This job was posted by https://idahoworks.gov : For more information,please see: https://idahoworks.gov/jobs/2149935 Grade, sort and packonions. Hand top and tail onions as well as peel onions. OntarioPartners LLC, 719 Morgan Ave, Ontario, OR 97914. (04/01/2024 -12/31/2024). 55 Fulltime temporary worker. No education, No experience.40 hrs/wk @ \$12.83/hr, 7:00 am to 3:30 pm varies, M-Sa, 0-10hrs @\$19.25/hour OT.

　　*Necessary tools, supplies, and equipment provided at no charge.

　　Transportation provided to and from work sites from central meetingpoint. Multiple worksites in Payette County, ID. Workers will be paidweekly 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 nearestoffice of the SWA in the State: Idaho Department of Labor @ 4514 ThomasJefferson St. Caldwell, ID 83605 208-364-7781

　　Wage Rates, Special Pay Information, and Deductions

　　The offered wage in the job order equals or exceeds the highest of theprevailing wage or Federal minimum wage, State minimum wage, or localminimum wage. The employer must pay at least the offered wage, free andclear, during the entire period of the contract. Workers will be paidweekly 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 ID State, the only deductions that can be taken fromworker pay are:

　　1. Those required by law, such as Social Security, income tax, andgarnishment of wages; and

　　2. Those that benefit workers and are authorized in writing, such aslife insurance, or a savings account.

　　Any other deductions are illegal.

　　If, before the expiration date specified in the job order, the servicesof the worker are no longer required for reasons beyond the control ofthe employer due to fire, weather, or other Act of God, or similarunforeseeable man-made catastrophic event (such as an oil spill orcontrolled flooding) that is wholly outside the employer\'s control thatmakes the fulfillment of the job order impossible, the employer mayterminate the job order with the approval of the CO. The employer mustmake efforts to transfer the H-2B worker or worker in correspondingemployment to other comparable employment acceptable to the worker andconsistent with the Immigration and Nationality Act, as applicable. If atransfer is not affected, the employer must return the worker, at theemployer\'s expense, to the place from which the worker (disregardingintervening employment) came to work for the employer, or transport theworker to the worker\'s next certified H-2B employer, whichever theworker prefers.

　　On or before each payday the employer will provide to each worker in oneor more written statements the following information: (1) the worker\'stotal earnings for each workweek in the pay period; (2) the worker\'shourly rate and/or piece rate of pay; (3) for each workweek in the payperiod the hours of employment offered to the worker; (4) for eachworkweek in the pay period the hours actually worked by the worker; (5)an itemization of all deductions made from or additions made to theworker\'s wages; (6) if piece rates are used, the units produced daily;(7) the beginning and ending dates of the pay period; and (8) theemployer\'s name, address and FEIN.

　　The employer guarantees to offer work for hours equal to at least 3/4 ofthe workdays in each 12- week period of the total employment period.

　　Transportation, Subsistence, and Fees

　　Employer agrees to reimburse inbound transportation and subsistenceexpenses (\$15.46 per day minimum, without receipts, to a maximum of\$59.00 per day, with receipts) from the place from which the worker hascome to work for the employer, wheth r in the U.S. or abroad, to theplace of employment if the worker completes 50 percent of the period ofemployment 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 reasonable common carrier cost ofthe transportation and subsistence to the worker.

　　If the worker completes the period of employment covered by the joborder (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, the employermust provide or pay at the time of departure for the worker\'s cost ofreturn transportation and daily subsistence from the place of employmentto the place from which the worker, disregarding intervening employment,departed to work for the employer. If the worker has contracted with asubsequent employer that has not agreed in the job order to provide orpay for the worker\'s transportation from the employer\'s worksite tosuch subsequent employer\'s worksite, the employer must provide or payfor that transportation and subsistence. If the worker has contractedwith a subsequent employer that has agreed in the job order to provideor pay for the worker\'s transportation from the employer\'s worksite tosuch subsequent employer\'s worksite, the subsequent employer mustprovide or pay for such expenses.

　　The amount of the transportation payment must be no less (and is notrequired to