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Sierra Grapevine Inc Wreath Roller in El Dorado, Arkansas

This job was posted by : For more information, please see: Wreath Roller. 15 temporary/full-time positions with Sierra Grapevine Co from 4/1/2021 - 11/1/2021.Workers select quality vines for wreaths, and utilize pruning shears to cut grapevine, honeysuckle, and muscadine vines from trees at ground level. Workers use pruning shears to adjust vines to specific wreath sizes and then tie and shape vines into specific and varied wreath arrangements for retail customers. Load wreaths onto trailer for transport to storage area/buyer. Entry level; requires supervision.Must lift/carry 50 lbs. when necessary and frequently work on hands and knees. Saturday and Sunday work required, when necessary.On-the-job training will be provided to the worker.JOB LOCATION:6085 Hwy 82 W Crossett, AR 71635 and multiple worksites within Union and Ashley counties. Employer will offer daily transportation to and from the worksite from a centralized designated pick-up place at no cost to workers. Use of this transportation is voluntary. Employer provides incidental transport between job sites. WAGE INFORMATION:Wage rate is no less than $11.59 per Hour. Overtime hours vary at: $17.39 per Hour. Raises and/or bonuses may be offered to any worker in the specified occupation, at the company's sole discretion, based on individual factors including work performance, skill, and tenure. A single workweek will be used to compute wages due. The payroll period is weekly. Workers are paid by check on Tuesday. The standard work schedule is from 7:00 AM until 3:30 PM, Monday through Friday.Employer will offer 40 hours per week. Employer may offer more than the stated work hours, depending on weather, business needs, and other conditions. Extreme heat, cold, rain, or drought may affect exact working hours.Employer makes all payroll deductions required by law. Employer does not envision other workforce-wide payroll deductions. Voluntary deductions must be pre-authorized in writing and may include the following: Voluntary advances and/or loans made to workers, if any, may be repaid by pre-authorized payroll deductions. Employer pays in advance or reimburses workers in the first workweek for all government-mandated and visa-related fees (excluding passport fees). For non-local workers (i.e., residing outside normal commuting distance), employer reimburses inbound travel costs no later than upon completion of the first half of the contract (the 50 percent point). Inbound travel includes transportation costs from worker's permanent residence or place of recruitment to the place of employment, a daily subsistence for meals, and reasonable lodging costs, if applicable. Subsistence reimbursements based on rates specified in the Federal Register (currently $12.68 per day minimum, or $55.00 per day maximum for workers with acceptable receipts). Transportation reimbursements based on worker's actual cost, not to exceed the most economical common carrier transportation costs for distances involved. Employer provides or pays outbound travel costs to same workers upon completion of the contract period or early dismissal, except where the worker has subsequent employment. Employer guarantees to offer hours equal to at least three-fourths of the workdays in each 12-week period of the total contract period, beginning with the first workday after the worker arrives at the place of employment and ending on the contract end date or any extension thereof. Employer may count all hours worked, as well as any hours offered within the standard work schedule that a worker chooses to not work, up to the maximum number of daily hours on the job order.Workers who voluntarily abandon employment are not entitled to payment for outbound travel costs or the full three-fourths period guarantee described above.Employer will provide without charge all tools, supplies and equipment necessary to perform duties assigned. If needed, employer intends to assist foreign and non-local U.S. workers hired pursuant to this job order to secure optional worker-paid lodging not to exceed reasonable fair market value cost based on number of occupants. Housing-related expenses are paid directly to facility owner/operator and are not payroll deducted.