Traveling Carnival Worker at amusement establishment. 10 Temporary full-time jobs 04/01/25-10/28/25
Collect tickets; assist patrons; erect, take down, attend & maintain equipment. Heavy lifting & physically mobile required. Must be able to lift 50 pounds. Travel to all locations required and provided by employer. No education or experience required. On-the-job training provided.
Hours, schedule, and days vary widely. Typically, Sun-Sat, 12pm - 10pm. Often 35-45 hours per week, may go up to 50 hours per week.
Work needs (i.e., hours, days, schedule, location, and work positions) vary.
Work needs subject to industry practice and are not guaranteed per day, per week, per schedule, per location, or per worker, e.g., rainouts, brief periods without scheduled events, event dates and hours set by agreement with sponsor and subject to change (based upon adverse weather, hours of operation, day of the week, attendance, size of the event, school schedules, amount of equipment in operation, staffing, etc.), and unforeseen cancellations. In the event of approved, overlapping events, work needs may cause workers to be adjusted.
Must complete and pass post-hire background & drug test paid by employer. The job requires the applicant to be qualified, authorized, ready, willing, able, and available to perform during the entire employment at the designated worksites under adverse weather; to enter and comply with employment contract and any housing lease; to follow workplace and housing rules; and to meet job performance standards. Work outside in all weather. The job requires the applicant to obtain all necessary government authorizations to work, such as anH-2B worker visa for foreign workers, which will be issued by the United States Embassy in the home country, and after which the applicant will be regarded as recruited at that time and place. Must cooperate with and complete job application and interview, and any supplied information must be truthful and complete. Must comply with grooming requirements and dress code. Must be willing to work up to 7 days/week. Subject to discharge for cause.
Season starts in Carroll County MD. Extensive travel to all events required and provided to MD, MI, MN, WI, and TX.
Must commute from home at prior worksite to next worksite, and optional spot-to-spot transportation provided at no
cost to the worker.
Offered wage, varies, $13.28 - 16.13/hr. Extra hours (straight time) except as noted. Employer’s discretion to pay a higher wage rate throughout the route is available for wage credit. Employer does not pay overtime premium for extra hours when not required by applicable law.
Overtime premium when required by applicable law, $19.92 - 24.20, varies, as follows:
Michigan -If our workers exceed 40 hours per workweek solely at events in Michigan, they are eligible for overtime of 1.5x work hours over 40.
Minnesota - If our workers work more than 30 weeks during the season, and more than 48hours per workweek solely at events in the state of Minnesota, they will be eligible for overtime of 1.5x for work hours over 48.
All other locations - No overtime premium will be paid except as explicitly stated herein because no such provision is currently known to apply to our operating conditions.
Optional mobile housing ($125/week) is provided. The employer will pay the cost of housing to the extent such cost would reduce the pay below the offered (straight) wage rate for the areas of intended employment but is otherwise available for wage credit and/or deduction above the offered (straight) wage rate, or any lesser amount to the maximum extent not prohibited by law.
Local convenience travel ($25/week) and food (varies) is available for wage credit and/or deduction, or any lesser amount to the maximum extent not prohibited by law.
Wages calculated by single workweek, paid weekly.
Merit/performance/bonus/sick/recruiting/retention/tenure/pre-pay/tips pay, savings program and wage increases based on market conditions at employer's discretion.
The employer may make authorized payroll deductions required by law; made under a court order; that are for the reasonable cost or fair value of optional board, lodging, and facilities that the employer is not obligated to provide, primarily benefits the employee (if applicable), and is authorized by the employee or a collective bargaining agreement; for repayment of cash or pay advances, loans, or draws; for repayment of overpayment of wages to the worker; for payment for articles which the worker has voluntarily purchased from the employer; at employee’s
voluntary request; for recovery of any loss to the employer due to the worker’s damage, beyond normal wear and tear, or loss of property or equipment where it is shown that the worker is responsible; for recovery of reasonable costs related to the worker’s refusal or negligent failure to return any property furnished by the employer or due to such worker’s willful damage or destruction of such property.
Daily commuting not provided.
If not paid in advance by employer or his agent, H-2B workers reimbursed via paycheck in the 1st workweek for all visa, visa processing, border crossing, and other related fees, but not for passport expenses or other charges primarily for the benefit of the worker.
If required by valid and controlling law, necessary, reasonable, the most economical, substantiated by receipts, and authorized, then transportation, meals, and lodging to 1stworksite paid and arranged by employer, and return transportation provided if the worker completes the employment or is dismissed early. Employer does not pay return travel if the worker terminates early or undertakes subsequent employment with another employer. In country travel reimbursed no later than after worker completes 50% of the season and presents documentation. Daily subsistence will be provided at a rate of $15.88per day during travel to a maximum of $59 per day with receipts.
Reimbursement of travel or visa expenses is available for wage credit and/or deduction, or any lesser amount to the maximum extent not prohibited by law.
Necessary tools, supplies, equipment, and uniform provided at no charge.
This job order, including its wage and working terms and conditions, is contingent upon prevailing U.S. immigration law, including Department of Labor and Department of Homeland Security regulations. If any such prevailing law is rescinded, superseded, vacated, or substantially modified, then the parties will re-negotiate in good faith any affected term.
