Tucson Electric Power Company (“TEP”) does not sponsor H1B or other work visas, except in extraordinary circumstances. If hired, can you provide verification of your legal right to work for TEP without the need for such sponsorship, either now or in the future?

Are you either a United States Citizen, Permanent Resident Alien, Temporary Resident Alien, Applicant for Temporary Resident Status, Refugee or Asylee?

If hired, you would be required within 3 days to show proof of your authorization to work in the United States. Can you do this?

Do you have a valid driver’s license in the event the position requires you drive for Company business?

If employed by UniSource Energy, or one of its subsidiaries, will you be engaged in any other business or employment?

What schedule are you available to work?

Have you ever been employed by UniSource Energy, or one of its subsidiaries (i.e. Tucson Electric Power, Southwest Energy Solutions and/or UniSource Energy Services - Gas/Electric)?

Have you been convicted of a felony in the past ten years?

Do you have any relatives employed at a UniSource Energy, or one of its subsidiaries, facility (i.e. Tucson Electric Power, Southwest Energy Solutions, UniSource Energy Services - Gas/Electric)?

If yes, place the relative's name and relationship to you in the text box below.  If no, then type in n/a in the text box.

Have you ever been terminated, asked to resign or left a job without notice?

Please explain the circumstances and identify the employer(s)

Have you ever been counseled, disciplined, or discharged from any employment because you fought with, struck or verbally or physically threatened any other individual, used or possessed a weapon, or otherwise engaged in violent or threatening conduct?

If YES, state the date of counseling, discipline or termination, the name and address of the employer involved, the degree of discipline (including discharge) that was imposed and explain the circumstances. The information you provide in your response to these questions will not necessarily disqualify you from employment.

Professional Affiliations relevant to the job you are seeking (including license(s), registration(s), certification(s), or memberships

Equipment operation experience relevant to the job you are seeking (such as forklift, front-end loader, bulldozer, etc.)

List any supervisory experience, including level of supervision and number of employees supervised

State any additional information you feel may help in evaluating your application

PLEASE READ CAREFULLY

A. Pre-Employment Drug Testing
After an offer of employment is made, and prior to reporting to work, candidates will be required to submit to a drug screen. A physical examination may be required for certain positions. Candidates who do not pass the drug test will not be accepted or considered for employment for a period of one year subsequent to the test. Candidates who re-apply and test positive a second time are not eligible to be hired at UniSource Energy, or one of its subsidiaries.

B. UniSource Policies
UniSource Energy, and its subsidiaries, are committed to providing a safe and healthy work environment free from health concerns associated with the direct and secondary exposure to tobacco smoke. Smoking is prohibited inside the building(s) at all Company locations and in all Company vehicles, on a 24-hour basis.

Relatives and close friends of UniSource employees are considered for hiring on the same basis as any other candidate – as long as that employment does not present a conflict of interest or give the appearance of a conflict of interest or favoritism. You may request a copy of the Code of Ethics and Principles of conduct, Conflict of Interest section from Human Resources.

The Immigration Reform and Control Act of 1986 applies to all individuals hired after November 6, 1986 and prohibits employers from knowingly hiring or continuing to employ anyone who is not authorized to work in the United States. In order to comply with the requirements of the law, every individual hired must provide satisfactory evidence of his/her identity and legal right to work in the United States. Therefore, if you become an employee of UniSource Energy, or one of its subsidiaries, you will be required to provide certain documents to a representative of the Human Resources Department. Failure to present the required documents or receipts reflecting that any necessary documents have been applied for within three (3) business days after employment for wages commences, will result in termination of employment. If receipts for the application of documents are presented in a timely manner, failure to present the required documents within twenty-one (21) days after employment for wages commences will result in termination of employment.

C. At-Will Status
I understand that any resulting employment is at-will and either party reserves the right to terminate employment at any time with or without cause or notice. I also understand that the at-will employment relationship described herein may not be changed by any written document, oral statement, or conduct unless VP – Human Resources and I sign a document that explicitly states that my employment is not at-will.

D. References
I authorize UniSource Energy, or one of its subsidiaries, to obtain information concerning me from former employers (including immediate supervisors) and any other references, individuals or institutions and I release UniSource Energy and its informants from all liability in connection therewith.

E. Certification of Truth
I certify that my answers to the foregoing questions are true and correct and that I have not left out any significant information of any kind whatsoever. I understand that any false, incomplete, misleading or otherwise incorrect statements made on this application form or my resume, any company documents, or during interviews may result in rejection of my application, or, if I am employed, may be grounds for my immediate discharge, regardless of when discovered.

We are an affirmative action government contractor. In compliance with government regulations, we are required to record the number of applicants by race and sex. We ask that you indicate your sex and race or national origin. This will be used only in accordance with federal and state regulations. YOU ARE NOT REQUIRED TO PROVIDE THIS INFORMATION. Your application for employment will be considered in the same manner whether or not you complete this form. This pre-employment information form will be kept in a confidential file separate from your application for employment.

Military Status: Do you have U.S. military service?

Tucson Electric Power Company is a government contractor subject to several Federal regulations that include Section 503 of the Rehabilitation Act of 1973, as amended, and Section 402 of the Vietnam Era Veterans’ Assistance Act of 1974, as amended, which require government contractors to take affirmative action to employ and advance in employment qualified disabled veterans, veterans of the Vietnam Era and individuals with physical and/or mental handicaps. These regulations require our Company to invite our applicants and employees to "self-identify". If you believe you would be covered by these programs and would like to be considered under our affirmative action program(s), please tell us and we will include you under the affirmative action program.

If you so choose, please inform us of any special methods, skills, and procedures that qualify you for positions you might not otherwise be able to perform because of your status under the cited regulations. You may be considered for positions of that kind based on reasonable accommodations that we could make to enable you to perform the job properly and safely.

Submission of this information is voluntary and refusal to provide it shall not subject you to any adverse treatment. Information obtained concerning individuals shall be kept confidential, except that supervisors and managers may be informed regarding restrictions on the work or duties of handicapped or disable individuals and regarding necessary accommodations. First aid and safety personnel may be informed to the extent appropriate, and government officials investigating compliance with the Acts shall be informed.

Did you serve on active duty for more than 180 days, and were discharged or released there with other than a dishonorable discharge, if any part of such active duty occurred; (1) in the Republic of Vietnam between February 28, 1961, and May 7, 1975; or (ii) between August 5, 1964 and May 7, 1975, in all other cases.

Were you discharged or released from the active duty for a service-connected disability if any part of such active duty was performed (i) in the Republic of Vietnam between February 28, 1961, and May 7, 1975; or (ii) between August 5, 1964 and May 7, 1975, in all other cases?

Are you entitled to disability compensation by the Veterans Administration for a 30% or more rated disability?

Are you entitled to disability compensation by the Veterans Administration for a 10% or 20% rated disability and have been determined under Section 1506 of Title 38, U.S.C. to have a serious employment handicap?

(PLEASE CHECK IF EITHER OR BOTH CATEGORIES APPLY TO YOU.)

A veteran with active duty service at any point between December 7, 1941 and April 28, 1952.

A veteran who served on active duty in a campaign or expedition for which a campaign badge has been authorized.

A veteran qualifies under this criterion ONLY based upon military service IN the identified campaign or expedition and NOT simply based on any military service during the time of the campaign or expedition. The campaign badges, service medals, and expeditionary medals that qualify under this criterion will be listed on the veteran's "Armed forces of the U.S. Report of Transfer or Discharge," commonly known as the "DD-214 Form," if the veteran meets this criterion. A current list of qualifying campaigns provided upon request.