Restaurant Cooks - TEMPORARY 4/1/2020 - 10/31/2020
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Point Clear, AL 36564
Point Clear, AL, USA
The Grand Hotel Golf Resort & Spa, Autograph Collection, 1 Grand Blvd., Point Clear AL, 36564 9 temporary, full-time Cooks from 4/1/20 – to 10/31/20 in Point Clear, AL. No minimum education required. 3 months hotel/resort Restaurant Cook experience required. On the job training provided. To produce consistently high-quality food products according to the menu or assigned specials in a timely, organized manner; ensure a high level of sanitation and safety at all times. Minimum 35, up to 40 hours per week. Open 7 days a week. Multiple 8-hour shifts, with 30 minute unpaid relief period, vary between 5am – 12am. Typical shift is 8am – 4:30pm. Hours and shifts may vary based on business needs. $13.49/hr. Employer may increase wage based on experience and/or provide additional pay for performance and tenure. Overtime may be available, but not guaranteed at $20.24/hr. A single workweek will be used to compute wages due. Pay received bi-weekly. Employer will make all deductions from the worker’s paycheck required by law and deduct approved cost of housing if worker elects. Optional employee shared housing, approximate rate $102.50 per week including utilities. $200 deposit, $150 refundable upon final inspection. Daily transportation provided to/from housing/worksite. One meal provided during shift at approximately $3.50 and will deduct if worker elects. Employer will provide worker at no charge all tools, supplies, and equipment required to perform job. Required uniform provided. 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. 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). If worker completes half the employment period, arrange and pay directly for the worker for transportation and subsistence from the place of recruitment to the place of work. Upon completion of the employment period or where the worker is dismissed early, the employer will provide or pay for worker’s reasonable costs of return transportation and subsistence back home or to the place the worker originally departed to work, except where the worker will not return due to subsequent employment with another employer or where the employer has appropriately reported a worker’s voluntary abandonment of employment. The amount of transportation payment or reimbursement will be equal to the most economical and reasonable common carrier for the distances involved. Daily subsistence will be provided at a rate of at least $12.46 per day during travel to a maximum of $55 per day with receipts. If necessary, employer will reimburse worker within first pay period for approved cost of meals and lodging at the applicable exchange rate, not to exceed reasonable costs. Receipts must be submitted. All applicants must be able to work a five day work week most weekends/holidays required. Applicants must complete an employment application. Pre-employment criminal background check and pre-employment, post-injury or incident drug test required, cost paid by employer. Must be minimum of 18 years of age. Must be able to regularly lift and/or move up to 50 pounds. Inquire about the job opportunity or send an application and/or resume, indicating availability, to Alabama State Workforce Agency Office Foley Career Center, 200 West Michigan Avenue, Foley, AL 36535, 251-943-1575 or apply online at joblink.alabama.gov EOE/M/F/D/V
All applicants must be able to work a five day work week most weekends/holidays required. Applicants must complete an employment application. Pre-employment criminal background check and pre-employment, post-injury or incident drug test required, cost paid by employer. Must be minimum of 18 years of age. Must be able to regularly lift and/or move up to 50 pounds.
High School or better in HS Diploma/GED
- Licenses & Certifications
Food/Bev Handler Card
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or © consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35©
Posted: February 7, 2020