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.

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 sub