Mow, trim, edge lawns. Trim hedges. Maintain annual beds and equipment. Mulch, clean up. Install plants, soil, decorative stones. Fresh Cut Lawn Maintenance, Inc. (DBA) Fresh Cut Lawn and Landscape, 47147 Ryan Rd, Shelby Township, MI 48317. (04/01/2025 - 12/01/2025). 8 Fulltime temporary worker. No education, 2 month Landscape maintenance. 40 hrs/wk @ $18.99/hr 7:30 am to 4:00 pm, Mon-Sat, 0-20 hrs/wk OT @ 28.49/hr. Lifting requirement 60 lb.
Transportation provided to and from work sites from central meeting point. Multiple worksites in Macomb, Oakland, Livingston and Wayne County, MI. Workers will be paid weekly using a single workweek as a standard for computing wages due.
“In accordance with applicable Michigan state law, Earned Sick Time Act 338, employers are required to provide earned sick time to their employees. The amount of paid sick leave provided may vary depending on the size of the business.”
Wage Rates, Special Pay Information, and Deductions
The offered wage in the job order equals or exceeds the highest of the prevailing wage or Federal minimum wage, State minimum wage, or local minimum wage. The employer must pay at least the offered wage, free and clear, during the entire period of the contract. Workers will be paid weekly using a single workweek as a standard for computing wages due.
All deductions from the worker’s paycheck required by law will be made. No deductions will be made which reduce a worker’s wages below the required rate. In MI State, the only deductions that can be taken from worker pay are:
1. Those required by law, such as Social Security, income tax, and garnishment of wages; and
2. Those that benefit workers and are authorized in writing, such as life insurance, or a savings account.
Any other deductions are illegal.
If, before the expiration date specified in the job order, the services of the worker are no longer required for reasons beyond the control of the employer due to fire, weather, or other Act of God, or similar unforeseeable man-made catastrophic event (such as an oil spill or controlled flooding) that is wholly outside the employer's control that makes the fulfillment of the job order impossible, the employer may terminate the job order with the approval of the CO. The employer must make efforts to transfer the H-2B worker or worker in corresponding employment to other comparable employment acceptable to the worker and consistent with the Immigration and Nationality Act, as applicable. If a transfer is not affected, the employer must return the worker, at the employer's expense, to the place from which the worker (disregarding intervening employment) came to work for the employer, or transport the worker to the worker's next certified H-2B employer, whichever the worker prefers.
On or before each payday the employer will provide to each worker in one or more written statements the following information: (1) the worker's total earnings for each workweek in the pay period; (2) the worker's hourly rate and/or piece rate of pay; (3) for each workweek in the pay period the hours of employment offered to the worker; (4) for each workweek in the pay period the hours actually worked by the worker; (5) an itemization of all deductions made from or additions made to the worker's wages; (6) if piece rates are used, the units produced daily; (7) the beginning and ending dates of the pay period; and (8) the employer's name, address and FEIN.
The employer guarantees to offer work for hours equal to at least 3/4 of the workdays in each 12- week period of the total employment period.
Transportation, Subsistence, and Fees
Employer agrees to reimburse inbound transportation and subsistence expenses ($15.88 per day minimum, without receipts, to a maximum of $59.00 per day, with receipts) 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 the transportation and subsistence directly, at a minimum the most economical and reasonable common carrier cost of the transportation and subsistence to the worker.
If the worker completes the period of employment covered by the job order (not counting any extensions), or if the worker is dismissed from employment for any reason by the employer before the end of the period, and the worker has no immediate subsequent H-2B employment, the employer must provide or pay at the time of departure for the worker's cost of return 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 that has not agreed in the job order to provide or pay for the worker's transportation from the employer's worksite to such subsequent employer's worksite, the employer must provide or pay for that transportation and subsistence. If the worker has contracted with a subsequent employer that has agreed in the job order to provide or pay for the worker's transportation from the employer's worksite to such subsequent employer's worksite, the subsequent employer must provide or pay for such expenses.
The amount of the transportation payment must be no less (and is not required to be more) than the most economical and reasonable common carrier transportation charges for the distances involved. If applicable, employer will provide transportation, at no cost to the worker, to the actual work site and return at the end of the day. H-2B workers will be reimbursed in the first workweek for all visa, visa processing, border crossing, and other related fees, including those mandated by the government (excluding passport fees).
Tools and Equipment
The employer will provide workers at no charge all tools, supplies, and equipment required to perform the job.
