and the EEOC did not have the power to
compel the Navajo Nation to be a party to the lawsuit. The EEOC appealed the
lower court decision to the Ninth Circuit Court of Appeals and they overturned
the lower court finding that the Navajo Nation can be sued, using a procedural
legal device called a joinder.
Attorney General Madrid said, "My office and that of six other states believes
that what is happening in the Peabody Western Coal lawsuit is in danger of
violating the sovereignty of the Navajo Nation and the states, and we are
asking the U.S. Supreme Court to reverse the Court of Appeals ruling. The
decision of the federal court of appeals is contrary to the delicate balance
of power that Congress has established between the United States Government
and the governments of the Navajo Nation, other Indian Tribes and the States.
The court of appeals decision causes friction between governments that
Congress meant to avoid, and undermines economic development of the Navajo
Nation. The sovereign governmental interests of the Navajo Nation and the
State of New Mexico are affected if this joinder device is allowed to stand."
Navajo Nation Attorney General Louis Denetsosie stated: "It is extremely
gratifying to have New Mexico Attorney General Patricia Madrid as well as the
Attorney Generals of Utah, Arizona, Colorado, Oregon, Montana, and Oklahoma
working so strongly with us and with Peabody to protect Navajo Nation
sovereignty, as well as the sovereignty of other Indian nations

MORE

Page 2: Attorney General Madrid Files Brief in Supreme Court to Protect Navajo
Nation Sovereignty and the individual States of the Union. A friend of the
court brief has also been filed by the National Congress of American Indians
(NCAI), which represents more than 250 American Indian tribes and Alaskan
Native groups. The NCAI brief has the support of all 19 New Mexico Pueblo
Indian tribes through the All Indian Pueblo Council. We look forward to
working with all these individuals and entities to preserve and defend tribal
and state sovereignty."
The EEOC argues that a tribal-specific employment preference is contrary to
the law and, by joining the Navajo Nation in its suit against Peabody, intends
to force the Nation to justify its Navajo hiring preference policy.
Congress, however, expressly disallows the EEOC from suing a government, such
as the Navajo Nation or the State of New Mexico or any of the individual
States of the Union.
# # #
For a copy of the Attorney General s brief, please call Sam Thompson at (505)
222-9174.

+++++++++++++++++++++++++++++++++++++++++++++++++++

http://www.indianz.com/News/2006/013699.asp

Court throws out suit challenging Indian preference Friday, April 28, 2006

Private companies that enter into contracts with tribal governments cannot be
sued for following Indian preference laws, a federal appeals court ruled on
Thursday.

In the first case of its kind, the 4th Circuit Court of Appeals was confronted
with a precedent-seeing dispute. Can Edward Yashenko, a non-Indian man, sue
Harrah's Entertainment after he lost his job at the casino owned by the
Eastern Band of Cherokee Indians?

The tribe entered into a federally-approved management contract with Harrah's
to manage the casino. The agreement requires the gaming company to follow
tribal laws that give preference to Eastern Cherokees and other Native
Americans.

Yashenko argued that the Indian preference law violated his civil rights
because it discriminates on the basis of race. But in a unanimous decision, a
three-judge panel threw out the suit because the Eastern Cherokee Band wasn't
named as a defendant and can't be named without waiving its sovereignty.

"The fundamental problem with this argument is that, due to the management
agreement between Harrah's and the tribe, Yashenko cannot assert a [civil
rights] claim against Harrah's unless he joins the tribe as a party to the
lawsuit, and the tribe enjoys sovereign immunity from suit," Judge Diana
Gribbon Motz wrote for the majority.

And in an equally important holding, the court said the federal Family and
Medical Leave Act doesn't give Yashenko an "absolute right" to employment at
the Harrah's Cherokee Casino. While he was on medical leave, his job as a
manager had been eliminated as a result of a reorganization.

Normally, the law ensures a person can return to the workforce after an
approved family or medical related absence. But in this case, the court
determined that "an employer may deny restoration when it can show that it
would have discharged the employee in any event regardless of the leave," a
situation that occurred with the reorganization at the casino.

The ruling is the latest in a round of court cases that test Indian preference
in hiring. The 9th Circuit dealt with the issue in a lawsuit brought by a
member of the Hopi Tribe who said his civil rights were violated by a Navajo
preference law followed by Peabody Coal.

The court, back in 2000, set precedent when it said a private company like
Peabody couldn't avoid suit for following a tribal preference law. But two
years later, the 9th Circuit ruled that the Navajo Nation was an
"indispensable party" to the case and couldn't be joined without waiving its
sovereignty.

The 4th Circuit relied on this ruling in determining that the Eastern Band was
"indispensable" to the dispute. The court listed three reasons -- including
negative effects on the tribe's economy -- as the basis for its judgment.

Recent developments in the 9th Circuit could change the landscape, at least
with respect to tribal-specific preference laws. In two separate disputes, the
Equal Employment Opportunity Commission, a federal agency, is challenging
hiring practices on behalf of Native Americans.

In one case, the EEOC sued Peabody Coal on behalf of two members of the Hopi
Tribe and a deceased member of the Otoe Tribe. The 9th Circuit ruled that the
lawsuit can go forward because it was brought by the federal government.

"Because the EEOC is an agency of the United States, the Navajo Nation cannot
assert its sovereign immunity," the court wrote in March 2005.
Peabody appealed to the U.S. Supreme Court but the justices rejected the case
without comment.

In the second case that is still pending at the district court level, the EEOC
sued the Bashas' Supermarket chain over hiring practices at a store on the
Navajo Nation. The lawsuit alleges the store violated the civil rights of two
Hopi tribal members by following a Navajo preference law.

The EEOC differentiates these cases from those pursued by non-Indians like
Yashenko. The agency believes that private companies can follow general Indian
preference laws but not tribal-specific preference laws like the ones at issue
in the 9th Circuit.

The Eastern Band's law is a combination of Indian and regional preferences.
First in line for recruiting, training and employment are enrolled Eastern
Cherokees, then spouses, parents or children of enrolled members. Other Native
Americans, followed by people from the local community and then others from
the region and the state come next.

The Eastern Band employs more than 1,800 people at its casino and is the
largest single employer in its region of western North Carolina. The tribe's
development is helping draw tourists to the area and revitalize the economy.

The tribe wants to create more jobs with the addition of more Class III games
at the casino. But talks with Gov. Mike Easley (D) recently broke down.

4th Circuit Decision:
Yashenko v. Harrah's NC Casino (April 27, 2006)

Relevant Links:
Eastern Band of Cherokee Indians - http://www.cherokee-nc.com Harrah's
Cherokee Casino - http://www.harrahs.com/our_casinos/che
Equal Employment Opportunity Commission - http://www.eeoc.gov

Related Stories:
Lawsuit filed over store's failure to hire Hopis (08/24) Court joins Navajo
Nation in discrimination case (03/11) Oil company accused of not promoting
Natives (11/10)

+++++++++++++++++++++++++++++++++++++++++++++++++++

http://www.careerbuilder.com/JobSeeker/Jobs/JobDetails.aspx?IPath=JRM&sc_cmp1=JS_JR_ViewJob&ff=21&APath=2.21.0.0.0&job_did=J8B3GB6CR9V005WLB70
&cbRecursionCnt=1&cbsid=dc96a3d3b24c48c1a3b381815e7ad848-285713457-TC-4

ELECTRICAL ENGINEER
SRP's Navajo Generating Station Now Hiring Job Snapshot Location: Marble
Canyon, AZ 86036 ( Map it ) Employee Type:
Full-Time EmployeeIndustry: Energy - Utilities - Gas - Electric Industrial Oil
Refining - Petroleum - DrillingManages Others: Not SpecifiedJob Type:
Design
EngineeringEducation: 4 Year DegreeExperience: 3 to 5 yearsDivision:
srpnet.com/careersPosted: 1/12/2009Contact Information Contact: SRP' NAVAJO
GENERATING STATIONPhone: Apply OnlineDescription SRP'S NAVAJO GENERATING
STATION NOW HIRING

ELECTRIAL ENGINEER

(Requisition N-3403)

The Navajo Generating Station, located in Page Arizona, managed and operated
by the Salt River Project, is seeking qualified applicants who wish to pursue
a meaningful career with a premier provider of electricity while enjoying
small-town life on the shores of beautiful Lake Powell.

The successful candidate will have the opportunity to fulfill career
objectives while enjoying an environment full of outdoor activities such as
boating, skiing, huntin, fishing, hiking and biking, with easy access to
national parks and monuments including the Grand Canyon, Zion & Bryce National
Parks.

Job Discription:

Information on job responsibilities and position requirements can be viewed
online at srpnet.com/careers

NGS offers a comprehensive benefits package including:

Generous paid time off, Medical/Dental/Vision, 401 (k) Saving Plan, Retirement
Plan, Tuition Reimbursement.

SRP only accepts resumes and applications electronically.

Our Online system can be accessed from any computer 24 hours a day, 7 days a
week. Qualified individuals will need to sumit a profile online at
srpnet.com/careers when applying to Requisition N-3403.

Pursuant to SRP's lease agreement with the Navajo Nation, and to the exten
allowable by Federal law, NGS grants preference in employment to qualified
Navajos.

EOE - We encourage workforce diversity.

Requirements
SRP'S NAVAJO GENERATING STATION NOW HIRING

ELECTRIAL ENGINEER

(Requisition N-3403)

The Navajo Generating Station, located in Page Arizona, managed and operated
by the Salt River Project, is seeking qualified applicants who wish to pursue
a meaningful career with a premier provider of electricity while enjoying
small-town life on the shores of beautiful Lake Powell.

The successful candidate will have the opportunity to fulfill career
objectives while enjoying an environment full of outdoor activities such as
boating, skiing, huntin, fishing, hiking and biking, with easy access to
national parks and monuments including the Grand Canyon, Zion & Bryce National
Parks.

CANDIDATE QUALIFICATIONS

Education & Experience Requirements:

* Bachelor's degree in Electrical Engineering from and ABET-accredited
curriculum.

* Three to five years experience working with high to medium voltage systems
in a power plant, utility or heavy industrial environment.

Job Discription:

* Information on job responsibilities and position requirements can be viewed
online at srpnet.com/careers

NGS offers a comprehensive benefits package including:

Generous paid time off, Medical/Dental/Vision, 401 (k) Saving Plan, Retirement
Plan, Tuition Reimbursement.

SRP only accepts resumes and applications electronically.

Our Online system can be accessed from any computer 24 hours a day, 7 days a
week. Qualified individuals will need to sumit a profile online at
srpnet.com/careers when applying to Requisition N-3403.

Pursuant to SRP's lease agreement with the Navajo Nation, and to the exten
allowable by Federal law, NGS grants preference in employment to qualified
Navajos.

EOE - We encourage workforce diversity.

+++++++++++++++++++++++++++++++++++++++++++++++++++

http://www.careerbuilder.com/JobSeeker/Jobs/JobDetails.aspx?IPath=QAKV&ff=21&APath=2.21.21.0.0&job_did=J8H4B6764X0R52P8QPC

Maintenance Specialist Construction and Maintenance SPR NAVAJO GENERATING
STATION Job Snapshot Location: Marble Canyon, AZ 86036 ( Map it ) Other Pay:
Generous paid time off, Medical/Dental/Vision, 401(k) Savings PlEmployee
Type: Full-Time EmployeeIndustry: Energy - Utilities - Gas - Electric Oil
Refining - Petroleum - Drilling ConstructionManages Others: Not SpecifiedJob
Type: Construction Installation - Maint - Repair Skilled Labor -
TradesExperience: Not SpecifiedPosted: 1/13/2009Contact Information Contact:
srpnet.com/careersPhone: Apply OnlineDescription SRP S NAVAJO GENERATING
STATION NOW HIRING

MAINTENANCE SPECIALIST

CONSTRUCTION AND MAINTENANCE

(Requisition N-3401)

The successful candidate will have the opportunity to fulfill career
objectives while enjoying an environment full of outdoor activities such as
boating, skiing, hunting, fishing, hiking and biking. with easy access to
national parks and monuments including the Grand Canyon, Zion & Bryce National
Parks.

CANDIDATE QUALIFICATIONS

Requirements:

Candidate is required to take a Qualifying test and must test as Journeyman
level Construction & Maintenance Specialist.

Job Description:

* Candidate needs to support the safe, efficient and cost-effective generation
of electricity by performing mechanical maintenance and repair at a coal-fired
steam-generating station.
* Work assignments given to the candidate will include carpentry, concrete
placement & installation, masonry, coatings, abrasive blasting, sheet
metal/insulation, scaffolding, excavation shoring, asbestos removal, drisco
pipe installation & other similar civil construction & maintenance common to
NGS and other duties as assigned.

NGS offers a comprehensive benefits package including:

Generous paid time off, Medical/Dental/Vision, 401(k) Saving Plan, Retirement
Plan, Tuition Reimbursement.

SRP only accepts resumes and applications electronically.

Our online system can be accessed from any computer 24 hours a day, 7 days a
week. Qualified individuals will need to submit a profile online at
srpnet.com/careers when applying to Requisition N-3401

Pursuant to SRP s lease agreement with the Navajo Nation, and to the extent
allowable by Federal law, NGS grants preference in employment to qualified
Navajos.

EOE We encourage workforce diversity.

+++++++++++++++++++++++++++++++++++++++++++++++++++

http://www.careerbuilder.com/JobSeeker/Jobs/JobDetails.aspx?IPath=QAKV&ff=21&APath=2.21.21.0.0&job_did=J7X6WC6448RZWFZ7K12

Maintenance Specialist Plant Mechanic
SRP Navajo Generating Station
Job Snapshot Location: Marble Canyon, AZ 86036 ( Map it ) Other Pay:
Generous paid time off, Medical/Dental/Vision, 401(k) Savings PlEmployee
Type: Full-Time EmployeeIndustry: Energy - Utilities - Gas - Electric Oil
Refining - Petroleum - Drilling IndustrialManages Others: Not SpecifiedJob
Type: Installation - Maint - Repair Skilled Labor - Trades
OtherExperience: Not SpecifiedPosted: 1/13/2009Contact Information Contact:
srpnet.comPhone: Apply OnlineDescription SRP S NAVAJO GENERATING STATION NOW
HIRING

MAINTENANCE SPECIALIST

PLANT MECHANIC

(Requisition N-3387)

CANDIDATE QUALIFICATIONS

Knowledge and Requirements:

* Candidate must have knowledge of and be able to perform limited functions in
one or more of the following areas:

* Machinist
* Pipe Fitter
* Insulation
* Boilermaker
* Scaffold

* Each candidate is required to take a qualifying test and must qualify as a
Maintenance Specialist, Plant Mechanic.

Job Description:

* Candidate needs to support the safe, efficient and cost-effective generation
of electricity by performing mechanical maintenance and repair at a coal-fired
steam-generating station.
* Work assignments given to the candidate will include but not be limited to
the following: equipment assembly and disassembly, diagnosing and
troubleshooting mechanical malfunctions, documenting findings and providing
feedback to planning and any other duties as assigned.

NGS offers a comprehensive benefits package including:

Generous paid time off, Medical/Dental/Vision, 401(k) Saving Plan, Retirement
Plan, Tuition Reimbursement.

Pursuant to SRP s lease agreement with the Navajo Nation, and to the extent
allowable by Federal law, NGS grants preference in employment to qualified
Navajos.

EOE We encourage workforce diversity.

Requirements
SRP S NAVAJO GENERATING STATION NOW HIRING

MAINTENANCE SPECIALIST

PLANT MECHANIC

(Requisition N-3387)

CANDIDATE QUALIFICATIONS

Knowledge and Requirements:

* Candidate must have knowledge of and be able to perform limited functions in
one or more of the following areas:

* Machinist
* Pipe Fitter
* Insulation
* Boilermaker
* Scaffold

* Each candidate is required to take a qualifying test and must qualify as a
Maintenance Specialist, Plant Mechanic.

Job Description:

* Candidate needs to support the safe, efficient and cost-effective generation
of electricity by performing mechanical maintenance and repair at a coal-fired
steam-generating station.
* Work assignments given to the candidate will include but not be limited to
the following: equipment assembly and disassembly, diagnosing and
troubleshooting mechanical malfunctions, documenting findings and providing
feedback to planning and any other duties as assigned.

NGS offers a comprehensive benefits package including:

Generous paid time off, Medical/Dental/Vision, 401(k) Saving Plan, Retirement
Plan, Tuition Reimbursement.

Pursuant to SRP s lease agreement with the Navajo Nation, and to the extent
allowable by Federal law, NGS grants preference in employment to qualified
Navajos.

EOE -- We encourage workforce diversity.

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