Find & Apply For Entertainment / Recreation Attendant Jobs in Arlington, Texas

Between $12.58 and $14.03 Per Hour (Will discuss with applicant) Position range in Tarrant County $9.20 - $13.87 Per hour Amusement Attendant Amusement Productions, LLC

Occupation:

Amusement and Recreation Attendants

Location:

Arlington, TX - 76010

Job Type:

Temporary, Full Time (30 Hours or More), Medium-term Employment, Other, see job description Shift

Posted:

07/03/2026 Positions available: 45

Source:

WorkInTexas

Web Site:

WorkInTexas Onsite /

Remote:

Work onsite all of the time

Updated:

07/28/2026

Expires:

09/10/2026

Agency Job ID:

TWC-175613

Job #: 17036446 Job Requirements and Properties Help for Job Requirements and Properties. Work Onsite Full Time Schedule Full Time Job Type Temporary Duration Medium-term Employment Hours 35 Hours Per Week Help for . Traveling Amusement Attendant at amusement establishment. 45 temporary full-time jobs 10/1/26 - 3/31/27 Job opportunity Job duties: Erect, takedown, attend & maintain equipment; collect tickets/fees; make change; assist patrons.

Job qualifications:

Must be able to lift 50 pounds. Heavy lifting and physically mobile required. Travel to all locations required and provided by employer. No education or experience required. On-the-job training provided. Work hours Hours, schedule, and days vary widely. Typically, Wed-Sun, 4pm - 11pm. Often 35-45 hours per week, may go up to 45 hours per week. Work needs (i.e., hours, days, schedule, location, and work positions) vary. Work needs subject to industry practice and are not guaranteed per day, per week, per schedule, per location, or per worker, e.g., rainouts, brief periods without scheduled events, event dates and hours set by agreement with sponsor and subject to change (based upon adverse weather, hours of operation, day of the week, attendance, size of the event, school schedules, amount of equipment in operation, staffing, etc.), and unforeseen cancellations. In the event of approved, overlapping events, work needs may cause workers to be adjusted. Job requirements Post-employment random drug testing and background checks may be required by employer at no cost to the worker. The job requires the applicant to be qualified, authorized, ready, willing, able, and available to perform during the entire employment at the designated worksites under adverse weather; enter into and comply with any employment contract and housing lease; follow workplace, grievance, and housing rules. The grievance procedure requires workers to report any threats to or failure to satisfy working terms and conditions; and meet job performance standards. Work outside in all weather. The job requires the applicant to obtain and show proof of all necessary government authorizations to work this job, such as an H-2B worker visa for foreign workers. Any H-2B worker visa will be issued by the United States consulate in the home country, and after which the applicant will be regarded as recruited at that time and place. Must cooperate with and complete job application and interview, and any supplied information must be truthful and complete. Must comply with grooming requirements and dress code. Must be willing to work up to 7 days/week. Subject to discharge for cause. Travel requirements Season starts at 1634 New York Ave, Arlington, TX 76010, Tarrant County, TX. Extensive travel to all events required and provided through Bexar, Jefferson, and Tarrant counties, TX. Must commute from home at prior worksite to next worksite, and optional spot-to-spot transportation provided by employer at no cost to the worker. Wage information Offered wage varies, $12.58 - $14.03/hour. Employers discretion to pay a higher wage rate throughout the route is available for wage credit. Extra hours (straight time). Employer does not pay overtime premium for extra hours when not required by applicable law. No overtime premium will be paid except as explicitly stated herein because no such provision is currently known to apply to our operating conditions. Benefits Optional mobile or other housing ($125/week) at employers discretion. The employer will pay the cost of housing to the extent such cost would reduce the pay below the offered (straight) wage rate for the areas of intended employment, but is otherwise available for wage credit and/or deduction above the offered (straight) wage rate, or any lesser amount to the maximum extent not prohibited by law. Commuting service (varies), local convenience travel ($25/week) and food or meals (varies) for wage credit and/or deduction at employers discretion, or any lesser amount to the maximum extent not prohibited by law. Daily commuting not provided. Wages calculated by single workweek, paid weekly. Earning statements made available by hard copy, on request, or digitally. Merit/performance/bonus/sick/supplemental pay/retention/tenure/pre-pay/tips pay/savings program/wage increases based on market conditions/leaves of absence/rounding up of work hours at employer's discretion. The employer may make authorized payroll deductions required by law; made under a court order; that are for the reasonable cost or fair value of optional board, lodging, and facilities that the employer is not obligated to provide, primarily benefits the employee (if applicable), and is authorized by the employee or a collective bargaining agreement; for repayment of cash or pay advances, loans, or draws; for repayment of overpayment of wages to the worker; for payment for articles which the worker has voluntarily purchased from the employer; at employees voluntary request; for housing cleanup fees, for recovery of any loss to the employer due to the workers damage to, beyond normal wear and tear, or loss of property or equipment where it is shown that the worker is responsible; for recovery of reasonable costs related to the workers refusal or negligent failure to return any property furnished by the employer or due to such workers willful damage or destruction of such property. Reimbursement If not paid in advance by employer or his agent, H-2B workers reimbursed via paycheck in the 1st workweek for all visa, visa processing, border crossing, and other related fees, but not for passport expenses or other charges primarily for the benefit of the worker. If required by valid and controlling law, necessary, reasonable, the most economical, substantiated by receipts, and authorized, then transportation, meals, and lodging to 1st worksite paid and arranged by employer, and return transportation provided if the worker completes the employment or is dismissed early. Employer does not pay return travel if the worker terminates early or undertakes subsequent employment with another employer. In country travel reimbursed no later than after worker completes 50% of the season and presents documentation. Unless otherwise agreed in writing, whenever the worker is outside of the United States and applying for an H-2B visa, the place of recruitment as well as the place from which the worker came or from which the worker departed to work is the time when and city where the worker is authorized to receive a visa from the consulate and becomes legally eligible to work for the employer. Unless subsistence is otherwise available from the carrier, daily subsistence will be provided at a rate of $16.78 per day during travel to a maximum of $68 per day with receipts. Reimbursement of travel or visa expenses is available for wage credit and/or deduction, or any lesser amount to the maximum extent not prohibited by law. Contingencies and Compliance Issues Necessary tools, supplies, equipment, and uniform provided at no charge. This job order, including its wage and working terms and conditions, is contingent upon prevailing U.S. immigration and 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 the parties will re-negotiate in good faith any affected term. Unique laws govern this job opportunity and all applicants should be aware of them before accepting a position. You and you alone must determine whether this job opportunity is and remains acceptable. You are encouraged to review governing DHS and

DOL H-2B

program requirements, both of which are available online. For your consideration, under DHSs regulations, H-2B workers whose employment relationship with the employer ceases or who live at addresses off of the employers itinerary may be required to re-register within 10 days with DHS or face imprisonment and a fine. H-2B workers who are extending may be required to file Form AR-11, Alien Change of Address, and H-2B workers who are adjusting status may be required to process through a consulate. Under governing DHS and DOL regulations, employer must report to DHS and DOL, and retains the discretion to report to other agencies, when an H-2B workers employment relationship ceases without employers consent during the season. The employer does not have the authority or the ability to deport workers. Contact info To apply, send applications, indications of availability, and/or resumes directly to the nearest office of the Texas State Workforce Agency, Workforce Solutions Greater Dallas-Grand Prairie, 801 S State Highway 161, Ste 500, Grand Prairie, TX 75051, telephone 972-264-5881. Reference Job Order 17036446 or contact Jennifer Johnson at Info.

Amusementproductions@gmail.com about the job opportunity. Notice to SWA This job order is placed in connection with a future application for H-2B workers.