Orlando amusement park employers must complete the DOL's recruitment process before submitting the temporary labor certification application. The required steps include posting the job with Florida's State Workforce Agency and conducting at least two additional forms of outreach to U.S. workers. Employers must keep records of every recruitment step, including copies of job postings and any applications received. Workers who applied and were determined to be unqualified or unavailable must be documented with the specific reason for each determination. DOL reviewers scrutinize these records carefully, and a recruitment record that appears incomplete or inconsistent with the employer's claimed inability to find U.S. workers can result in a certification denial.
The prevailing wage for each position is determined by the DOL based on the specific job duties and the Orlando area wage data for comparable roles. Amusement park positions cover a range of skill levels, and the prevailing wage will vary accordingly. The employer must offer and pay at least the prevailing wage to both H-2B workers and any U.S. workers hired into the same positions during the certification period. An amusement park worker visa lawyer helps Orlando employers understand their wage obligations before the certification is filed, since unexpected wage requirements can affect the employer's overall cost projections for the season.
