Job Information
United Clearing Services Ground Person in Waco, Texas
United Clearing Services, LLC- Waco Texas is seeking to fill 5 temporary, full-time Tree Ground Person positions for peak load employment from 04/01/2025 to 11/30/2025.
Ground Person duties include ground-level trimming, pruning, and raking of shrubs and trees using hand or power tools and equipment. Workers typically perform a variety of tasks, which may include any combination of the following: Prune or trim trees, shrubs, or hedges, using shears, pruners, or chain saws. Use hand tools such as rakes, pruning saws, pruning poles, electric clippers, hedge or brush trimmers. Clean up limbs and leaves using a leaf blower and shredding of larger tree branches with a brush chipper. Must be able to lift, push, pull, or carry objects up to 50lbs when necessary.
Employer-paid drug testing is required for all employees, both domestic and foreign, prior to starting work, on a random basis during employment, if there is reasonable suspicion of use, and following any workplace incidents. Employment eligibility for all workers will be verified through E-Verify.
The employer will offer 35 hours of work per week, Monday through Friday, from 7:00 AM to 3:00 PM. The schedule may be adjusted based on weather conditions, including extreme heat, cold, heavy rain, lightning, low visibility, natural disasters and operational needs. This may result in additional hours or occasional days off due to adverse weather. Work on Saturdays and Sundays may be required, Workers may be eligible for holiday pay and double time, subject to specific conditions.
Workers are needed to begin work on April 1, 2025, through November 30, 2025.
Work will be performed in 3600 Franklin Ave, Waco, TX 76710 and multiple worksites including the counties of Falls and McLennan.
Workers will earn no less than $16.11 per hour. Returning workers and those with more experience may be offered a higher wage, based on their qualifications and prior experience, without affecting the pay rates for local workers under the same conditions. Overtime hours, which may vary depending on weather or other conditions, will be paid at $24.17 per hour. Raises and/or bonuses may be offered at the company's discretion, based on factors such as performance, skills, and tenure. The employer will provide on-the-job training.
The employer will use a single workweek as its standard for computing wages due. The payroll period is weekly. Workers will be paid on Friday by check.
The employer will make all deductions from the workers paycheck required by law. Any deductions must be preauthorized in writing by the employee and clearly communicated in advance, including the specific amount and method of calculation. Voluntary deductions, such as those for health insurance or cafeteria plan participation, are only permissible if the employee explicitly agrees, and must not reduce the employees wages below the applicable federal, state, or prevailing wage rate for the position. Additionally, if an employee separates from employment before completing 60 days, any costs related to employment-related testing may be deducted from their final paycheck, provided the deduction is preauthorized and does not cause the final wage to fall below the required minimum or prevailing wage rate.
If requested, the employer will arrange optional lodging for domestic non-local workers and cover the initial cost upfront while the workers get settled. The lodging cost will then be deducted from the employee's wages over time, not exceeding fair market value based on the number of occupants. These deductions will not result in wages falling below the required minimum wage. Housing or lodging costs paid directly to the landlord or property owner from the non-local workers will not be deducted from the employee's payroll.
The employer will reimburse workers for transportation and subsistence, including a daily meal allowance and, if necessary, reasonable lodging, for travel from the recruitment site to t e place of employment.
For domestic non-local workers, the employer will provide or reimburse transportation costs to the place of employment from their place of recruitment and will reimburse daily subsistence, including reasonable lodging, once the worker completes 50% of the work period (unless paid in advance). Daily subsistence during travel will be provided at a rate of at least $15.88 per day, up to a maximum of $59.00 per day, with receipts.
Upon completion of the work contract or where the worker is dismissed earlier, the employer will provide or pay for workers reasonable costs of transportation and subsistence back home or the place from which the worker departed to work for the employer, except where the worker will not return due to subsequent employment with another employer or where the employer has appropriately reported a workers voluntary abandonment of employment.
All transportation costs, including inbound and outbound travel, will be based on the most economical and reasonable common carrier available for the distance traveled. The employer will reimburse the H-2B worker in the first workweek for all visa, visa processing, border crossing, and other related fees, excluding passport fees.
Workers are responsible for their daily transportation to and from the designated pick-up location at the primary worksite. The employer will provide transportation between all worksite locations in compliance with all applicable Federal, state, and local laws and regulations.
The employer will provide all tools, supplies, equipment, and company shirts required to perform the job at no charge to the workers.
The employer guarantees to offer work for at least three-fourths (3/4) of the workdays in each 12-week period of the total employment, starting from the worker's first day of employment and continuing until the last day the job order and any extensions are in effect
The employer may count unworked hours (up to the job order maximum) when the worker was offered work, as well as all hours worked, including voluntary overtime, to meet the guaranteed employment hours for each 12-week period. Workers who voluntarily abandon the job, are terminated for cause, are employed by another employer, are not entitled to the 3/4 rule guarantee.
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