Landscape Laborer

Christmas Decor by Crede is looking to fill 14 Landscaping and Groundskeeping Workers positions. This is a temporary, full-time seasonal position from 10/01/2025 to 12/31/2025. Rate of pay is $14.48-$18.00/hr with OT rate of pay $21.73-$27.00/hr. Employer will transport workers daily between report to work address and additional worksites. Monday-Friday 8:00AM -4:30 P M. 35+ (plus); not including applicable lunch and/or breaks. Possible weekend/holiday work. Under direct supervision- using rakes or debris blowers, pruners; gather and remove litter/debris/leaves, prune or trim small trees/shrubs, mowing, trimming, blowing and decorate outdoor spaces (following landscape design to help install holiday lighting) & other related landscaping and -groundskeeping worker activities per SOC/OES 37-3011. Work is performed outdoors, exposed to weather; must be capable of doing physically strenuous labor for long hours, occasionally in extreme heat or cold. Variable weather conditions apply; hours may fluctuate (+/-), possible downtime and/or overtime. Employer will comply with all applicable Federal, State and local employment-related laws and regulations such as wages, breaks, hours worked, and overtime hours {overtime possible, but not required or guaranteed. If overtime is worked, wage is paid at 1.5x regular rate of pay per/hr worked beyond 40 hours each week.). Must be 18 due to insurance. Must show proof of legal authority to work in the U.S. Drug/Alcohol/Tobacco free work zone. Perform physical activities: such as lift, balance, walk, stoop, handle, position, move, manipulate materials use static strength to exert maximum muscle force to lift, push, pull, carry objects up to 50lbs. No minimum education requirement. On-the-job training available. All applicants must be able, willing and qualified to perform work described and must be available for the entire period specified and work throughout all areas of intended employment. Based on Employer's discretion/cost: Worker may have random drug/ alcohol testing during employment: positive test/refusal to abide = dismissal. Will use a single workweek as its standard for computing wages due. Wage paid every week. All deductions required by law will be made by the employer as well as any further tax withholding or other reasonable deduction(s) authorized by the worker. At Employer's sole discretion: possible raises and/or bonuses based on individual factors such as work performance or skill (not guaranteed); possible cash advances (if applicable/requested by worker, potential deduction from worker's paycheck). Optional, shared furnished housing available to the worker at a monthly housing rate up to $300.00; if optional housing is agreed upon by the worker, monthly housing rate will be deducted from worker's paycheck incrementally (weekly). Transportation and subsistence will be provided for cost 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.(Currently $16.28 per day and max of $68 with receipts) 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-2A worker (not including passport). Upon completion of the work contract or where the worker is dismissed earlier, employer will provide or pay for worker's reasonable costs of return transportation and subsistence back home or to the place the worker originally departed to work, except where the worker will not return due to subsequent employment with another employer. Any worker who voluntarily abandons employment is not entitled to payment for outbound transportation or the full 3/4s Guarantee described.. ---- Note: In view of the statutorily established basic function of the Employment Service (ES) as a no-fee labor exchange, that is, as a forum for bringing together employers and job seekers, neither the Employment and Trai ing Administration (ETA) nor the State Workforce Agency (SWA)s are guarantors of the accuracy or truthfulness of information contained on job orders submitted by employers. Nor does any job order accepted or recruited upon by the ES constitute a contractual job offer to which the ETA or a SWA is in any way a party;