Experience Inc. Jobs

This job was posted by https://www.vermontjoblink.com : For more information, please see: https://www.vermontjoblink.com/jobs/1223934

Vermont Structural Slate Inc. Job start date is 04/01/2025 and ends 12/31/2025. The job is for 9 full-time - temporary positions. The hourly work schedule is from 7:30 A.M. to 4:00 P.M. Monday through Friday. Workers will set up, operate, or tend machines that cut, slice, hone, or drill slate stone including honing. Press buttons, and pull levers to start and operate cutting, slicing, honing, and drilling machines. Start machines to verify setups and make any necessary adjustments. 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. A single workweek will be used to compute 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 Vermont 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. 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). In determining the appropriate amount of reimbursement for meals for less than a full day, the employer may provide for meal expense reimbursement, with receipts, up to 75 percent of the maximum reimbursement for meals, or \$ 44.25. The employer may arrange and pay for the transportation and subsistence directly, advance at a minimum the most economical and reasonable common carrier cost of the transportation nd subsistence to the worker before the workers departure, or pay the worker for the reasonable costs incurred by 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 from employment for any reason by the employer before the end of the period, and the worker has no immediate subsequent H-2B employment, the employer\ must provide or pay at the time of departure for the workers cost of return transportation and daily subsistence from the place of employment to the place from which the worker, disregarding intervening employment, departed to work for the employer. If the worker has contracted with a subsequent employer that has not agreed in the job order to provide or pay for the workers transportation from the employers worksite to such subsequent employers worksite, the employer must provide or pay for that transportation and subsistence. If the worker has contracted with a subsequent employer that has agreed in the job order to provide or pay for the workers\ transportation from the employers worksite to such subsequent employers worksite, the subsequent employer must provide or pay for such expenses. The amount of the transportation payment must be no less (and is not required to be more) than the most economical and reasonable common carrier transportation charges for the distances involved. If applicable, employer will provide transportation, at no cost to the worker, to