Job Description

9 temporary, full-time housekeepers needed in Farmington, PA, beginning 04/01/2025 and ending 10/31/2025. Clean all guestrooms daily, changing linens, vacuum, mop clean windows, mirrors and all other surfaces, dust. Must be able to lift and carry 50#. Must be able to lift 50# to shoulder height repetitively throughout the working day. Must be 18. Drug/Alcohol/Tobacco Free work zone. The minimum offered wage rate that workers will be paid is $15.63 per hour. No minimum education requirement. On-the-job training not available. Expected working hours are 8am to 4:30pm, Mon-Sun, with irregular hours, some overtime available but not guaranteed. O-T hourly wage is $23.45. Raises, bonuses, and/or incentive pay may be offered at the employer's sole discretion based on individual factors including but not limited to work performance, skill and tenure. Workers must commit to work the entire contract period. The employer guarantees to offer work for hours equal to at least three-fourths of the workdays in each 12-week period of the total employment period. The employer will provide workers at no charge all tools, supplies, and equipment required to perform the job. Workers may be required to submit to random drug and alcohol testing at no cost to the worker. The employer may make authorized deductions for repayment of cash advances or loans; repayment of overpayment of wages to the worker; payment for articles which the worker has voluntarily purchased from the employer; or, recovery of any loss to the employer due to the worker's damage, beyond normal wear and tear, or loss of equipment where it is shown that the worker is responsible. Transportation and subsistence to the place of employment will be provided, or its cost reimbursed, if the worker completes half the employment period. Return transportation will be provided if the worker completes the employment period or is dismissed early by the employer. Employer-provided shared housing available for guest room attendants for $50 per week. Applicants should send resumes to E-D Realty Inc, 101 Skyline Dr, Farmington, PA 15437, email [email protected], or inquire at PACareerLink -- Fayette County, 112 Commonwealth Dr, Lemont Furnace, PA 15456, or the nearest local office of their State Workforce Agency and reference the job order number.

Housekeepers. Clean all guestrooms daily, changing linens, vacuum mop, clean windows, mirrors and all other surfaces, dust. Clean and disinfect bathrooms. Replace consumables in room. Sweep decks, clean tables and walkways outside of room. Empty wastebaskets and transport other trash and waste to designated disposal areas. Wash and dry linens. Keep linens, cleaning supplies and soft goods organized in housekeeping storage areas. Carry linens and supplies to guestrooms and storage areas. Observe precautions required to protect motel and guest property and report damage, theft, and found articles to supervisors. Workers may be requested to submit to random drug and alcohol tests at no cost to the worker. Failure to comply with the request or testing positive may result in immediate termination. All testing will occur post-conditional offer of employment and is not a part of the interview process. Negative result may be required post-hire and before commencing work. Use of personal cell phone or other personal electronic device during working hours strictly prohibited except for work-related calls or emergencies and violation may result in immediate termination. Must be able to lift and carry 50 lbs. Must be able to lift 50 lbs. to shoulder height repetitively throughout the working day. Must be 18 years of age. Drug/Alcohol/Tobacco free work zone. Must commit to work the entire contract period.

The employer will make the following deductions from the worker's wages: FICA, Medicare and income taxes as required by law. The employer may make authorized deductions required by law; made under a court order; that are for the reasonable cost orfair value of board, lodging, and facilities furnished that primarily benefit the employee (if applicable) (board, lodging or other facilities are optional to the workers); that are amounts paid to third parties authorized by the employee or a collective bargaining agreement; repayment of cash advances or loans; repayment of overpayment of wages to the worker; payment for articles which the worker has voluntarily purchased from the employer; recovery of any loss to the employer due to the worker's damage, beyond normal wear and tear, or loss of equipment where it is shown that the worker is responsible. No deduction not required by law or primarily for the benefit of the employer will be made that brings the worker's hourly earnings below the highest of the prevailing wage, federal minimum wage, State minimum wage, or local minimum wage in effect at the time work is performed.

Workers will be paid biweekly in cash or negotiable instrument payable at par. The payment will be finally and unconditionally and "free and clear". The employer will use a single workweek as its standard for computing wages due. On or before each payday employer will furnish workers one or more written earnings statements, which contain, at a minimum, (i) total earnings for the pay period; (ii) hourly rate and/or piece rate of pay; (iii) hours of employment offered to the worker (showing offers in accordance with the 3/4ths guarantee separate from any hours offered over and above the guarantee); (iv) hours actually worked by the worker; (v) itemization of all deductions from or additions to the worker's wages; (vi) if piece rates are used, the units produced daily; (vii) beginning and ending dates of the pay period; and, (viii) the employer's name, address and FEIN, all in compliance with 20 CFR 655.20(i).

For those workers recruited from outside the area of intended employment who are not reasonably able to return to their residence each day, transportation and subsistence expenses will be reimbursed by the employer consistent with 20 CFR 655.20(j)(1). The amount of the transportation payment will be the most economical and reasonable common carrier transportation charge for the distances involved. The amount of the daily subsistence payment shall be no less than the maximum meal charge under 20 CFR 655.173(a), which is currently $15.88 per day up to $59 per day, until date of publication of an annual adjustment notice in the Federal Register. These arrangements apply only to workers who are recruited from outside the area of intended employment who are not reasonably able to return to their residence each day. If during the course of the certification period, there is administrative, legislative or judicial action inconsistent with employer's obligations disclosed hereunder, then, and in that event, the employer reserves the right to follow the new employer obligations as soon as they become effective.

For an alien admitted to work for the employer under an H-2B temporary visa, the employer will reimburse the alien worker on the regularly scheduled payday at the end of the first workweek after the worker arrives at the place of employment to commence work for the employer, all visa, visa processing, border crossing, and other related fees (including those mandated by the U.S. government) incurred by the H-2B worker, but not for passport expenses or other charges primarily for the benefit of the worker, in compliance with 20 CFR 655.20(j)(2).

The employer agrees to abide by the H-2B regulations at 20 CFR part 655, subpart A. The employer adopts and incorporates by reference all required assurances and obligations set out at 20 CFR 655.18 and 655.20. To the extent there is any discrepancy between this job ord

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