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AMUSEMENT & RECREATION ATTENDANTS

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Job Details
Job Order Number
8694804
Company Name
First Class Attractions, Inc.
Physical Address
7377 Timberpoint Ct
Fairview, IL 62208
Job Description

9142B F.a.1) SWA JOB ORDER
ONE: Employer Name and Contact Information
Business Name: First Class Attractions, Inc.
Physical Address: 7377 Timberpoint Ct, Fairview Heights IL 62208
Mailing Address: 103 South US Hwy 1, Suite F5-137, Jupiter FL 33477
FEIN: 65-0903035
Employer Job Phone Number: 618-407-3044
Employer Job Email: loreleijuno@gmail.com
Employer Job Web Portal:
TWO: This job opportunity is a temporary, full-time position.
Number of job openings to be filled: 20
THREE: Job Opportunity
Job Title: Amusement & Recreation Attendants, itinerant carnival.
Duties: Perform variety of attending duties at amusement facility. Set-up, tear-down, operate amusement rides, food concessions and/or games.
Minimum Education Required: None.
Minimum Experience Required: None.
Work Hours & Days: Work schedule varies widely, typically 40 H/W Wed-Sun, 1:00PM to 10:00PM.
Anticipated Start Date of Job Opportunity: 1/10/2022
Anticipated End Date of Job Opportunity: 10/29/2022
Other requirements: Post-employment random drug testing and background checks may be required, at no cost to the worker. The job requires the applicant to be qualified, ready, willing, able, and available to perform during the entire employment at all the designated worksites; and to follow workplace rules.
FOUR: Geographic Area of Intended Employment:
Work starts in St Clair County IL with additional work to follow in various locations along an itinerary: Harris County TX; Madison County IL; St Charles, St Louis Counties MO; Franklin, Cumberland Counties IL; Vigo, Madison, Marshall Counties IN; Kankakee County IL; Monroe, Decatur, Tippecanoe, Allen Counties IN; Effingham, Vermilion, Livingston, Will Counties IL; Sullivan, Ripley, Jackson, Morgan Counties IN
Must commute from home at prior worksite, to next worksite. Optional transportation offered by the employer at no cost to the worker.
FIVE: Wage that the employer is offering:
Employer will pay the prevailing hourly wage for each work location, ranging from $9.07 to $12.71, weighted average $11.54 per hour.
Merit increases and/or bonuses may be awarded at employer discretion.
(The wage offer will equal or exceed the highest of the prevailing wage or the Federal, State or Local minimum wage in effect during employment).
SIX: Overtime:
Equal Opportunity, FLSA (13)(a)(3) exempt employer not subject to Federal hourly wage, overtime or recordkeeping requirements. No overtime expected. Overtime, if any, calculated and paid as per applicable regulations.
SEVEN: On the Job Training?
On-the-job training will be provided
EIGHT: Wage Computation.
The employer will use a single workweek as its standard for computing wages due.
NINE: Pay Frequency:
Wages will be paid on a weekly basis.
Due to variability of hours, as a convenience to the workers, a prepayment plan based upon 40 hours of work per week may be available.
TEN: Board, Lodging, other facilities, including fringe benefits.
Optional mobile housing (valued at $175.00 per week) and local convenience travel (valued at $25.00 per week) are available at no cost to the worker.
ELEVEN: Deductions from Pay:
Employer will make all deductions from the worker’s paycheck required by law. In addition, the employer intends to make the following deductions from the worker’s paycheck which are not required by law: NONE
TWELVE: Initial transportation and subsistence.
If the worker completes 50% of the work contract period, employer will, consistent with applicable regulatory requirements, arrange and pay directly for transportation and subsistence. Daily subsistence will be provided either at a rate of $13.17 per day during travel without receipts to a maximum of $55.00 per day with receipts or the applicable USDOL mandated fee in effect on the date of travel.
THIRTEEN: Return transportation and subsistence.
Workers will be provided with or reimbursed for outbound transportation and subsistence consistent with applicable regulatory requirements if the employee completes the period of employment or is dismissed from employment before the end of the period of employment. If transportation is provided, it will be by common carrier land or air conveyance at the option of the employer. Daily subsistence will be provided either at a rate of $13.17 per day during travel without receipts to a maximum of $55.00 per day with receipts or the applicable USDOL mandated fee in effect on the date of travel.
FOURTEEN: Daily Transportation to and from Worksite.
If employee housing is not onsite at the worksite, employer will provide daily transportation to and from housing to the worksite at no cost to the worker.
FIFTEEN: Reimbursement to H-2B worker of visa and other related fees.
H-2B workers will be reimbursed in the first workweek for all visa, visa processing, border crossing, and other related fees, including those mandated by the government (excluding passport fees).
SIXTEEN: Tools, Supplies and Equipment
The employer will provide to the worker, without charge or deposit charge, all tools, supplies, and equipment required to perform the duties assigned.
SEVENTEEN: Application Instructions.
Please inquire about the job opportunity or send applications, indications of availability, and/or resumes directly to the nearest local office of the Illinois Department of Employment Security
Illinois WorkNet Center-American Job Center-Belleville, 7650 Magna Drive Suite#120, Belleville IL 62223 PH: (618) 277-3090; FAX: (618) 277-8420
Applicants can locate their nearest IDES Workforce Office at: http://www.ides.illinois.gov/Pages/Office_Locator.aspx
and can apply for the position here: https://www.illinoisjoblink.illinois.gov
refer to Job Order Number 8694804
EIGHTEEN:
This job order, including its wage and working terms and conditions, is contingent upon prevailing legal interpretations of federal H-2B immigration and FLSA employment law, including Department of Labor and Department of Homeland Security regulations. If any such prevailing law is rescinded, superseded, vacated, or substantially modified, then any affected portion of this job order will be similarly modified.


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