ONE: Employer Name and Contact Information
Business Name: Spectrum Entertainment of Upper Michigan, LLC
Physical Address: 1015 East Iron Street, Bessemer, MI 49911
Mailing Address: 1015 East Iron Street, Bessemer, MI 49911
FEIN: 30-0463793
Employer Job Phone Number: 906-364-3878
Employer Job Email: [email protected]
Employer Job Web Portal: N/A
TWO: This job opportunity is a temporary, seasonal, full-time position.
Number of job openings to be filled: 44
THREE: Job Opportunity
Job Title: Amusement and Recreation Attendants – Carnival
OES Code/OES Title: 39-3091, Amusement and Recreation Attendants, and 35-3023, Fast Food and Counter Workers
Duties: Perform a variety of duties at traveling carnival. Set up, tear-down, operate amusement rides, food concessions, game
concessions and/or novelty concessions.
Minimum Education Required: None.
Minimum Experience Required: None.
Work Hours & Days: Work schedule varies widely, typically 40 H/W Wed-Sun, 1:00PM to 10:00PM.
Anticipated Start Date of Job Opportunity: 03/04/2026
Anticipated End Date of Job Opportunity: 09/30/2026
Other requirements: Post-employment random drug testing and background checks may be required, at no cost to the worker. The job requires the applicant to be qualified, ready, willing, able, and available to perform during the entire employment at the designated worksite; to enter into and comply with employment contract; to follow workplace rules.
FOUR: Geographic Area of Intended Employment:
Work starts in Bessemer, MI with additional work to follow in multiple cities and towns in the following MSAs.
Upper Peninsula of Michigan nonmetropolitan area, and Mid Michigan nonmetropolitan area, MSA areas in Michigan; Tampa-St. Petersburg-Clearwater, FL, MSA area in Florida; Western Wisconsin nonmetropolitan area, Eau Claire, WI, Milwaukee-Waukesha, WI, Fond du Lac, WI, Green Bay, WI, Duluth, MN-WI, Northeastern Wisconsin nonmetropolitan area, and Northwestern Wisconsin nonmetropolitan area MSA areas in Wisconsin.
Must commute from home at the prior worksite, to the next worksite. Optional transportation offered by the employer at no cost to the worker.
FIVE: Wage that the employer is offering:
The employer will pay the prevailing hourly wage for each work location, ranging from $13.24 to $15.73, per hour.
The employer will comply with applicable Michigan state law, including but not limited to the Earned Sick Time Act 338. The employer will provide workers with paid sick leave in the amount required by law.
Merit increases and/or bonuses may be awarded at employer discretion.
(The wage offer will equal or exceed the highest of the prevailing wage or the Federal, State, or Local minimum wage in effect during employment).
SIX: Overtime:
Equal Opportunity, FLSA (13)(a)(3) exempt employers not subject to Federal hourly wage, overtime, or recordkeeping requirements. No overtime expected. Overtime, if any, calculated and paid as per applicable regulations.
SEVEN: On the Job Training?
On-the-job training will be provided.
EIGHT: Wage Computation.
The employer will use a single workweek as its standard for computing wages due.
NINE: Pay Frequency:
Wages will be paid on a weekly basis.
TEN: Board, Lodging, other facilities, including fringe benefits.
Optional housing (valued at $125.00 per week) and local convenience travel (valued at $25.00 per week) are available at no cost to the worker.
ELEVEN: Deductions from Pay:
The employer will make all deductions from the worker’s paycheck required by law. In addition, the employer intends to make the following deductions from the worker’s paycheck which are not required by law: NONE
TWELVE: Initial transportation and subsistence.
If the worker completes 50% of the work contract period, the employer will, consistent with applicable regulatory requirements, arrange and pay directly for transportation and subsistence. Daily subsistence will be provided either at a rate of $16.28 per day during travel without receipts, $51.00 per day for travel of less than a full day, with receipts and $68.00 per day with receipts or the applicable USDOL mandated fee in effect on the date of travel.
THIRTEEN: Return transportation and subsistence.
Workers will be provided with or reimbursed for outbound transportation and subsistence consistent with applicable regulatory requirements if the employee completes the period of employment or is dismissed from employment before the end of the period of employment. If transportation is provided, it will be by common carrier land or air conveyance at the option of the employer. Daily subsistence will be provided either at a rate of $16.28 per day during travel without receipts, $51.00 per day for travel of less than a full day, with receipts and $68.00 per day with receipts or the applicable USDOL mandated fee in effect on the date of travel.
FOURTEEN: Daily Transportation to and from Worksite.
If employee housing is not onsite at the worksite, the employer will provide daily transportation to and from housing to the worksite at no cost to the worker.
FIFTEEN: Reimbursement to H-2B worker of visa and other related fees.
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).
SIXTEEN: Tools, Supplies and Equipment
The employer will provide to the worker, without charge or deposit charge, all tools, supplies, and equipment required to perform the duties assigned.
SEVENTEEN: Application Instructions.
Please inquire about the job opportunity or send applications, indications of availability, and/or resumes directly to the nearest local office of the Michigan Department of Labor and Economic Opportunity. Applicants can locate their nearest Michigan Office at: Upper Peninsula Michigan Work! – Gogebic County American Job Center, 101 Suffolk Street, Ironwood, MI 49938, Phone: 906-932-4059, and can apply for the position here: https://www.mitalent.org/, refer to Job Order Number: Pending
EIGHTEEN:
This job order, including its wage and working terms and conditions, is contingent upon prevailing legal interpretations of federal H-2B immigration and FLSA employment law, including Department of Labor and Department of Homeland Security regulations. If any such prevailing law is rescinded, superseded, vacated, or substantially modified, then any affected portion of this job order will be similarly modified.
