EMPLOYMENT VERIFICATION AND REFERENCES

All employment verification and references shall be done through the Human Resources Manager. Over the phone Seafreeze will state only the following: Date of hire, Position, Date of termination, and Eligible for rehire or not. Any employment verification and references in writing must be accompanied by a signed release from the former or current employee. Seafreeze will only state the following: Date of hire, Position, Date of termination, Eligible for rehire or not, Average hours worked per week, Weekly salary or wage per hour, Previous year's W2 total wages, Non-union or union status, and affiliation.

JOB POSTING POLICY

Seafreeze provides employees an opportunity to indicate their interest in open positions and advance within the organization according to their skills and experience. In general, notice of all regular, full time job openings are posted, although Seafreeze reserves its discretionary right to not post a particular opening. Job openings may be posted on the employee bulletin board or in the email system, and normally remain open for five days. Each job posting notice includes the dates of the posting period, job title, department, location and job description with the required skills and abilities. Other recruiting sources may also be used to fill the open positions in the best interest of the organization.

Resume and cover letters will only be accepted when there is an open position. These should be sent to the Human Resources Department stating the open job they are applying for via mail, fax or email. They should describe how their current and prior work experience and/or education qualifies them for the position.

Applications will only be accepted when there is an open position. All applications received will remain active for 30-days. After thirty days it is necessary to reapply for any open position you may qualify for. Applications must be filled out on the property. Applications may be obtained through the Human Resources Department.

Seafreeze is an "At will" employer in accordance with the laws of the State of Washington. For those employees that become covered by a collective bargaining agreement, they will be disciplined in accordance with just cause and which may include progressive discipline and is subject to the grievance procedure.