[LawnsRUsInc.]

What do you guys start out your employees for lawn care at. Iam in the midwest so i understand that it might be different per location. But i had 3 spanish guys that spoke no english maybe a couple words, fill out an application asking for $9-10 an hour they said that they worked for other companys doing lawns and landscape construction. I thought that might be to high please help me out with some feed back on what yours start at.

Thanks

 

[lawnman_scott]

$8

 

[Runner]

One thing youp have to ask, is if these guys were making 9-10 bucks an hour working for other companie(S), then wht is the reason that they are looking for new jobs at this time of year. Also, (notice how I put the plural s in capital) if they have gone through jobs like that, what is the reason for THAT? These guys might not be worth the gas to send 'em back across the border. Ask them for references of their former employers, and see what they say. It would probably be entertaining just for their reaction. To answer your question, many around here use a "training wage for a week or two, of say artound sixish, then they bump up to 7-10 dollars depending on the experience.

 

[LawnsRUsInc.]

due to the lack of rain around here lawns have not been growing so the only work one 10 hour day a week quote on quote. They cant speak english my other employees are bilingual. I wont have a probelm with hours but that just seems high. My other employees are american that can speak both spanish and english.
Thanks

 

[NNJLandman]

unexperience I would say $8.00, but if they do have experience start em at $10 then if they are responsible and do good work raise it to $12.

 

[EagleLandscape]

it also depends on how much work they are getting done in an hour. I'm going to be payingmy guys $3 per yard we do (keep in mind we arent doing those larger northern lots. we will be doing 5-7 yards an hour. SO their work isn't based on how much time they spend, but actually on the work. And since you bill people by the service, and not by the hour, why pay employees by the hour?

I'd pay the guys 50 bucks an hour if they got it all done in one single hour, what is their service worth to you?

 

[proenterprises]

I applied for my first job working for a lco back when I was 13. I was hired and earned 6.00 for the first year, went back the next year and made 7.00. Was told I did excellent work and was very reliable.

Next summer I applied elsewhere, looking for a job which I could run a machine and make a little more (8-9 an hour) I worked for this lco for 1 year, weedwacking for the first year (occasionaly run a machine) and made 8.00.

This past summer, worked for the same (2nd lco) and both ran a machine and weedwacked. made 8.00 for the first 30 days then made 9.50.

I was told that I have a guarenteed position next summer for 10.00 with a 90 day raise.

 

[lawnman_scott]

Originally posted by jwingfield2k
it also depends on how much work they are getting done in an hour. I'm going to be payingmy guys $3 per yard we do (keep in mind we arent doing those larger northern lots. we will be doing 5-7 yards an hour. SO their work isn't based on how much time they spend, but actually on the work. And since you bill people by the service, and not by the hour, why pay employees by the hour?

I'd pay the guys 50 bucks an hour if they got it all done in one single hour, what is their service worth to you?

Your going to be paying your guys $18-21 an hour? With a couple 21 inch mowers, and a homelite blower??

 

[proenterprises]

i certainly WOULD NOT.....dude your runnign pushmowers and a homelite...i dont think you can pay that

 

[GLAN]

I do not recall the incident


I can not answer on the grounds that what ever I might say may incriminate me

 

[kels]

Why not a % of gross

 

[CMerLand]

Originally posted by jwingfield2k
. SO their work isn't based on how much time they spend, but actually on the work. And since you bill people by the service, and not by the hour, why pay employees by the hour?
[/B]

Uhhhh, cause the IRS says you have too? You better check with your local labor laws to confirm the legality of paying for production vs an hourly rate and have the records to back up your claim if someone comes after you a few years later looking for back pay and overtime.

Employees are on the clock from the moment they show up at your appointed location and until you release them from work. The labor board doesnt want to hear about your downtime, or travel time or your equipment maintenance time, they want to see that you paid your guy for all hours work plus any overtime.

 

[GLAN]

If paying a percentage of the lawn as he states $3 a lawn.


Then that can fall into the catagory of "subcontractor" That will mean that individual would have to have his own workmans comp and disability or the GC (employer) is responsible for it.


If someone told me I was getting paid $3 a lawn I would turn around and walk away. How do I know if I might be left to do a lawn by myself and it takes an hour and only make $3. Or even 2 lawns in the hour.

Seems to me if the boss ran off to get lunch or get supplies or what ever I would not work while he is gone.

 

[wriken]

start out at 7 per hour.

 

[gravedigger5]

Uhhhh, cause the IRS says you have too? You better check with your local labor laws to confirm the legality of paying for production vs an hourly rate and have the records to back up your claim if someone comes after you a few years later looking for back pay and overtime.

You could pay them a minimum wage per hour, then "x" amount on top of that for each yard completed. Kind of like a bonus. You could even penalize their bonus if you received a complaint on a yard, that would encourage them to do a good job along with wanting to get as many done as possible in a day. We have this at my machinist job, $xx.xx per hour plus a percentage bonus for making over a set amount of parts in a set amount of time with a penalty for scrap or damage. The amount of bonus would have to be substantial enough to motivate your worker to want to finish his or her day earlier, because they would be working less hours.
There are a lot of variables here but might be worth trying. Marc

 

[promower]

If I paid by the lawn I would fear my employees would race through them to make more money and things would get missed or just an overall poor job.

 

[lawnman_scott]

Originally posted by CMerLand
Uhhhh, cause the IRS says you have too? You better check with your local labor laws to confirm the legality of paying for production vs an hourly rate and have the records to back up your claim if someone comes after you a few years later looking for back pay and overtime.

Employees are on the clock from the moment they show up at your appointed location and until you release them from work. The labor board doesnt want to hear about your downtime, or travel time or your equipment maintenance time, they want to see that you paid your guy for all hours work plus any overtime.

Does this include salaried and commisioned employees? I have never seen where the irs says employees have to be paid hourly.

 

[craigs lawncare]

Originally posted by jwingfield2k
it also depends on how much work they are getting done in an hour. I'm going to be payingmy guys $3 per yard we do (keep in mind we arent doing those larger northern lots. we will be doing 5-7 yards an hour. SO their work isn't based on how much time they spend, but actually on the work. And since you bill people by the service, and not by the hour, why pay employees by the hour?

Using this method also seems like you are opening your self up for a poor rush job by your employees.
Your crew is going to be piling in the truck as fast as it can to speed off to the next lawn without noticing they didn't finish blowing off the sidewalk or finish trimming around the front porch etc. etc.
I would pay them hourly, then reward them in other ways such as from positive customer feed-back and so-on.

Craig

 

[SWD]

As noted from the posts, different areas of the US have different labor pay standards.
My idea would be to speak with other LCO's in your area and set up a comparable pay rate.