mpj
Mid-Missouri
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Joined: 09/27/2004
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My post is primarily directed to Employers. Workampers are welcome to respond as long as they have positive input. This post is to get input as we reexamine our workamper package.
Some workampers do not believe that campground owners are not all rich or that we struggle to make ends meet each month. Some believe that they should have the profit - because we charge so much for the nightly sites. Some do not understand the expenses we have as campground owners - in addition to the mortgage. Some workampers do believe that owners own the park, and not the bank. We have had very few workampers (who have worked for us) who really understand the situation.
We advertise for 15 hours for site with additional hours paid, yet we get applicants who want 40 hours each, all paid hours plus a free site and perks. Or they are looking for a management position. None of which we advertised for.
As a result, we are re-examining our package. This year we had 3 couples accept a position, yet when we sent the work agreement, it was never returned and they never responded to our phone calls or emails. Because of this, we are working with a very short staff - myself and one other lady in the office and 2 workers for restrooms and pool. We do not want this situation again. When we are tired - or any of the staff is tired, jobs do not get done properly and the customer does not get served as he should.
Therefore, we are asking employers to tell us what workamper package you have that works for you (and maybe what doesn't). If workampers respond, we would like to here what you consider a reasonable workamper package - the one you would apply for.
We look forward to hearing from you. Thank you in advance for your input.
mpj
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DianneOK
Donnelly, ID
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Joined: 03/19/2004
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I will step up to the plate.
As a workcamper and also a cg manager, I can speak from both viewpoints. Our current position is very fair, as far as I am concerned. We work 11 hours a week for site, utilities, etc, until the seasonal rate for the site is reached. Then all hours are paid. Perks are many which include golf, pools, discounts in the cafe, store, etc. River trips, dinners out, concerts, are all included, plus a terrific area. Wages vary according to experience and senority.
I feel this is fair. It will not support a family, but then, we are not trying to do that. It gives us a great place to spend time, keeps us busy and helps the bottom line. We have made wonderful friends who are more like family and meet many fine folks.
I know there are those who will disagree with my viewpoint. Having owned small businesses for over 30 years, I am intimately familiar with the concerns of cg owners. Most are operating on a very slim line, and if they are fair with me, I will support and be fair with them.
Moderator Note:
Please keep this thread positive. I will not tolerate bashing or thrashing or "labor organizers". If you don't like what the OP is asking, don't respond.
DianneOK, moderator
Dianne
Donnelly, ID
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trop-a-cal
Palm Coast Fl
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Let's face it what you do when you trade off work for site is Illegal. You are bypassing the worker compensation laws and employment taxes. Many don't want the trade, they want cash on the books, so they don't get cought between you and the law.
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The Texan
Summer: A Cool Climate Winter: A Warm Climate
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From a pure workampers perspective, I will respond. We look at it as a way to subsidize our travels and at the same time be treated in a fair manner. We would like to know right up front, what your offer is, so we can make an intelligent decision. We expect to pay a nominal fee for our site and utilities, but not more than the lowest seasonal rate you charge your regular guest. Take that rate, divide it by the minimum wage and that will give you a base of hours per week for site. All hours worked above that, are to be paid at or above the minimum wage rate, with the possibility of an end of season bonus for the completion of the required season. Establish the minimum/maximum number of paid hours that you will allow, in the initial contact, not weeks later when you send the work agreement, so we now have the information needed to think about your offer. DO NOT tell the workamper after they arrive, that you expect them to contribute X number of volunteer hours on Saturday and Sunday to serve special meals to the guest, on which you make a good profit, as one CG did to us. We feel it is a two way street, as the CG would have to hire the work done at the prevailing rate, but we're willing to bring our experiences and good work ethics to you for basically the minimum state wage, as long as you treat us with the respect we feel we deserve.
Bob & Betsy - USN Ret'd '78 & FL LEO Ret'd '03 
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wayne_tw
South Dakota/Georgia
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Joined: 07/21/2007
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trop-a-cal wrote:Let's face it what you do when you trade off work for site is Illegal. You are bypassing the worker compensation laws and employment taxes. Many don't want the trade, they want cash on the books, so they don't get cought between you and the law.
WRONG WRONG WRONG!!! I suggest you refer to the IRS rules as well as state laws. When the site is provided as a condition of employment, then it is not subject to taxes. Most states do not require workers compensation for employers with less than 10 employees.
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cm
Dillon, CO USA
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Joined: 08/01/2002
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"Most states do not require workers compensation for employers with less than 10 employees."
You need to check this very closely. Colorado, for example, the requirement can be as small as one employee.
Also for the employers as well as the workers the "independent contractor situation can be very complex. Simply saying the worker is an independant contractor does not always work and is not always legal.
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Dennis Henderson
Crystal River, Florida
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The problem seems to be that your financial needs as a park owner are to have people work only for their site. But you are not getting workampers to accept your offer, or they accept but then don’t show up…
Your post on this forum from 4/22/08 offering work to workampers was for the most part clear and concise in what you wanted and offered to workampers:
“Osage Beach RV Park / Lake of the Ozarks
We just received notice that one of our workampers will not be able to make it this season. If there are any workampers out there who are still looking for a position, please read the following and contact us. RV Park at the Lake of the Ozarks needs retired, friendly people w/ computer skills, & willing to work. For 15 hrs/wk/couple worker receives FHU / CATV / WIFI, free laundry, propane, & store discount. Pay over 15 hours/wk/couple. A ROS2006 office. Gen. maint. & restrooms, 4 days/week (May 1 - Oct 15). Send current resume & photo of self & rig: Osage Beach RV Park, 3949 Campground Ln., Osage Beach, MO 65065. Or call 573-434-3445. Email: info@osagebeachrvpark.com Thank you for your interest.”
Although you do state that 15 hours a week would go toward the site, you do not indicate how many additional hours the workamper can expect.
You also said that 3 couples who initially accepted the position(s) ultimately never responded leaving you in the lurch for the season.
While there is no excuse for them not notifying you of their intent to decline the offer, apparently either another better offer came up or they simply weren’t happy with your offer after all.
If many folks respond to your offer with counter offers—suggesting higher wages, more hours, more responsibilities—what’s wrong with that? They are apparently partly interested in your offering but are trying to negotiate to make it work for them.
If you truly do not want to be contacted with counter offers, then you may need to state “terms non-negotiable” in your ads.
We have over 8 successful years as workampers and personally would never respond to your ad because we will never work for a site. We believe it is to the owner’s advantage to have us on site while we work, and for that reason the site should be complimentary. So for us, all hours must be paid and the site must be completely complimentary. We have no problem finding great places and great people to work for both winter and summer that meet those requirements.
Now, if you have 100% occupancy every night of the season, why not fill your park with paying guests and hire local people to work for you?
If you do not have 100% occupancy, what does it cost you to give the site to the workampers and pay them for the hours worked? The peace of mind that comes with having a full and happy staff and fewer headaches and a lighter work load for you may be worth the cost of those few extra paid hours.
You will have a more competitive and attractive offer for the workampers out there.
You know, in the real estate market, if a house hasn’t sold, the price is too high. If your positions aren’t being filled, the offer is not attractive enough.
Best of luck to you in finding a solution to your problem.
Dennis and Cindy Henderson
Fulltiming, currently at Crabtree Meadows at milepost 339 on the Blue Ridge Parkway in North Carolina
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mammy1111
Maine
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Joined: 01/30/2008
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We did our first camp host/workamping this past May. We were fine with just having our site free. We worked 16 hours per week, combined and we had to be present at the campground on Friday and Saturday nights. It was very easy for both of us. My biggest complaint was that the webpage for our campground said there was a full hookup site for the camp hosts NEW IN 2008! So, we expected that. The regular sites there only had electric. We had a beautiful site but no sewer or water. We weren't told that our FHU site wasn't finished or available for us until 2 days before we left from home to go to that assignment. Our plans were made and so we went anyway. But, it was a real pain to go to the sewer every week or so....and we don't really like using our little portable tank. We also had to fill our water tank and lug extra water several times a week. We have a travel trailer and we had to take everything down and move to the dump station every week.
On future assignments, we will be very clear right up front that we expect what is promised.
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jamesf3254
Sioux Falls, SD, USA
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Joined: 08/29/2004
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We have been workamping since 1999. We never have paid more than $30 a week for our site, and never accept a position that does not pay for every hour. Most positions we have accepted if they do charge for a site, return the site rent at the end of the season as a contract completion thank you. By living on site, we are available to assist when the "fat is in the fire," and feel this is part of our responsibilities by living on site. We also make sure that any hours over 40 are time and half. Site wise, all we want are electric, water, and sewer. These offers of free cable and use of the pools and hot tubs just dont interest us or add to the value of our site.
Jim/Judy Fagan
2002 Windsor
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firedude
On the road
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Joined: 01/21/2003
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wayne_tw wrote:WRONG WRONG WRONG!!! I suggest you refer to the IRS rules as well as state laws. When the site is provided as a condition of employment, then it is not subject to taxes. Most states do not require workers compensation for employers with less than 10 employees.
This is incorrect information. If you are working a volunteer position say for a state park and for your VOLUNTEER time you are compensated for your site it is NOT taxable or even a requirement to report such and no 1099 is issued as well. As long as said position requires you to live on site to fulfill your VOLUNTEER position the IRS and most if not all states have no requirements to report such.. Irregardless the number of employees.
I'd as lo like to point out that if you volunteer for a state or government agency they are required by law and do provide workers compensation irregardless of the number of employees.
Please obtain proper and accurate information from the appropriate agencies when accepting a position.
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