Campus Pride Jobs

This job was posted by https://www.kansasworks.com : For more information, please see: https://www.kansasworks.com/jobs/13133343

Mowing, trimming, raking, mulching, clean-up, maintain garden tools and equipment. (04/01/2025-12/31/2025). 6 Fulltime temporary workers. Boresows Lawn Enforcement, LLC, 5695 Clare Rd, Shawnee, KS, 66226. No education, 2 month landscape maintenance experience. 40 hrs/wk @ \$19.60/hr, 7:30 am to 5:30 pm M-F, OT 0-20 hrs/wk@ \$ 29.40/ hr.\ \ Transportation provided to and from work sites from central meeting point. Multiple worksites in Johnson and Jackson County, KS. Workers will be paid Bi-weekly using a single workweek as a standard for computing wages due.

Applicants will inquire about the job opportunity or send applications, indications of availability, and/or resumes directly to the nearest office of the SWA in the State: Johnson County Workforce Center, 8535 Bluejacket Street Lenexa, KS 66214-1656, 913-577-5900.

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 localminimum 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 workers paycheck required by law will be made. No deductions will be made which reduce a workers wages below therequired rate. In KS 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 theemployer due to fire, weather, or other Act of God, or similar unforeseeable man-made catastrophic event (such as an oil spill or controlledflooding) that is wholly outside the employer\'s control that makes the fulfillment of the job order impossible, the employer may terminate the joborder 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 notaffected, the employer must return the worker, at the employer\'s expense, to the place from which the worker (disregarding interveningemployment) 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\'stotal 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 periodthe hours of employment offered to the worker; (4) for each workweek in the pay period the hours actually worked by the worker; (5) anitemization of all deductions made from or additions made to the worker\'s wages; (6) if piece rates are used, the units produced daily; (7) thebeginning 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 theplace 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 reasonablecommon 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 fromemployment for any reason by the employer before the end of the period, and the worker has no immediate subsequent H-2B employment, theemployer must provide or pay at the time of departure for the worker\'s cost of return transportation and daily subsistence from the place ofemployment to the place from which the worker, disregarding intervening employment, departed to work for the employer. If the worker hascontracted with a subsequent employer that has not agreed in the job order to provide or pay for the worker\'s transportation from the employer\'sworksite to such subsequent employer\'s worksite, the employer must provide or pay for that transportation and subsistence. If the worker hascontracted with a subsequent employer that has agreed in the job order to provide or pay for the worker