Our team is the foundation of our success. This guide covers the benefits available to support you and your family.
Benefits may change at management’s discretion as business needs evolve. We’ll give advance notice when possible and communicate changes through team meetings and written updates. We’re committed to a safe, respectful workplace and review our benefits regularly to keep them competitive.
Questions about a benefit, eligibility, or enrollment? Contact the Management Team via WhatsApp — we encourage open communication, so reach out anytime something isn’t clear.
As a Green Garden Landscaping team member, you have access to:
Washington State-mandated sick time for illness, injury, or medical appointments
Earned time off for rest, relaxation, and personal needs
Employer-sponsored retirement savings
Company-provided gear and ongoing safety education
Opportunities for skill advancement and certifications
Note: Eligibility requirements and details for each benefit can be found on their dedicated sheets within this guide.
All field employees are required to wear work boots on every job site — no exceptions. Steel-toe or composite-toe boots are strongly recommended for maximum protection against slips, falling tools, and other hazards.
The company will reimburse up to $100 per pair with a valid proof of purchase receipt, once per season. This benefit is available to all eligible employees.
This benefit is available to employees who have completed their first 90 days with the company. Employees currently in their probationary period or within their first 90 days of employment do not qualify for this or any other company benefits until that period is completed.
Once you hit 90 days, you’re in.
Portions of total cost can be covered per approved training in landscaping, horticulture, irrigation, or related fields. This will be on a case by case basis.
Examples:
The Company may reimburse employees for approved education certificates relevant to their role, upon submission of valid proof of payment.
Reimbursement is contingent upon the employee remaining employed with the Company for a minimum of twelve (12) months from the date of reimbursement.
If the employee voluntarily resigns or is terminated for cause before completing the twelve (12) month period, the employee will be required to repay the full reimbursed amount. Repayment may be recovered from the employee in accordance with applicable law.
Opt-Out Preference Signal Honored — we detected your browser's Global Privacy Control and opted you out of the sale/sharing of your information.
We use cookiesWe use cookies to improve your experience and for analytics. By continuing you agree; you can opt out anytime. Privacy policy.
Choose which cookies we may use. You can change this anytime.