Champion Greens,Inc. is now hiring for seasonal Helpers -Production Workers.Employment starting 10/15/2023, ending on 12/15/2023.Champion Greens, Inc

604 NW West Street Chehalis WA 98532

championgreens@comcast.net 

Marrissa Cornia Lopez (360)560-4975

Job Information Work Type

Title:  Helpers-Production Workers Temporary/Full Time: Temporary

# Of Openings: 11 Hours per Week: 40 Hours

Months Experience: 0 Shift: 7am-3pm

Education Requirement: None

Start Date: 10/15/2023

End Date: 12/15/2023

Job Duties/Responsibilities:

Perform duties of lesser skill, i.e. measure evergreens with measuring device, i.e. tape measure and cut with cutters to appropriate length. Tie evergreens into bundles for further processing. Transfer raw materials, finished product, and/or tools to storage, workstations, warehouses, or trucks via pallet jacks or conveyor. Quality control throughout product process through to finished goods. Pack appropriate cartons with finished goods. Notify support team of equipment malfunctions or the need for maintenance. Keep track of items produced and report this information to the production manager. Keep work areas clean and clear of debris. On-the-job training available.

Job Requirements/Qualifications:

Must be able to lift 75lbs.

General Job Specifications: 

Disclosure of work contract: Employer will provide a copy of this document to any H-2B worker, in a language understood by the worker as reasonable per 20 CFR 655.20(I), no later than the time at which the worker applies for the visa, or for a worker in corresponding employment, no later than the day work commences. 

Full Season Commitment: The worker agrees to the job offer to be available for work every day that work is available for the full period of employment starting 10/15/2022, ending on 12/15/2022.

Varying shifts: 40 hrs/wk, Mon-Fri, 7am-3pm.

Workdays may begin/end earlier or later on any given day depending on season demands or weather conditions. Workers may be requested to work additional hours, weekends, holidays, and the Sabbath depending on need. 

At the sole discretion of the employer, workers may be required to submit to a post hire drug test, paid by the employer. Positive results or refusal to take the test may result in immediate termination.

Any worker found to have a criminal conviction, DWI, commits serious acts of misconduct, refuses to follow instructions, violates work rules, fails to perform job duties in a competent manner, or other lawful job-related reasons will be subject to termination.

Workers who have a clean driving record and insurable driver's license may be required to drive company vehicles. 

Wage Rates and Special Pay Information: 

(Employers may utilize the bullets below or free form, but must ensure all assurances are included) 

Workers will be paid no less than $15.94 per hour. Overtime may be offered at $23.91 per hour.The payroll period shall be Bi-Weekly. The employer shall use a single workweek as its standard for computing wages due.At a minimum, both domestic and foreign workers will earn the prevailing hourly wage; however, the employer may choose to pay experienced workers, regardless of origin, more than the required minimum wage rate. Raises and/or bonuses may be offered to any worker, at the employer’s sole discretion, based on work performance, skill, or tenure.The Employer will provide sick leave to employees. The employee will accrue paid sick leave at a minimum rate of 1 hour for every 40 hours worked.  Employees are entitled to use accrued paid sick leave beginning on the 90th calendar day after the start of their employment, and sick leave will be paid at the employee’s normal hourly rate.  Unused paid sick leave of 40 hours or less will be carried over to the following year for those workers returning to employment with the employer.Employer will offer the worker employment for a total number of work hours equal to at least three fourths of the workdays of each 12-week period, if the period of employment covered by the job order is 120 or more days, or each 6-week period, if the period of employment covered by the job order is less than 120 days.

Deductions, benefits and other details about pay: 

The employer will make the following deduction from the worker’s wages: FICA Taxes, Federal income tax if required, other deductions expressly authorized or required by state or federal law, cash advances and repayment of loans, repayment of overpayment of wages to the worker payment for articles which the worker has voluntarily purchased from the employer, long-distance telephone charges, recovery of any loss to the employer due to the worker’s damage (beyond normal wear and tear) and any other deductions expressly authorized by the worker in writing.Employer may charge the worker for reasonable costs related to the worker’s refusal or negligent failure to return any property furnished by the employer or due to such worker’s willful damage or destruction of such property.The employer will deduct a portion of worker’s compensation premium from workers’ pay as specified in Washington law at RCW 51.61.140.The employer will withhold from the employee’s wages the maximum amount for the portion of employee premium required under WA State RCW 50A.04, Paid Family and Medical Leave Program.

Housing/Lodging Accommodations:  

The employer will not provide housing or arrange housing for the workers. However, the employer will facilitate worker to find housing arrangements. 

Tools & Equipment: 

The Employer will provide to the worker, without charge or deposit charge, all tools, supplies, and equipment required to perform the duties assigned, in accordance with CFR 655.20(k).

Transportation: 

Work in Lewis County. Daily transportation to worksite provided.

If the worker lives outside of normal commuting distance, employer will reimburse the transportation/subsistence from the place from which the worker has come to work for the employer to the worksite once the worker completes 50% of the work contract.

Inbound: 

Per CFR 655.20(j)(1)(i) the employer will either provide or reimburse the worker for transportation and subsistence 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 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-2B worker. 

Outbound: 

The employer will arrange and pay for the transportation and subsistence directly, advance at a minimum the most economical and reasonable common carrier cost of the transportation and subsistence to the workers before the worker’s departure or pay the worker for the reasonable cost incurred. The amount of the transportation payment will be no less (and is not required to be more) than the most economical and reasonable common carrier transportation charges for the distance involved. The rate of reimbursement for subsistence during transportation is $14.00 per day if no receipts are offered, up to a maximum of $59.00 per day if the Worker presents receipts as specified in 20 CFR 655.122(h)(1) and 20 CFR 655.173(a). Employer will provide or pay for reasonable lodging accommodations when applicable. 

Closing Date/Deadline

The closing date of the job order is Date: 09/24/2022

How to Apply:

Applicants may apply at the nearest WorkSource/SWA office (151 NE Hampe Way, Chehalis, WA98532, 360-748-2162.). The WorkSource Staff will appraise applications of the material terms and conditions of the employment and will only refer applicants for employment if the applicant indicates that he or she is qualified, able, willing, and available for employment.

Applicants should inquire about the job opportunity or submit applications and/or resumes directly to their nearest State Work Force Agency (SWA). 

The employer will not hire undocumented or fraudulently documented workers.

The employer is an equal opportunity employer; all qualified eligible U.S. workers are encouraged to apply for these jobs during the positive recruitment period and up to 21 days prior to the date of need. 

Workers referred by SWA’s should be fully apprised by the local employment office of the terms, conditions and nature of employment prior to referral. Upon hiring, employees must present original document or documents that establish identity and employment eligibility as required by the INA. Employees who do not comply with this requirement by the end of the third workday will not be permitted to continue employment.