Landscape Laborer / Gardener

Employer Name

Monarch Landscaping WA, LLC

d/b/a Northwest Landscape Services, NLS, Signature Landscape Services

Address

5210 State Rte. 532, Stanwood, WA 98292

Contact Person

Robert Jackson

Email

h2b@monarchlandscape.com

Phone Number

(800) 613-0291

JOB INFORMATION

WORK TYPE

Title:

Landscape Laborer / Gardener

Temporary - Full Time

# Of Openings:

5

Hours per week:

40

Months Experience:

n/a

Shift:

varies

Education Requirement:

n/a

Start Date:

4/1/2026

End Date:

10/15/2026

Job Duties/Responsibilities:

Landscape or maintain grounds of property using hand or power tools or equipment. Workers typically perform a variety of tasks, which may include any combination of the following: sod laying, mowing, trimming, planting, watering, fertilizing, digging, raking, sprinkler installation, and installation of mortarless segmental concrete masonry wall units.

Job Requirements/Qualifications:

n/a

General Job Specifications:

Disclosure of work contract:

Employer will provide a copy of this document to any H-2B worker, in a language understood by the worker as reasonable per 20 CFR 655.20(I), no later than the time at which the worker applies for the visa, or for a worker in corresponding employment, no later than the day work commences.

Full Season Commitment: The worker agrees to the job offer to be available for work every day that work is available for the full period of employment starting 4/1/2026, ending on 10/15/2026.

Days/Hours/Schedule:

Workers will be required to work either four ten hour days or five eight hour days per week depending on business need. Shifts may range from Monday to Saturday.

Wage Rates and Special Pay Information:

Workers will be paid no less than $23 per hour. Overtime may be offered at $34.50 per hour after 40 work hours in a given week. Employees may be eligible for bonuses and additional incentive pay based on performance or company policy.

The payroll period shall be BI-WEEKLY The employer shall use a single workweek as its standard for computing wages due.

Deductions, benefits, and other details about pay:

The employer will make the following deduction from the worker’s wages: FICA Taxes, Federal income tax if required, other deductions expressly authorized or required by state or federal 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, long-distance telephone charges, recovery of any loss to the employer due to the worker’s damage (beyond normal wear and tear) and any other deductions expressly authorized by the worker in writing.

Housing/Lodging Accommodations:  

The employer will not provide housing for the workers. However, the employer will facilitate housing arrangements on an as needed basis, which may include favorable rates at certain hotels.

Tools & Equipment:

The Employer will provide to the worker, without charge or deposit charge, all tools, supplies, and equipment required to perform the duties assigned, in accordance with CFR 655.20(k).

Transportation:

Workers will arrive to main location at the start of the day, and travel to worksites within Skagit, Island, and Whatcom counties in the state of Washington. Workers will be taken back to main location at the end of the workday.

Inbound:

Per CFR 655.20(j)(1)(i) the employer will either provide or reimburse the worker for transportation and subsistence from the place from which the worker has come to work for the employer, whether in the U.S. or abroad, to the place of employment if the worker completes 50 percent of the period of employment covered by the job order (not counting any extensions).

The employer will reimburse the H-2B worker in the first workweek for all visa, visa processing, border crossing, and other related fees, including those mandated by the government, incurred by the H-2B worker.

Outbound:

For workers that complete the contract period or are dismissed early by the employer, the employer will arrange and pay for the transportation and subsistence directly, advance at a minimum the most economical and reasonable common carrier cost of the transportation and subsistence to the workers before the worker’s departure or pay the worker for the reasonable cost incurred. The amount of the transportation payment will be no less (and is not required to be more) than the most economical and reasonable common carrier transportation charges for the distance involved. The rate of reimbursement for subsistence during transportation is $16.28 per day if no receipts are offered, up to a maximum of $68.00 per day if the Worker presents receipts as specified in 20 CFR 655.122(h)(1) and 20 CFR 655.173(a). Employer will provide or pay for reasonable lodging accommodations when applicable. 

Closing Date/Deadline:

The closing date of the job order is: 3/11/2026

How to Apply:

Applicants should inquire about the job opportunity or submit applications and/or resumes directly to their nearest State Work Force Agency (SWA).

Applicants may apply at the nearest WorkSource/SWA office:

2005 E College Way, Mount Vernon, WA 98273, (360) 416-3600.

The WorkSource Staff will appraise applications of the material terms and conditions of the employment and will only refer applicants for employment if the applicant indicates that he or she is qualified, able, willing, and available for employment.

The employer will not hire undocumented or fraudulently documented workers.

The employer is an equal opportunity employer; all qualified eligible U.S. workers are encouraged to apply for these jobs during the positive recruitment period and up to 21 days prior to the date of need.

Workers referred by SWA’s should be fully apprised by the local employment office of the terms, conditions, and nature of employment prior to referral.

Upon hiring, employees must present original document or documents that establish identity and employment eligibility as required by the INA. Employees who do not comply with this requirement by the end of the third workday will not be permitted to continue employment. Company policy requires employees to mediate/arbitrate disputes, following federal and state law as recently enunciated in the U.S. Supreme Court decision Epic Systems Corp. v. Lewis (2018). This does not preclude workers from filing complaints with appropriate state and federal agencies.