We have over 500 Landscapers workers today   READY TO TRAVEL to your country  and available for your company from Brazil.
Please , try us!

Whats/Telegram  5511 9 4858 2000

advert@catererbrazil .com.br = post your job adverts for free

Is your landscaping business in need of dependable and skilled temporary workers?

We provide dedicated perfectionists who will treat your landscaping projects with the care and skill your clients expect. From sprinkler installation to laying sod, forestry to fertilization.

 Brazilians landscaping workers will meet your demands on time

Landscaping Services:

• Equipment Operation Staffing
• Fertilizer/Pesticide Application Staffing
• Forestry Staffing
• Horticulture Staffing
• Irrigation Staffing

• Landscape Construction Staffing
• Groundskeeping Staffing
• Powerwashing Staffing
• Sprinkler Installation Staffing
• Sod Installation Staffing

• Snow Removal Staffing
• Mowing and Trimming Staffing
• Turf Maintenance Staffing
• ... And much more!

Try us!

How A Temporary Agency Can Help Seasonal Staff Employment

For many businesses, there are certain times of the year when things get much busier. Of course, for any business, a busy time is good, but only if you have the ability to handle that increased workload. If you don’t, the busy period may have many unintended effects, including overtime, stressed employees, and possibly even errors creeping in that dissatisfy clients and customers as you struggle with a workload you are unable to handle.

In cases where you have a busy season, one great alternative to simply “bracing for the worst” is to use seasonal staffing agencies to help fill out the roster. Seasonal employment can be a flexible and efficient solution that helps your company a variety of different ways.

No Overtime
When you have your employees work long past official hours, you end up paying more. If you want to avoid overworking your permanent employees and paying the overtime that comes with it, SEASONAL EMPLOYMENT can definitely help in this regard.

With more people getting work done during the day, there’s no longer any need to keep your permanent staff on the job any longer than they need to be. A company that always finds itself needing to do work after hours is a company that needs help!

Less Administration
When you bring on new employees, two things can’t be avoided, training those employees and doing the required paperwork. The administration aspect can involve entry into human resources, handling payroll and other necessary activities, but with seasonal staffing agencies, the agency itself can manage the bulk of these duties. You just have to concentrate on introducing the new hires to what they need to do while enjoying more simplified, streamlined administration because the agency handles the rest.

Avoid Lengthy Hiring Time
When you’re looking for the right new permanent employee, you need to take all the usual security precautions, as well as make sure that this new person will be a good fit for the corporate culture you have at your company. With seasonal employment, it’s the staffing agency that does the work, sorting through potential candidates based on security, aptitude and the other requirements you may have. You just give your needs to the agency, and let them do the hard work of finding the right person for the jobs you have available.

More Flexibility
When you need to add more workers, or even reduce the workers available, it’s much easier to do so with a seasonal workforce. This isn’t the same as extensive hiring and then going through a dismissal or lay off process. You simply add or subtract staff as required with the STAFFING AGENCY, and let them handle the rest. It’s a much more efficient way to handle the numbers you need during the season keeping your downtime and paperwork to a minimum

We have been supplying staff of all level for 31 years to USA,Canada,UK, Europe and Middle East markets.

Hospitality,Landscaping,Health ( Caregivers, Nurses, Dentists, Doctors) ,IT,Office,Shops, Spas, Beauty Salons, Parks,Cruises , Factories , Domestic , Housekeepers  and Engineers.

Careers in the landscape and gardening industry in the United States.
 

Each year, the landscape industry hires 300,000 men and women for careers that positively impact families, their communities and the environment.

The H-2B program allows U.S. employers or US agents who meet specific regulatory requirements to bring foreigners to the United States to fill temporary non-agricultural vacancies. A US employer, or US agent, as described in the regulations, must file Form I-129, Petition for Nonimmigrant Worker, on behalf of a prospective worker.

WHO CAN QUALIFY FOR H-2B CLASSIFICATION?

To qualify for the H-2B non-immigrant classification, the petitioner must establish that:

There are not enough American workers capable, willing, qualified and available to do temporary work.
Employing H-2B workers will not adversely affect the wages and working conditions of US workers employed in the same way.
Your need for services or labor for the prospective worker is temporary, regardless of whether the underlying job can be described as temporary. The employer's need is considered temporary if it is one (n):
 

Single occurrence - A petitioner who claims a single occurrence must show that he has:
A job situation that is otherwise permanent, but a temporary short-term event has created the need for a temporary worker.
No employees employed to perform the service or work in the past, and will not need workers to perform the services or work in the future;
 

Seasonal need - A petitioner who claims a seasonal need must show that the service or job for which he seeks workers is:
Traditionally linked to a season by an event or pattern; and
Recurrent in nature.
Note: You cannot claim a seasonal need if the period of time when you do not need the service or labor is: Unpredictable;Subject to change; or Considered a vacation for its permanent employees.
 

STAY PERIOD

Generally, the USCIS may grant an H-2B rating up to the time allowed in the temporary work certification. The H-2B rating can be extended to qualified jobs in increments of up to 1 year each. A new valid temporary work certification covering the requested time must accompany each request for an extension. The maximum period of stay in the H-2B classification is 3 years.

A person who has maintained H-2B non-immigrant status for a total of 3 years must leave and remain outside the United States for an uninterrupted period of 3 months before seeking readmission as an H-2B non-immigrant. In addition, the previous time spent on other H or L classifications counts towards the total time of H-2B.

H-2B WORKER FAMILY

Any spouse of the H-2B worker and unmarried children under the age of 21 can apply for admission to the H-4 non-immigrant classification. Family members are not eligible for employment in the United States, while in H-4 status.