Plantscapes, Inc.
Employer Address: 1127 Poplar Place S., Seattle, WA 98144. 206-623-7100
Job Information Work Type
Landscape Worker Temporary/Full Time
Openings: 35 Hours per Week: 40
Months Experience: N/A Shift: 8:30am to 4:30pm
Education Requirement: N/A Monday-Friday
Start Date: 4/01/2024
End Date: 11/30/2024
Wage: $20.00 per hour
Job Duties/Responsibilities:
This job requires a worker to perform general landscape and ground keeping work. The worker will perform a variety of tasks, which may include any combination of sod laying, mowing, trimming, planting, watering, fertilizing, digging, raking, sprinkler installation, and installation of mortarless segmental concrete masonry wall units.
The job entails a high degree of physical labor and manual dexterity and may include the operations of various hand and power tools such as mowers, chainsaws, weed whip devices and other commonly used equipment in the landscaping industry. Work performed at multiple worksites throughout the Seattle area including the counties of Pierce, King and Snohomish. See below for a list of general conditions of employment, general job duties and individual requirements that are specific to each duty.
Job Requirements/Qualifications:
- Work outdoors in a variable weather condition and should have appropriate clothing.
- Must be able to operate lawn maintenance equipment such as lawnmowers, string trimmers, leaf blowers, hedge trimmers, etc.
- Standing, bending, squatting and lifting up to 40 pounds throughout the workday required.
- Must work efficiently and consistently under reasonable climatic and working conditions.
- Able to work independently.
- Workers must have transportation to the satellite office.
- Operate power tools and equipment.
General Job Specifications:
Disclosure of work contract: Employer will provide a copy of this document to any H-2B worker, in a language understood by the worker as reasonable per 20 CFR 655.20(I), no later than the time at which the worker applies for the visa, or for a worker in corresponding employment, no later than the day work commences.
Full Season Commitment: The worker agrees to the job offer to be available for work every day that work is available for the full period of employment starting 4/01/2024, ending on 11/30/2024.
On the job training: The employer will provide on the job training to workers.
Wage Rates and Special Pay Information:
- Workers will be paid no less than $20.00 per hour.
- The payroll period shall be Bi-Weekly. The employer shall use a single workweek as its standard for computing wages due.
- The employer will furnish to the worker, on or before each payday one or more written statements showing: the worker’s total earnings for the pay period; the worker’s hourly rate and/or piece rate; the hours of work which have been offered to the worker (Note: if the employer does not have a payroll system capable of tracking hours offered, it will be assumed that the employer did not offer any hours greater than the hours actually worked); the hour actually worked by the worker; the beginning and ending dates of the pay period and the employer’s name, address and Federal Employer Identification number in accordance with (20 CFR 65555.20 (i)(2)(viii)).
- The Employer will provide sick leave to employees. The employee will accrue paid sick leave at a minimum rate of 1 hour for every 40 hours worked. Employees are entitled to use accrued paid sick leave beginning on the 90thcalendar day after the start of their employment, and sick leave will be paid at the employee’s normal hourly rate. Unused paid sick leave of 40 hours or less will be carried over to the following year for those workers returning to employment with the employer.
Deductions, benefits and other details about pay:
- The employer will make the following deduction from the worker’s wages: FICA Taxes, Federal income tax if required, other deductions expressly authorized or required by state or federal law, cash advances and repayment of loans, repayment of overpayment of wages to the worker payment for articles which the worker has voluntarily purchased from the employer, long-distance telephone charges, recovery of any loss to the employer due to the worker’s damage (beyond normal wear and tear) and any other deductions expressly authorized by the worker in writing.
- The employer will deduct a portion of worker’s compensation premium from workers’ pay as specified in Washington law at RCW 51.61.140.
- The employer will withhold from the employee’s wages the maximum amount for the portion of employee premium required under WA State RCW 50A.04, Paid Family and Medical Leave Program.
- Domestic workers are eligible for unemployment insurance benefits. Foreign workers are generally not eligible for unemployment insurance benefits. Whether such employment constitutes covered insurance employment for benefit eligibility purposes will be determined by unemployment insurance regulations in effect at the time a claim is filed.
Housing/Lodging Accommodations:
The employer will not provide housing or arrange housing for the workers. However, the employer will facilitate worker to find housing arrangements.
Tools & Equipment:
The employer will furnish, without charge, all tools, supplies and personal protective equipment required in the performance of the specified work. Deductions in pay for breakage, loss or damage of equipment or tools (beyond normal wear & tear) only to the extent that it can be shown through civil court proceedings to have been caused by the workers dishonest or willful act will be deducted from the workers next paycheck. To secure a replacement at no cost for an employer supplied item, an employee must present the worn out item to be replaced.
Transportation:
Workers will travel to job-sites within Pierce, King and Snohomish counties. Transportation will be provided by the employer from satellite office to work site each morning. Employer will provide transportation to satellite office after work is completed each day.
Inbound: Per CFR 655.20(j)(1)(i) the employer will either provide or reimburse the worker for transportation and subsistence from the place from which the worker has come to work for the employer, whether in the U.S. or abroad, to the place of employment if the worker completes 50 percent of the period of employment covered by the job order (not counting any extensions).
The employer will reimburse inbound transportation within the first week of arrival so that workers’ wages do not fall below federal minimum wage and in order to comply with the FLSA. The employer will reimburse the H-2B worker in the first workweek for all visa, visa processing, border crossing, and other related fees, including those mandated by the government, incurred by the H-2B worker.
Outbound: The employer will arrange and pay for the transportation and subsistence directly, advance at a minimum the most economical and reasonable common carrier cost of the transportation and subsistence to the workers before the worker’s departure, or pay the worker for the reasonable cost incurred by the worker. The amount of the transportation payment will be no less (and is not required to be more) than the most economical and reasonable common carrier transportation charges for the distance involved. The rate of reimbursement for subsistence during transportation is $15.46 per day if no receipts are offered, up to a maximum of $59.00 per day if the Worker presents receipts as specified in 20 CFR 655.122(h)(1) and 20 CFR 655.173(a). Employer will provide or pay for reasonable lodging accommodations when applicable.
The employer will provide or pay for transportation and subsistence under this agreement if the worker is terminated because for work related injury and is so certified by a doctor before leaving the place of employment, or terminated because of an act of God, which makes fulfillment of the work contract impossible.
The employer will not reimburse, pay for or provide transportation and subsistence to a worker who does not provide documentation of identity and employment eligibility required to complete Form I-9, or who has knowledge at the place of recruitment that he cannot perform the duties of the job as described in this job order, or who abandons his employment, or who is discharged for lawful job related reasons.
The employer will provide or pay for the worker’s transportation and daily subsistence from the place of employment to the place from which the worker, disregarding intervening employment, departed to work for the employer. If the worker has contracted with a subsequent employer who has agreed in such work contract to provide or pay for the worker’s transportation and daily subsistence expenses from the employer’s worksite to such subsequent employer’s worksite, the subsequent employer must provide or pay for such expenses.
Closing Date/Deadline
- The closing date of the job order is March 11, 2024
How to Apply
Employer will accept referrals from any source. Candidates are strongly encouraged to register at their nearest employment office (i.e. WorkSource), where they will be appraised of the terms and conditions of employment.
Applicants who wish to apply for the job opportunity should apply at the nearest SWA office. The SWA will appraise applications of the material terms and conditions of the employment, and will only refer applicants for employment if the applicant indicates that he or she is qualified, able, willing, and available for employment.
Candidates may apply in person at 1127 Poplar Place S., Seattle, WA 98144 8am to 5pm, Monday through Friday for a hiring interview. Workers may also call the employer at 206-623-7100 to arrange an interview over the phone.
Applicants should inquire about the job opportunity or send applications, indications of availability, and/or resumes directly to their nearest State Work Force Agency (SWA). The nearest SWA office for this job opportunity is located at 2024 3rd Ave, Seattle, WA 98121. Tel. (206) 436-8600.
The employer will not hire undocumented or fraudulently documented workers.
The employer is an equal opportunity employer, all qualified eligible U.S. workers are encouraged to apply for these jobs during the positive recruitment period and up to 21 days prior to the date of need.
Workers referred by SWA’s should be fully apprised by the local employment office of the terms, conditions and nature of employment prior to referral. Upon hiring, employees must present original document or documents that establish identity and employment eligibility as required by the INA. Employees who do not comply with this requirement by the end of the third work day will not be permitted to continue employment.