ONE: Employer Name and Contact Information
Business Name: Sun Valley Rides, LLC.
Physical Address: 11411 North 91st Avenue, #90, Peoria, AZ 85345
Mailing Address: 7558 W Thunderbird Road, PMB 1-620, Peoria, AZ 85381
FEIN: 86-0935407
Employer Job Phone Number: 602-363-2677
Employer Job Email: svrcarnival@gmail.com
Employer Job Web Portal: N/A
TWO: This job opportunity is a temporary, full-time position.
Number of job openings to be filled: 35
THREE: Job Opportunity
Job Title: Amusement & Recreation Attendants-Carnival.
Duties: Perform variety of attending duties at amusement facility. Set-up, tear-down,
operate amusement rides, food concessions and/or games.
Minimum Education Required: None.
Minimum Experience Required: None.
Work Hours & Days: Work schedule varies widely, typically 40 H/W Wed-Sun, 1:00PM
to 10:00PM.
Anticipated Start Date of Job Opportunity: February 17, 2022
Anticipated End Date of Job Opportunity: October 31, 2022
Other requirements: Post-employment random drug testing and background checks may
be required, at no cost to the worker. The job requires the applicant to be qualified,
ready, willing, able, and available to perform during the entire employment at all the
designated worksites; and to follow workplace rules.
FOUR: Geographic Area of Intended Employment:
Work starts in Peoria, AZ with additional work to follow in various locations along an
Peoria, Maricopa Co. AZ; Phoenix, Maricopa Co. AZ; Casa Grande, Pinal Co. AZ;
Sacaton, Pinal Co. AZ; Sierra Vista, Cochise Co. AZ; Douglas, Cochise Co. AZ; Benson,
Cochise Co. AZ; Thatcher, Graham Co. AZ; Sedona, Yavapai Co. AZ; Yuma, Yuma Co.
AZ; Prescott Valley, Yavapai Co. AZ; Flagstaff, Coconino Co. AZ; Winslow, Navajo Co.
AZ; Pinetop-Lakeside, Navajo Co. AZ; St. Johns, Apache Co. AZ; Nogales, Santa Cruz
Co. AZ; Glendale, Maricopa Co. AZ; Las Vegas, San Miguel Co. NM; Las Vegas, Mora
Co. NM; Raton, Colfax Co. NM; Portales, Roosevelt Co. NM; Hatch, Dona Ana Co.
NM; Laramie, Albany Co. WY; Alamosa, Alamosa Co. CO; Pueblo, pueblo Co. CO;
Littleton, Jefferson Co. CO; Calhan, El Paso Co. CO; Eagle, Eagle Co. CO; Rifle,
Garfield Co. CO; Castle Rock, Douglas Co. CO; Lamar, Prowers Co. CO; Rocky Ford,
Otero Co. CO.
Must commute from home at prior worksite, to next worksite. Optional transportation
offered by the employer at no cost to the worker.
FIVE: Wage that the employer is offering:
Mobile Entertainment Employer will pay the variable hourly prevailing wage ($9.96 to
$16.15, Weighted Itinerant Average $13.55) per hour.
Merit increases and/or bonuses may be awarded at employer discretion.
(The wage offer will equal or exceed the highest of the prevailing wage or the Federal,
State or Local minimum wage in effect during employment).
SIX: Overtime:
Equal Opportunity, FLSA (13)(a)(3) exempt employer not subject to Federal hourly
wage, overtime or recordkeeping requirements. No overtime expected. Overtime, if any,
calculated and paid as per applicable regulations.
SEVEN: On the Job Training?
On-the-job training will be provided.
EIGHT: Wage Computation.
The employer will use a single workweek as its standard for computing wages due.
NINE: Pay Frequency:
Wages will be paid on a weekly basis.
Due to variability of hours, as a convenience to the workers, a prepayment plan based
upon 40 hours of work per week may be available.
TEN: Board, Lodging, other facilities, including fringe benefits.
Optional mobile housing (valued at $75.00 per week) and local convenience travel
(valued at $25.00 per week) are available at no cost to the worker.
ELEVEN: Deductions from Pay:
Employer will make all deductions from the worker’s paycheck required by law. In
addition, the employer intends to make the following deductions from the worker’s
paycheck which are not required by law: NONE
TWELVE: Initial transportation and subsistence.
If the worker completes 50% of the work contract period, employer will, consistent with
applicable regulatory requirements, arrange and pay directly for transportation and

subsistence. Daily subsistence will be provided either at a rate of $13.17 per day during

travel without receipts to a maximum of $55.00 per day with receipts or the applicable
USDOL mandated fee in effect on the date of travel.
THIRTEEN: Return transportation and subsistence.
Workers will be provided with or reimbursed for outbound transportation and
subsistence consistent with applicable regulatory requirements if the employee completes
the period of employment or is dismissed from employment before the end of the period
of employment. If transportation is provided, it will be by common carrier land or air
conveyance at the option of the employer. Daily subsistence will be provided either at a
rate of $13.17 per day during travel without receipts to a maximum of $55.00 per day
with receipts or the applicable USDOL mandated fee in effect on the date of travel.
FOURTEEN: Daily Transportation to and from Worksite.
If employee housing is not onsite at the worksite, employer will provide daily
transportation to and from housing to the worksite at no cost to the worker.
FIFTEEN: Reimbursement to H-2B worker of visa and other related fees.
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).
SIXTEEN: Tools, Supplies and Equipment
The employer will provide to the worker, without charge or deposit charge, all tools,
supplies, and equipment required to perform the duties assigned.
SEVENTEEN: Application Instructions.
Please inquire about the job opportunity or send applications, indications of availability,
and/or resumes directly to the nearest local office of the Arizona Department of
Economic Security Employment Services, 1840 N. 95th Ave, Ste 160, Phoenix, AZ 85037,
or at the nearest State Workforce Agency office which can be found online at
(https://egov.azdes.gov/eol/) Attn: Desirae Diaz, note job order: 4706382
This job order, including its wage and working terms and conditions, is contingent upon
prevailing legal interpretations of federal H-2B immigration and FLSA employment law,
including Department of Labor and Department of Homeland Security regulations. If
any such prevailing law is rescinded, superseded, vacated, or substantially modified, then
any affected portion of this job order will be similarly modified.