This job order is placed in connection with a concurrent H-2B labor certification application.
This job opportunity is a bona fide, F/T temporary position for 34 Housekeeper/Maids from 3/30/2026 to 10/15/2026 with Quin Blair Enterprises, Inc. 1701 Sheridan Ave , Cody, WY 82414 (307) 587-3654 x661 Perform any combination of light cleaning duties to maintain hotel rooms in a clean and orderly manner. Duties include making beds, replenishing linens, cleaning rooms and halls, vacuuming, sort dirty linen, fold and sort clean linen, record damaged or stained linens. May operate washers and dryers after appropriate training. Must be hard working, detail-oriented with a great attitude when working with others. Workers are expected to clean 13 rooms per day cleaned to our inspection standard; approximately 1 room every 30 minutes. Lift/carry up to 50 pounds 35 hours per week; 08:00 AM - 03:00 PM Mon-Sun; work extended daily hours and weekends are required. Days and shifts will vary. Workers will work 5 days a week with weekends required Employer paid drug test is Post Accident New hires only - employer paid post hire criminal background check. No experience/education. 4 day(s) on the job training provided. $16.75 per hour;$25.13/OT; overtime is not guaranteed but if worked rate is paid at time and a half per hour above 40 hours per week. Raise/bonus at employer's discretion. Opportunity for higher pay based on experience/performance. A single workweek will be used in computing the wage due. Payday is Bi-Weekly on Payday is on the 8th and 22nd of the month.. Shared housing available to only seasonal full-time employees, not offered to non-employees. Employees may make their own arrangements at their own expense. If they opt to live in employer provided housing rent (utilities included) charged at $75.00/week. Employer may deduct for reasonable housing cost based on number of occupants for workers who voluntarily elect to live in employer-offered housing. Deductions: all deductions required by law, cash advances and repayment of 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, and any other reasonable deductions expressly authorized by the worker in writing. No deduction not required by law will be made that brings the workers hourly earnings below the FLSA Federal statutory minimum wage.Return transportation and daily subsistence paid or provided if worker completes employment period or is dismissed early by employer. Outbound transportation is paid/provided at most economical and reasonable common carrier transportation rates for distances involved, where applicable.
Employer will reimburse the H-2B worker in the first workweek for visa, visa processing, border crossing, and other related fees, including those mandated by the government, incurred by the H-2B worker (but need not include passport expenses or other charges primarily for the benefit of the worker). The employer provides at no charge all required tools, supplies and equipment required to perform the job. Inquire or send applications/resumes, to nearest job service location or directly to the office at the Cody Workforce Center, 1026 Blackburn Avenue, Suite 1, Cody, WY 82414-8464; (p) 307-587-4241 Contact employer directly at: hr@blairhotels.com (307) 587-3654 For eligible workers, the Employer will reimburse inbound travel costs not already paid in advance no later than the 50 percent of the work period (or with the first paycheck if applicable under FLSA). Inbound travel includes transportation costs from worker s permanent residence or place of recruitment to the place of employment, a daily subsistence for meals, and reasonable lodging costs, if applicable. Transportation reimbursements based on worker s actual cost, not to exceed the most economical common commercial carrier transportation costs for distances involved. The employer reserves right to assist in coordinating transportation. Workers who do not avail themselves of such available transportation will be reimbursed only the per worker cost of arranged transportation or most economical and reasonable common commercial carrier transportation cost for distances involved, whichever is less. Workers are free to make own inbound transportation, assuming all liability and hold harmless employer for any damages, injuries, personal or property losses. Subsistence reimbursements based on rates specified in the Federal Register Daily (currently $16.28 per day minimum, or $68 per day maximum for workers with acceptable receipts)....higher in certain locations based on local or state wage requirements.-_The Company is an equal opportunity employer as well as a government contractor that shall abide by the requirements of 41 CFR 60-300.5(a), which prohibits discrimination against qualified protected...
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