Agenda 11/10/2025 Item #16B 7 (Agreements for Invitation for Qualification No. 25-8373, “Irrigation Contractors,” to Hannula Landscaping and Irrigation, Inc., Superb Landscape Services, Inc., and P & T Lawn & Tractor Service, Inc.)11/10/2025
Item # 16.B.7
ID# 2025-4479
Executive Summary
Recommendation to award Agreements for Invitation for Qualification No. 25-8373, “Irrigation Contractors,” to Hannula
Landscaping and Irrigation, Inc., Superb Landscape Services, Inc., and P & T Lawn & Tractor Service, Inc., and
authorize the Chair to sign the attached Agreements.
OBJECTIVE: To establish agreements to be utilized on an “as needed” basis for irrigation maintenance, repairs, and
related services.
CONSIDERATIONS: The Road, Bridge, and Stormwater Maintenance Division oversees irrigation services that
include but are not limited to: routine inspections, adjustments, minor and major repairs, installation of irrigation
components, system upgrades, technical diagnostic support, and compliance with traffic control and safety regulations
within County right-of-way and County-owned or managed properties.
On April 17, 2025, the Procurement Services Division issued Invitation for Qualification No. 25-8373, “Irrigation
Contractors." The County extended the solicitation by 14 days to allow staff to conduct further vendor outreach. The
County received five proposals by the deadline of June 5, 2025, as summarized below:
Proposers City County Final
Ranking
Responsive/Responsible
Hannula Landscaping and Irrigation,
Inc.
Fort Myers Lee 1 Yes / Yes
Superb Landscape Services, Inc. Naples Collier 2 Yes / Yes
P&T Lawn & Tractor Service, Inc Alva Lee 3 Yes / Yes
Mainscape, Inc. Bonita
Springs
Lee 4 Yes / Yes
Superior Landscaping & Lawn Service
Inc.
Fort Myers Lee 5 Yes / Yes
The selection committee met on August 7, 2025, and after reviewing the proposals and deliberating, scored and elected
to move forward with the vendors ranked as follows:
• Ranked #1 Hannula Landscaping and Irrigation, Inc. ("Hannula")
• Ranked #2 Superb Landscape Services, Inc. ("Superb")
• Ranked #3 P&T Lawn & Tractor Service, Inc. ("P&T Lawn")
Staff recommends awarding the attached Agreements to the top three ranked vendors. Projects valued up to $10,000
will be rotated among the awarded contractors to ensure equitable distribution of work. Projects exceeding $10,000 will
be quoted competitively among all awarded vendors.
The Road, Bridge, and Stormwater Maintenance Division is the primary user of these Agreements and appropriates
annual funding for irrigation services. Other County divisions requiring services shall use funding from their budgets
and issue standard County purchase orders. Historically, countywide expenditures for similar services have averaged
approximately $500,000 annually, subject to operational needs and funding availability.
Hannula is a Florida corporation with offices in Fort Myers that has been doing business with the County for 19 years.
Superb is a Florida corporation with offices in Naples and has been doing business with the County for 19 years. P&T
Lawn is a Florida corporation with offices in Alva and has been doing business with the County for 5 years.
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11/10/2025
Item # 16.B.7
ID# 2025-4479
The attached Agreements have an initial two-year term with two optional one-year renewals.
This item is consistent with the Collier County strategic plan objective to optimize the useful life of all public
infrastructure and resources through proper planning and preventative maintenance.
FISCAL IMPACT: Funds are available in the Landscape Operations Fund (3081).
GROWTH MANAGEMENT IMPACT: There is no growth management impact associated with this Executive
Summary.
LEGAL CONSIDERATIONS: This item is approved as to form and legality and requires majority vote for Board
approval. —SRT
RECOMMENDATION(S): To award Invitation for Qualification No. 25-8373, “Irrigation Contractors,” to Hannula
Landscaping and Irrigation, Inc., Superb Landscape Services, Inc., P & T Lawn & Tractor Service, Inc., and authorize
the Chairman to sign the attached Agreements.
PREPARED BY: Benjamin Graebner, Manager-Landscape Operations (Irrigation), Road, Bridge, and Stormwater
Maintenance Division
ATTACHMENTS:
1. 25-8373 NORA
2. 25-8373 Final Ranking
3. 25-8373 Solicitation
4. Hannula Proposal
5. 25-8373 Hannula Contract VS
6. 25-8373 Hannula COI exp.1.1.26
7. P & T Proposal
8. 25-8373 P&T Contract VS
9. 25-8373 P&T COI exp1.1.26
10. Superb Proposal
11. 25-8373 Superb Contract VS
12. 25-8373 Superb COI exp.1.1.26
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Procurement Services Division
Revised Notice of Recommended Award
Solicitation No: 25-8373 Title: IRRIGATION CONTRACTORS
Due Date and Time: June 5, 2025 @ 3:00 pm
Vendors:
Company Name City County State Final Ranking Responsive/Responsible
Hannula Landscaping and Irrigation, Inc. Fort Myers Lee FL 1 Yes/Yes
Superb Landscape Services, Inc. Naples Collier FL 2 Yes/Yes
P&T Lawn & Tractor Service, Inc Alva Lee FL 3 Yes/Yes
Mainscape, Inc. Bonita
Springs
Lee FL 4 Yes/Yes
Superior Landscaping & Lawn Service
Inc.
Fort Myers Lee FL 5 Yes/Yes
Utilized Local Vendor Preference: Yes No
Recommended Vendors For Award:
On April 17, 2025, the Procurement Services Division issued Invitation for Qualifications (“IFQ”) No. 25-8373, “Irrigation
Contractors,” to three thousand one hundred three (3,103) vendors. Eight hundred seventy-nine (879) packages were
viewed, and five (5) bids were received by June 5, 2025, the submission deadline. The bid was extended for an additional
fourteen (14) days, due to the holiday, during which time staff conducted additional vendor outreach. Staff reviewed the
bids received and all five (5) bidders were found to be responsive and responsible, with minor irregularities.
The Selection Committee convened on August 7, 2025, as described in Step 1 of the solicitation documents, after review
of the proposals and deliberation, the Committee scored and elected to move forward with final ranking as follows:
Ranked #1 Hannula Landscaping and Irrigation, Inc.
Ranked #2 Superb Landscape Services, Inc.
Ranked #3 P&T Lawn & Tractor Service, Inc.
Staff recommends awarding the top three (3) ranked vendors to establish a pool.
Contract Driven Purchase Order Driven
Required Signatures
Project Manager:
Procurement Strategist:
Procurement Services Director:
__________________________________ _________________
Sandra Srnka Date
Docusign Envelope ID: B3C08BB6-6C29-4139-8C4B-FBBD6DFDE7FA
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Selection Committee
Final Ranking
RPS #: 25-8373
Title: Irrigation Contractors
Name of Firm Benjamin
Graebner
Andres
Blandon John Furlon Jr.Judith Sizensky Daniel
Schumacher Total Scores Final
Ranking
Hannula Landscaping and Irrigation, Inc. 95 95 95 90 91 466.00 1.0000
Superb Landscape Services, Inc 95 95 95 75 90 450.00 2.0000
P&T Lawn & Tractor Service, Inc 95 100 95 70 87 447.00 3.0000
Mainscape, Inc.83 90 84 61 85 403.00 4.0000
Superior Landscaping & Lawn Service Inc. 75 95 79 56 82 387.00 5.0000
Procurement Professional Dania Guerrero
Procurement Services Division
Page 1 of 1
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Procurement Services Division
COLLIER COUNTY
BOARD OF COUNTY COMMISSIONERS
INVITATION FOR QUALIFICATION (IFQ)
FOR
IRRIGATION CONTRACTORS
SOLICITATION NO.: 25-8373
DANIA GUERRERO, PROCUREMENT STRATEGIST
PROCUREMENT SERVICES DIVISION
3295 TAMIAMI TRAIL EAST, BLDG C-2
NAPLES, FLORIDA 34112
TELEPHONE: (239) 252-7989
dania.guerrero@colliercountyfl.gov (Email)
Any alterations to this document made by the Vendor may be grounds for rejection of proposal,
cancellation of any subsequent award, or any other legal remedies available to the Collier County
Government.
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SOLICITATION PUBLIC NOTICE
INVITATION FOR QUALIFICATION
(IFQ) NUMBER:
25-8373
PROJECT TITLE: IRRIGATION CONTRACTORS
PRE-PROPOSAL CONFERENCE: May 2, 2025 @ 10:00 AM (EST)
LOCATION: PROCUREMENT SERVICES DIVISION, CONFERENCE ROOM A, 3295
TAMIAMI TRAIL EAST, BLDG C-2, NAPLES, FLORIDA 34112
IFQ OPENING DAY/DATE/TIME: May 19, 2025 @ 3:00 PM (EST)
PLACE OF IFQ OPENING: PROCUREMENT SERVICES DIVISION, CONFERENCE ROOM B,
3295 TAMIAMI TRAIL EAST, BLDG C-2
NAPLES, FL 34112
All proposals shall be submitted online via the Collier County Procurement Services Division Online Bidding System:
https://procurement.opengov.com/portal/collier-county-fl.
INTRODUCTION
As requested by the Road, Bridge, and Stormwater Maintenance Division (hereinafter, the “Division or Department”), the Collier
County Board of County Commissioners Procurement Services Division (hereinafter, “County”) has issued this Invitation for
Qualification (hereinafter, “IFQ”) with the intent of obtaining proposals from interested and qualified Contractors in accordance with
the terms, conditions and specifications stated or attached. The Contractor, at a minimum, must achieve the requirements of the
Specifications or Scope of Work stated.
The results of this solicitation may be used by other County Departments and Divisions once awarded according to the Board of
County Commissioners Procurement Ordinance.
Historically, County Departments and Divisions have spent approximately $500,000.00; however, this may not be indicative of future
buying patterns.
BACKGROUND
The Division oversees approximately 126 miles of irrigation installed in landscaped median roadways and right-of-way areas.
Previously, irrigation maintenance and repair services were included in landscape maintenance contracts. These services will now be
solicited to have a resultant agreement with Contractors to allow irrigation Contractors to provide quotes for maintenance, both minor
and major repairs, and other related irrigation services.
TERM OF CONTRACT
The contract term, if an award(s) is/are made is intended to be for two (2) years with two (2) one (1) year renewal options. Prices
shall remain firm for the initial term of resultant agreement.
Surcharges will not be accepted in conjunction with this contract, and such charges should be incorporated into the pricing structure.
The County Manager, or designee, may, at her discretion, extend the Agreement under all the terms and conditions contained in this
Agreement for up to one hundred eighty (180) days. The County Manager, or designee, shall give the Contractor written notice of
the County's intention to extend the Agreement term not less than ten (10) days prior to the end of the Agreement term then in effect.
DETAILED SCOPE OF WORK
This Invitation for Qualifications (“IFQ”) is part of a new approach to provide more specialized irrigation services separate from
landscape maintenance agreements. The Division is seeking irrigation Contractors to submit their qualifications for the maintenance,
repairs, and services of irrigation systems for approximately 126 miles of landscaped median roadways and right-of-way areas. Other
divisions throughout the County may request quotes services as needed. The objective is to engage professional, reliable Contractors
with a proven history of managing commercial, municipal, and governmental contracts to perform irrigation services.
Qualified Contractors will be expected to perform the following tasks, including but not limited to:
• Routine maintenance and monitoring of irrigation systems.
• Minor and major repairs to existing irrigation infrastructure.
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• Installation of new irrigation components as required.
• Other irrigation-related services as necessary; and
• Technical assistance and support relate to diagnostic assistance with repair work via telephone or site visit.
1. Contractor Responsibilities: The selected Contractor(s) is expected to provide all necessary resources to ensure the successful
completion of these services. This includes, but is not limited to:
1.1. Labor: Providing qualified personnel to perform all tasks efficiently and safely.
1.2. Supervision: Ensuring that work is supervised appropriately, maintaining high standards of quality and safety.
1.3. Tools and Equipment: Supplying the necessary tools and specialized equipment required for services listed above.
1.4. Materials and Supplies: Providing all materials and supplies to perform the tasks or projects.
1.5. Transportation: Ensuring that vehicles and equipment are available for transportation to and from job sites.
1.6. Maintenance of Traffic (MOT): If applicable, the Contractor(s) must ensure the safety of workers and the public by
managing traffic around active work zones in compliance with local regulations.
1.7. Subcontracting: The Contractor may utilize subcontractors for certain specialized tasks, such as bores. However, the
Contractor(s) is fully responsible for the overall management and quality of the work performed by a subcontractor.
2. Minor Irrigation Repairs: These repairs may include, but are not limited to, the following:
2.1. Broken or leaking sprinkler heads.
2.2. Replacing cracked, broken, or malfunctioning sprinkler heads that fail to deliver water properly.
2.3. Clogged sprinkler heads or emitters.
2.4. Clearing debris, dirt, or mineral buildup from sprinkler heads or emitters that result in reduced water flow.
2.5. Leaks in irrigation pipes or tubing.
2.6. Repairing small leaks or cracks in the pipes or tubing, often caused by wear and tear or physical damage.
2.7. Valve malfunctions.
2.8. Fixing faulty irrigation valves that do not open or close correctly, causing uneven watering or system failure.
2.9. Broken drip irrigation lines.
2.10. Repairing small cuts or cracks in drip irrigation lines that lead to inconsistent water distribution.
2.11. Timer or controller adjustments.
2.12. Replacing or fixing malfunctioning irrigation timers or controllers or adjusting settings to ensure proper scheduling.
2.13. Addressing wiring problems or connections for electrical components like solenoids, controllers, or sensors.
2.14. Replacing or adjusting pressure regulators.
2.15. Fixing or replacing pressure regulators to ensure proper water pressure for efficient irrigation.
2.16. Repositioning or realigning sprinklers.
2.17. Moving or adjusting sprinkler heads to ensure proper coverage and prevent over-watering or under-watering areas.
2.18. Repairing backflow prevention devices.
2.19. Fixing or replacing components of backflow prevention devices to ensure water safety and compliance with regulations.
3. Major Irrigation Repairs: These repairs may be more complex, they may include, but are not limited to:
3.1. Main Line Replacement: Replacing a large section of the main irrigation line that has become severely damaged, cracked, or
corroded, affecting water distribution across the system.
3.2. Pump Replacement or Repair: Repairing or replacing irrigation pumps that are malfunctioning or have failed, which are
critical for water distribution in larger systems.
3.3. Controller/Timer Replacement: Replacing outdated, malfunctioning, or obsolete irrigation controllers or timers that can no
longer be repaired and are essential for scheduling and automating irrigation.
3.4. Valve Box Replacement: Replacing entire valve boxes that have become damaged or compromised, which are essential for
controlling the flow of water to different zones in the system.
3.5. Substantial Leaks in Irrigation Lines: Repairing major leaks in large irrigation lines or underground piping systems that
require digging up and replacing parts of the system.
3.6. Backflow Device Replacement: Replacing backflow prevention devices that are either outdated, damaged, or no longer
functioning to ensure compliance with safety standards.
3.7. Complete Sprinkler System Overhaul: Replacing multiple broken or obsolete sprinkler heads, pipes, or system components
in large zones, potentially upgrading to more efficient models (e.g., high-efficiency nozzles or pressure-regulated heads).
3.8. Replacing or re-wiring the electrical components of an irrigation system, such as damaged controllers, solenoids, or
connections, that are causing widespread failure.
3.9. Irrigation System Integration with New Landscaping: Installing new irrigation lines or systems to accommodate new plants
or areas added to the landscape.
4. Irrigation Maintenance: The maintenance services are essential for keeping irrigation systems running efficiently, conserving
water, and ensuring that landscapes receive the proper care. These maintenance services help to ensure that irrigation systems are
running smoothly, efficiently, and effectively, reducing water waste and promoting healthy landscaping. Below are some typical
irrigation maintenance services:
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4.1. System Inspections: Regularly checking the entire irrigation system, including pipes, valves, controllers, sprinkler heads, and
emitters, to identify any signs of wear, damage, or malfunction.
4.2. Sprinkler Head Adjustments and Repair: Ensuring that sprinkler heads are positioned correctly for optimal coverage and
repairing any broken or clogged sprinkler heads.
4.3. Cleaning and Flushing System Components: Flushing out dirt, debris, and mineral buildup from lines, sprinkler heads,
emitters, and filters to ensure water flows freely and the system performs at its best.
4.4. Check for Leaks: Inspecting the system for leaks in pipes, connections, and sprinkler heads, and repairing any leaks to prevent
water wastage and pressure loss.
4.5. Valve and Pressure Regulator Maintenance: Ensuring that valves are functioning correctly, repairing any malfunctioning
valves, and checking pressure regulators to maintain proper water pressure for efficient irrigation.
4.6. Backflow Prevention Testing and Maintenance: Regularly testing and maintaining backflow prevention devices to ensure
they’re functioning correctly, which helps to protect the water supply from contamination.
4.7. System Controller/Timer Adjustments: Programming and adjusting the irrigation system’s controller or timer to align with
seasonal changes, ensuring that the watering schedule is optimized for plant needs.
4.8. Irrigation System Upgrades: Replacing old components or upgrading to more water-efficient technology, such as high-
efficiency sprinkler heads, smart controllers, or rain sensors.
4.9. Troubleshooting and Diagnostics: Identifying and resolving any issues with water pressure, electrical components, or system
performance to restore the system to proper working order.
4.10. Monitoring and Reporting: Ongoing monitoring of the irrigation system’s performance, keeping records of any issues, repairs,
or upgrades, and providing regular reports to County Project Managers.
4.11. Soil Moisture Sensors and Adjustments: Installing and maintaining soil moisture sensors to help manage water usage more
effectively, preventing over-watering and ensuring healthy plant growth.
5. Distribution of Work
5.1. Projects with a value up to $10,000:
5.1.1. A Request for Quotation (“RFQ”) and work summary will be emailed to one selected Contractor on a basis that
ensures a relatively even distribution of the work over the term of the resultant agreement. The County Project
Manager may include the project completion time in the RFQ, or it may be decided later in coordination with the
Contractor.
5.1.2. The RFQ will give Contractors seven (7) calendar days to submit a quote. However, depending on time-sensitive
or other needs, the projects, may require a shorter or longer quoting period determined by the County Project
Manager.
5.1.3. The County Project Manager will review the quote received by the due date.
5.1.4. If the Contractor’s quote is outside the budget, the County Project Manager may negotiate the price(s).
5.1.5. The work shall start with the issuance of a purchase order.
5.2. Projects with a value exceeding $10,000 up to $500,000:
5.2.1. An RFQ and work summary will be emailed to all awarded Contractors. The County Project Manager may include
the project completion time in the RFQ, or it may be decided later in coordination with the Contractor.
5.2.2. The RFQ will give contractors fourteen (14) calendar days to submit a quote. However, depending on time-
sensitive or larger-scale projects, they may require a shorter or longer quoting period.
5.2.3. The County Project Manager will review all quotes received by the due date and prepare a bid tabulation.
5.2.4. If the lowest Contractor’s quote is outside the budget, the County Project Manager may negotiate price(s).
5.2.5. It is the County Division’s discretion to establish liquidated damages.
5.2.6. The work shall start with the issuance of a purchase order.
6. General Information
6.1. Licenses and Certifications: The Contractor shall have valid irrigation license and certifications as required by statute,
law, and administrative rules during the contract term, renewals, and extensions.
6.2. Insurance Reimbursement Services: The Contractor may be requested to provide itemized receipts for insurance-related
repairs itemizing materials, labor, equipment, and other associated costs, as required by Collier County Risk Management
Division.
6.3. Subcontractor Markup: A fifteen (15) percent markup is permitted for Subcontractor services. No markup is authorized
on sales tax or freight charges.
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6.4. Work Commencement: No work shall start without issuance of a Purchase Order. The Contractor agrees that any
Purchase Order that extends beyond the expiration date of the resultant agreement will survive and remain subject to the
terms and conditions of the resultant agreement until the completion or termination of work.
6.5. Work Hours: The work hours are generally Monday through Friday from 7:00 a.m. to 5:00 p.m. The Contractor may
request approval from the County Project Manager to work outside the stated hours and workdays.
6.6. Work Schedules: The County Project Manager may request work schedules before services commence and request
updates if the Contractor's work schedules are modified.
6.7. Inspections: Onsite inspections may occur to monitor work progress and when the work is completed. The Contractor shall
e-mail the County Project Manager when the job is completed. The Contractor shall cure any deficient work as requested by
the County Project Manager and within the timeline.
6.8. Stockpiling is not permitted in the right-of-way areas: The Contractor may be required to return to the worksite to clean
up, remove, and haul away for disposal.
6.9. Damages: The Contractor shall exercise care at the project site. The Contractor is responsible for restoring or replacing
all damages to the satisfaction of the County Project Manager at no cost to the County where the Contractor's control
operations occurred.
6.10. Utilities: The Contractor shall be responsible for exercising precautions while working near utilities; therefore, before
digging, the Contractor must call Sunshine 811 at 811 or 800-432-4770, Monday through Friday, from 7:00 a.m. to 5:00
p.m. Sunshine 811 requires two (2) full business days' notice. Any damage to utilities is the Contractor's sole
responsibility and at no cost to the County.
6.11. Temporary Traffic Control (TTC): If applicable to the work requested in the quote, the Contractor is responsible for
providing a plan to set up TTC with the right equipment and proper placement of lane-closed signs, pre-warning signs,
arrow boards, traffic cones, message boards, warning devices, barriers, or flagmen. The Contractor is also responsible
for maintaining TTC while performing services in the right-of-way areas and roadways.
6.11.1. The Contractor must adhere to the latest edition of the FDOT Design Standards, 600 series, and the Manual on
Uniform Traffic Control Devices (MUTCD).
6.11.2. Subcontracting TTC is authorized.
6.11.3. The Contractor is responsible for the TTC plan and equipment setup. Any work zone safety issues require the
Contractor’s Certified TTC employee to contact County staff within twenty (20) minutes of the initial contact to
address work zone safety issues.
6.11.4. The Contractor services will cease if the TTC setup does not comply with FDOT standards and MUTCD.
6.12. Road Alert- Mandatory Requirement: Any lane closures require the Contractor to submit the Road Alert Notification
Form for Lane Closures and Road Closures via email to Collier County Transportation Management Services
Department. Link to Download the Road Alert form: https://www.colliercountyfl.gov/government/transportation-
management-services/services/construction-and-maintenance- public-information/road-alerts.
6.13. Work Zone Safety: The Contractor shall use caution while working on County Right-of-Way areas (ROW) (i.e., roads,
sidewalks, bike paths, etc.), roadway medians, in or around County-owned or operated facilities. The following standards
shall be maintained:
6.13.1. American National Standards Institute/International Safety Equipment Association (ANSI/ISEA) Class 2 or 3
Vests, T- shirts, or similarly labeled garments depending on the time of day.
6.13.2. Signage, cones, barricades or barrels, arrow panels, flagging personnel, stop/slow paddles, where necessary,
required by law or the Board of County Commissioners.
INVITATION FOR QUALIFICATION (IFQ) PROCESS
1.1. The Proposers will submit a qualifications proposal which will be scored based on the criteria in Grading Criteria for
Development of Shortlist, which will be the basis for short-listing firms.
The Proposers will need to meet the minimum requirements outlined herein in order for their proposal to be evaluated
and scored by the COUNTY. The COUNTY will then grade and rank the firms and recommend multiple firms to
establish a library for services needed. The COUNTY reserves the right to issue an invitation for oral presentations to
obtain additional information after grading and before the final ranking. A contract will be developed with the selected
firms, based on their qualifications and scope of services and submitted for approval by the Board of County
Commissioners.
1.2. The COUNTY will use a Selection Committee in the Invitation for Qualification selection process.
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1.3 The intent of the scoring of the proposal is for respondents to indicate their interest, relevant experience, financial
capability, staffing and organizational structure.
1.4. The intent of the oral presentations, if deemed necessary, is to provide the vendors with a venue where they can conduct
discussions with the Selection Committee to clarify questions and concerns before providing a final rank.
1.5. Based upon a review of these proposals, the COUNTY will rank the Proposers based on the qualifications, discussion,
and clarifying questions, and recommend multiple firms in a library for quoting services.
GRADING CRITERIA FOR DEVELOPMENT OF SHORTLIST:
1.6. For the development of a shortlist, this evaluation criterion will be utilized by the COUNTY’S Selection Committee to
score each proposal. Proposers are encouraged to keep their submittals concise and to include a minimum of marketing
materials. Proposals must address the following criteria:
Evaluation Criteria Maximum Points
1. Cover Letter / Management Summary 5 Points
2. Certified Woman and/or Minority Business Enterprise 5 Points
3. Business Plan 30 Points
4. Experience and Capacity of the Firm 30 Points
5. Industry Licenses 20 Points
6. Local Vendor Preference 10 Points
TOTAL POSSIBLE POINTS 100 Points
Tie Breaker: In the event of a tie at final ranking, award shall be made to the proposer with the lower volume of work
previously awarded. Volume of work shall be calculated based upon total dollars paid to the proposer in the twenty-four
(24) months prior to the IFQ submittal deadline. Payment information will be retrieved from the County’s financial system
of record. The tie breaking procedure is only applied in the final ranking step of the selection process and is invoked by the
Procurement Services Division Director or designee. In the event a tie still exists, selection will be determined based on
random selection by the Procurement Services Director before at least three (3) witnesses.
----------------------------------------------------------------------------------------------------------------------------------------------------------
Each criterion and methodology for scoring is further described below.
***Proposals must be assembled, at minimum, in the order of the Evaluation Criteria listed or your
proposal may be deemed non-responsive***
EVALUATION CRITERIA NO. 1: COVER LETTER/MANAGEMENT SUMMARY (5 Total Points Available)
• Provide a cover letter.
• Signed by an authorized officer of the firm.
• Statement of the firm’s underlying philosophy in providing the irrigation services stated herein.
• Include the name(s), telephone number(s) and email(s) of the authorized contact person(s) concerning proposal.
• Submission of a signed Proposal is Vendor's certification that the Vendor will accept any awards as a result of this
IFQ.
EVALUATION CRITERIA NO. 2: CERTIFIED WOMAN AND/OR MINORITY BUSINESS ENTERPRISE (5
Total Points Available)
Submit certification with the Florida Department of Management Service, Office of Supplier Diversity as a Certified Woman
and/or Minority Business Enterprise
EVALUATION CRITERIA NO. 3: BUSINESS PLAN (30 Total Points Available)
In this criteria, include but not limited to:
• Detailed plan of approach (for 3 major irrigation repairs the company has made regarding items 3.1-3.9 for other
jobs. It should include a safety plan and a plan of approach for the above-mentioned items. As well as a description
of how the company diagnoses reactive irrigation issues relating to the scope of work via field visits, investigation,
phone consultation etc.).
• Detailed timeline for completion of the project.
• Include with the Business Plan or as an attachment, a copy of a report as an example of work product. This should
be for one of the projects listed as a reference.
EVALUATION CRITERIA NO. 4: EXPERIENCE AND CAPACITY OF THE FIRM (30 Total Points Available)
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In this criteria, include but not limited to:
• Provide information that documents your firm’s and subcontractors’ qualifications to produce the required
deliverables, including abilities, capacity, skill, financial strength, and number of years of experience in providing
the required services as outlined in the scope of work items 2.1 to 4.11.
• Describe the various team members’ successful experience in working with one another on previous projects.
The County requests that the vendor submits no fewer than three (3) and no more than ten (10) completed reference
forms from clients (during which period of time, eg. 5 years) whose projects are of a similar nature to this solicitation
as a part of their proposal. Provide information on the projects completed by the Proposer that best represent projects of
similar size, scope and complexity of this project using Form 5 provided. Proposers may include two (2) additional pages
for each project to illustrate aspects of the completed project that provides the information to assess the experience of the
Proposer on relevant project work.
EVALUATION CRITERIA NO. 5: INDUSTRY LICENSES (20 Points)
• Provide a copy of Irrigation License
EVALUATION CRITERIA NO. 6: LOCAL VENDOR PREFERENCE (10 Total Points Available)
Local business is defined as the vendor having a current Business Tax Receipt issued by the Collier or Lee County Tax
Collector prior to proposal submission to do business within Collier County, and that identifies the business with a permanent
physical business address located within the limits of Collier or Lee County from which the vendor’s staff operates and
performs business in an area zoned for the conduct of such business.
VENDOR CHECKLIST
***Vendor should check off each of the following items as the necessary action is completed (please see, Vendor Check List)***
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County of Collier, FL
Procurement
Kenneth Kovensky, Executive Director
3299 Tamiami Trail, East Naples, FL 34112
[HANNULA LANDSCAPING AND IRRIGATION INC] RESPONSE DOCUMENT REPORT
GEN No. 25-8373
IRRIGATION CONTRACTORS
RESPONSE DEADLINE: June 5, 2025 at 3:00 pm
Report Generated: Friday, June 13, 2025
HANNULA LANDSCAPING AND IRRIGATION INC Response
CONTACT INFORMATION
Company:
HANNULA LANDSCAPING AND IRRIGATION INC
Email:
jrosales@hannulalandscaping.com
Contact:
JEANIE ROSALES
Address:
17051 Jean Street
Unit 7
Ft. Myers, FL 33967
Phone:
N/A
Website:
N/A
Submission Date:
Jun 4, 2025 11:57 AM (Eastern Time)
Page 3756 of 6525
[HANNULA LANDSCAPING AND IRRIGATION INC] RESPONSE DOCUMENT REPORT
GEN No. 25-8373
IRRIGATION CONTRACTORS
[HANNULA LANDSCAPING AND IRRIGATION INC] RESPONSE DOCUMENT REPORT
undefined - IRRIGATION CONTRACTORS
Page 2
ADDENDA CONFIRMATION
Addendum #1
Confirmed Jun 4, 2025 3:47 PM by JEANIE ROSALES
Addendum #2
Confirmed Jun 4, 2025 3:47 PM by JEANIE ROSALES
QUESTIONNAIRE
1. I certify that I have read, understood and agree to the terms in this solicitation, and that I am authorized to submit this r esponse
on behalf of my company.*
Confirmed
2. ALL DOCUMENTS REQUIRING EXECUTION SHOULD BE EITHER BY WET SIGNATURES OR VERIFIABLE ELEC TRONIC SIGNATURES.
FAILURE TO PROVIDE THE APPLICABLE DOCUMENTS MAY DEEM YOU NON-RESPONSIVE/NON-RESPONSIBLE.
Confirmed
3. Invitation for Qualification (IFQ) Instructions Form*
Invitation for Qualification (IFQ) Instructions have been acknowledged and accepted.
Confirmed
4. Collier County Purchase Order Terms and Conditions.*
Collier County Purchase Order Terms and Conditions have been acknowledged and accepted.
Confirmed
Page 3757 of 6525
[HANNULA LANDSCAPING AND IRRIGATION INC] RESPONSE DOCUMENT REPORT
GEN No. 25-8373
IRRIGATION CONTRACTORS
[HANNULA LANDSCAPING AND IRRIGATION INC] RESPONSE DOCUMENT REPORT
undefined - IRRIGATION CONTRACTORS
Page 3
5. Insurance Requirements*
Vendor Acknowledges Insurance Requirement and is prepared to produce the required insurance certificate(s) within five (5) days of
the County's issuance of a Notice of Recommended Award.
Confirmed
6. Proposal Submittal*
Please submit a proposal per Evaluation Criteria outlined in Solicitation.
irrigation_contractors_6.pdf
7. County Required Forms
VENDOR DECLARATION STATEMENT (FORM 1)*
irrigation_contractor_7.pdf
CONFLICT OF INTEREST AFFIDAVIT (FORM 2)*
irrigation_contractor_7.2.pdf
IMMIGRATION AFFIDAVIT CERTIFICATION (FORM 3)*
irrigation_contractor_7.3.pdf
LOCAL VENDOR PREFERENCE (IF APPLICABLE FORM 4)
Include a copy of the business tax receipt.
irrigation_contractor_7.4.pdf
REFERENCE QUESTIONNAIRE (IF APPLICABLE FORM 5)
irrigation_contractors_7.5.pdf
GRANT PROVISIONS (IF APPLICABLE FORM 6)
All forms must be completed
Page 3758 of 6525
[HANNULA LANDSCAPING AND IRRIGATION INC] RESPONSE DOCUMENT REPORT
GEN No. 25-8373
IRRIGATION CONTRACTORS
[HANNULA LANDSCAPING AND IRRIGATION INC] RESPONSE DOCUMENT REPORT
undefined - IRRIGATION CONTRACTORS
Page 4
irrigation_contractor_7.6.pdf
PROOF OF STATUS FROM DIVISION OF CORPORATIONS - FLORIDA DEPARTMENT OF STATE (SUNBIZ)**
http://dos.myflorida.com/sunbiz/ should be attached with your submittal.
irrigation_contractors_7.7.pdf
E-VERIFY - MEMORANDUM OF UNDERSTANDING*
Vendor MUST be enrolled in the E-Verify - https://www.e-verify.gov/ at the time of submission of the proposal/bid. E-Verify
Memorandum of Understanding or Company Profile page should be attached with your submittal.
irrigation_contractors_7.8.pdf
W-9 FORM*
irrigation_contractors_7.9.pdf
SIGNED ADDENDUMS (IF APPLICABLE)
irrigation_contractor_7.10_add.pdf
MISCELLANEOUS DOCUMENTS
irrigation_contr._7.11_misc.pdf
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Company ID Number:
THE E-VERIFY
MEMORANDUM OF UNDERSTANDING
FOR EMPLOYERS
ARTICLE I
PURPOSE AND AUTHORITY
The parties to this agreement are the Department of Homeland Security (DHS) and
(Employer). The purpose of this agreement is to set forth terms and conditions which the Employer will follow
while participating in E-Verify.
E-Verify is a program that electronically confirms an employee’s eligibility to work in the United States after
completion of Form I-9, Employment Eligibility Verification (Form I-9). This Memorandum of Understanding
(MOU) explains certain features of the E-Verify program and describes specific responsibilities of the
Employer, the Social Security Administration (SSA), and DHS.
Authority for the E-Verify program is found in Title IV, Subtitle A, of the Illegal Immigration Reform and
Immigrant Responsibility Act of 1996 (IIRIRA), Pub. L. 104-208, 110 Stat. 3009, as amended (8 U.S.C. § 1324a
note). The Federal Acquisition Regulation (FAR) Subpart 22.18, “Employment Eligibility Verification” and
Executive Order 12989, as amended, provide authority for Federal contractors and subcontractors (Federal
contractor) to use E-Verify to verify the employment eligibility of certain employees working on Federal
contracts.
ARTICLE II
RESPONSIBILITIES
A. RESPONSIBILITIES OF THE EMPLOYER
1.The Employer agrees to display the following notices supplied by DHS in a prominent place that is clearly
visible to prospective employees and all employees who are to be verified through the system:
a.Notice of E-Verify Participation
b.Notice of Right to Work
2.The Employer agrees to provide to the SSA and DHS the names, titles, addresses, and telephone numbers
of the Employer representatives to be contacted about E-Verify. The Employer also agrees to keep such
information current by providing updated information to SSA and DHS whenever the representatives’ contact
information changes.
3.The Employer agrees to grant E-Verify access only to current employees who need E-Verify access.
Employers must promptly terminate an employee’s E-Verify access if the employer is separated from the
company or no longer needs access to E-Verify.
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Company ID Number:
4.The Employer agrees to become familiar with and comply with the most recent version of the E-Verify
User Manual.
5.The Employer agrees that any Employer Representative who will create E-Verify cases will complete the
E-Verify Tutorial before that individual creates any cases.
a.The Employer agrees that all Employer representatives will take the refresher tutorials when
prompted by E-Verify in order to continue using E-Verify. Failure to complete a refresher tutorial will
prevent the Employer Representative from continued use of E-Verify.
6.The Employer agrees to comply with current Form I-9 procedures, with two exceptions:
a.If an employee presents a "List B" identity document, the Employer agrees to only accept "List B"
documents that contain a photo. (List B documents identified in 8 C.F.R. § 274a.2(b)(1)(B)) can be
presented during the Form I-9 process to establish identity.) If an employee objects to the photo
requirement for religious reasons, the Employer should contact E-Verify at 888-464-4218.
b.If an employee presents a DHS Form I-551 (Permanent Resident Card), Form I-766
(Employment Authorization Document), or U.S. Passport or Passport Card to complete Form I-9, the
Employer agrees to make a photocopy of the document and to retain the photocopy with the
employee’s Form I-9. The Employer will use the photocopy to verify the photo and to assist DHS with its
review of photo mismatches that employees contest. DHS may in the future designate other documents
that activate the photo screening tool.
Note: Subject only to the exceptions noted previously in this paragraph, employees still retain the right
to present any List A, or List B and List C, document(s) to complete the Form I-9.
7.The Employer agrees to record the case verification number on the employee's Form I-9 or to print the
screen containing the case verification number and attach it to the employee's Form I-9.
8.The Employer agrees that, although it participates in E-Verify, the Employer has a responsibility to
complete, retain, and make available for inspection Forms I-9 that relate to its employees, or from other
requirements of applicable regulations or laws, including the obligation to comply with the anti-
discrimination requirements of section 274B of the INA with respect to Form I-9 procedures.
a.The following modified requirements are the only exceptions to an Employer’s obligation to not
employ unauthorized workers and comply with the anti-discrimination provision of the INA: (1) List B
identity documents must have photos, as described in paragraph 6 above; (2) When an Employer
confirms the identity and employment eligibility of newly hired employee using E-Verify procedures, the
Employer establishes a rebuttable presumption that it has not violated section 274A(a)(1)(A) of the
Immigration and Nationality Act (INA) with respect to the hiring of that employee; (3) If the Employer
receives a final nonconfirmation for an employee, but continues to employ that person, the Employer
must notify DHS and the Employer is subject to a civil money penalty between $550 and $1,100 for each
failure to notify DHS of continued employment following a final nonconfirmation; (4) If the Employer
continues to employ an employee after receiving a final nonconfirmation, then the Employer is subject
to a rebuttable presumption that it has knowingly
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employed an unauthorized alien in violation of section 274A(a)(1)(A); and (5) no E-Verify participant is
civilly or criminally liable under any law for any action taken in good faith based on information provided
through the E-Verify.
b.DHS reserves the right to conduct Form I-9 compliance inspections, as well as any other enforcement
or compliance activity authorized by law, including site visits, to ensure proper use of E-Verify.
9.The Employer is strictly prohibited from creating an E-Verify case before the employee has been hired,
meaning that a firm offer of employment was extended and accepted and Form I-9 was completed. The
Employer agrees to create an E-Verify case for new employees within three Employer business days after each
employee has been hired (after both Sections 1 and 2 of Form I-9 have been completed), and to complete as
many steps of the E-Verify process as are necessary according to the E-Verify User Manual. If E-Verify is
temporarily unavailable, the three-day time period will be extended until it is again operational in order to
accommodate the Employer's attempting, in good faith, to make inquiries during the period of unavailability.
10.The Employer agrees not to use E-Verify for pre-employment screening of job applicants, in support of
any unlawful employment practice, or for any other use that this MOU or the E-Verify User Manual does not
authorize.
11.The Employer must use E-Verify for all new employees. The Employer will not verify selectively and will
not verify employees hired before the effective date of this MOU. Employers who are Federal contractors may
qualify for exceptions to this requirement as described in Article II.B of this MOU.
12.The Employer agrees to follow appropriate procedures (see Article III below) regarding tentative
nonconfirmations. The Employer must promptly notify employees in private of the finding and provide them
with the notice and letter containing information specific to the employee’s E-Verify case. The Employer
agrees to provide both the English and the translated notice and letter for employees with limited English
proficiency to employees. The Employer agrees to provide written referral instructions to employees and
instruct affected employees to bring the English copy of the letter to the SSA. The Employer must allow
employees to contest the finding, and not take adverse action against employees if they choose to contest the
finding, while their case is still pending. Further, when employees contest a tentative nonconfirmation based
upon a photo mismatch, the Employer must take additional steps
(see Article III.B. below) to contact DHS with information necessary to resolve the challenge.
13.The Employer agrees not to take any adverse action against an employee based upon the employee's
perceived employment eligibility status while SSA or DHS is processing the verification request unless the
Employer obtains knowledge (as defined in 8 C.F.R. § 274a.1(l)) that the employee is not work authorized. The
Employer understands that an initial inability of the SSA or DHS automated verification system to verify work
authorization, a tentative nonconfirmation, a case in continuance
(indicating the need for additional time for the government to resolve a case), or the finding of a photo
mismatch, does not establish, and should not be interpreted as, evidence that the employee is not work
authorized. In any of such cases, the employee must be provided a full and fair opportunity to contest the
finding, and if he or she does so, the employee may not be terminated or suffer any adverse employment
consequences based upon the employee’s perceived employment eligibility status
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(including denying, reducing, or extending work hours, delaying or preventing training, requiring an
employee to work in poorer conditions, withholding pay, refusing to assign the employee to a Federal
contract or other assignment, or otherwise assuming that he or she is unauthorized to work) until and unless
secondary verification by SSA or DHS has been completed and a final nonconfirmation has been issued. If the
employee does not choose to contest a tentative nonconfirmation or a photo mismatch or if a secondary
verification is completed and a final nonconfirmation is issued, then the Employer can find the employee is
not work authorized and terminate the employee’s employment. Employers or employees with questions
about a final nonconfirmation may call E-Verify at 1-888-464-4218 (customer service) or 1-888-897-7781
(worker hotline).
14.The Employer agrees to comply with Title VII of the Civil Rights Act of 1964 and section 274B of the INA
as applicable by not discriminating unlawfully against any individual in hiring, firing, employment eligibility
verification, or recruitment or referral practices because of his or her national origin or citizenship status, or
by committing discriminatory documentary practices. The Employer understands that such illegal practices
can include selective verification or use of E-Verify except as provided in part D below, or discharging or
refusing to hire employees because they appear or sound “foreign” or have received tentative
nonconfirmations. The Employer further understands that any violation of the immigration-related unfair
employment practices provisions in section 274B of the INA could subject the Employer to civil penalties,
back pay awards, and other sanctions, and violations of Title VII could subject the Employer to back pay
awards, compensatory and punitive damages. Violations of either section 274B of the INA or Title VII may
also lead to the termination of its participation in E-Verify. If the Employer has any questions relating to the
anti-discrimination provision, it should contact OSC at 1-800-255-8155 or 1-800-237-2515 (TDD).
15.The Employer agrees that it will use the information it receives from E-Verify only to confirm the
employment eligibility of employees as authorized by this MOU. The Employer agrees that it will safeguard
this information, and means of access to it (such as PINS and passwords), to ensure that it is not used for
any other purpose and as necessary to protect its confidentiality, including ensuring that it is not
disseminated to any person other than employees of the Employer who are authorized to perform the
Employer's responsibilities under this MOU, except for such dissemination as may be authorized in advance
by SSA or DHS for legitimate purposes.
16.The Employer agrees to notify DHS immediately in the event of a breach of personal information.
Breaches are defined as loss of control or unauthorized access to E-Verify personal data. All suspected or
confirmed breaches should be reported by calling 1-888-464-4218 or via email at E-Verify@uscis.dhs.gov.
Please use “Privacy Incident – Password” in the subject line of your email when sending a breach report to
E-Verify.
17.The Employer acknowledges that the information it receives from SSA is governed by the Privacy Act (5
U.S.C. § 552a(i)(1) and (3)) and the Social Security Act (42 U.S.C. 1306(a)). Any person who obtains this
information under false pretenses or uses it for any purpose other than as provided for in this MOU may be
subject to criminal penalties.
18.The Employer agrees to cooperate with DHS and SSA in their compliance monitoring and evaluation of
E-Verify, which includes permitting DHS, SSA, their contractors and other agents, upon
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reasonable notice, to review Forms I-9 and other employment records and to interview it and its employees
regarding the Employer’s use of E-Verify, and to respond in a prompt and accurate manner to DHS requests
for information relating to their participation in E-Verify.
19.The Employer shall not make any false or unauthorized claims or references about its participation in
E-Verify on its website, in advertising materials, or other media. The Employer shall not describe its services
as federally-approved, federally-certified, or federally-recognized, or use language with a similar intent on
its website or other materials provided to the public. Entering into this MOU does not mean that E-Verify
endorses or authorizes your E-Verify services and any claim to that effect is false.
20.The Employer shall not state in its website or other public documents that any language used therein
has been provided or approved by DHS, USCIS or the Verification Division, without first obtaining the prior
written consent of DHS.
21.The Employer agrees that E-Verify trademarks and logos may be used only under license by DHS/USCIS
(see M-795 (Web)) and, other than pursuant to the specific terms of such license, may not be used in any
manner that might imply that the Employer’s services, products, websites, or publications are sponsored
by, endorsed by, licensed by, or affiliated with DHS, USCIS, or E-Verify.
22.The Employer understands that if it uses E-Verify procedures for any purpose other than as authorized
by this MOU, the Employer may be subject to appropriate legal action and termination of its participation in
E-Verify according to this MOU.
B. RESPONSIBILITIES OF FEDERAL CONTRACTORS
1.If the Employer is a Federal contractor with the FAR E-Verify clause subject to the employment
verification terms in Subpart 22.18 of the FAR, it will become familiar with and comply with the most current
version of the E-Verify User Manual for Federal Contractors as well as the E-Verify Supplemental Guide for
Federal Contractors.
2.In addition to the responsibilities of every employer outlined in this MOU, the Employer understands that
if it is a Federal contractor subject to the employment verification terms in Subpart 22.18 of the FAR it must
verify the employment eligibility of any “employee assigned to the contract” (as defined in FAR 22.1801).
Once an employee has been verified through E-Verify by the Employer, the Employer may not create a
second case for the employee through E-Verify.
a.An Employer that is not enrolled in E-Verify as a Federal contractor at the time of a contract award
must enroll as a Federal contractor in the E-Verify program within 30 calendar days of contract award
and, within 90 days of enrollment, begin to verify employment eligibility of new hires using E-Verify. The
Employer must verify those employees who are working in the United States, whether or not they are
assigned to the contract. Once the Employer begins verifying new hires, such verification of new hires
must be initiated within three business days after the hire date. Once enrolled in E-Verify as a Federal
contractor, the Employer must begin verification of employees assigned to the contract within 90
calendar days after the date of enrollment or within 30 days of an employee’s assignment to the
contract, whichever date is later.
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b.Employers enrolled in E-Verify as a Federal contractor for 90 days or more at the time of a contract
award must use E-Verify to begin verification of employment eligibility for new hires of the Employer
who are working in the United States, whether or not assigned to the contract, within three business
days after the date of hire. If the Employer is enrolled in E-Verify as a Federal contractor for 90 calendar
days or less at the time of contract award, the Employer must, within 90 days of enrollment, begin to
use E-Verify to initiate verification of new hires of the contractor who are working in the United States,
whether or not assigned to the contract. Such verification of new hires must be initiated within three
business days after the date of hire. An Employer enrolled as a Federal contractor in E-Verify must begin
verification of each employee assigned to the contract within 90 calendar days after date of contract
award or within 30 days after assignment to the contract, whichever is later.
c.Federal contractors that are institutions of higher education (as defined at 20 U.S.C. 1001(a)), state
or local governments, governments of Federally recognized Indian tribes, or sureties performing under
a takeover agreement entered into with a Federal agency under a performance bond may choose to
only verify new and existing employees assigned to the Federal contract. Such Federal contractors may,
however, elect to verify all new hires, and/or all existing employees hired after November 6, 1986.
Employers in this category must begin verification of employees assigned to the contract within 90
calendar days after the date of enrollment or within 30 days of an employee’s assignment to the
contract, whichever date is later.
d.Upon enrollment, Employers who are Federal contractors may elect to verify employment eligibility
of all existing employees working in the United States who were hired after November 6, 1986, instead
of verifying only those employees assigned to a covered Federal contract. After enrollment, Employers
must elect to verify existing staff following DHS procedures and begin
E-Verify verification of all existing employees within 180 days after the election.
e. The Employer may use a previously completed Form I-9 as the basis for creating an E-Verify case for
an employee assigned to a contract as long as:
i.That Form I-9 is complete (including the SSN) and complies with Article II.A.6,
ii.The employee’s work authorization has not expired, and
iii.The Employer has reviewed the Form I-9 information either in person or in communications
with the employee to ensure that the employee’s Section 1, Form I-9 attestation has not changed
(including, but not limited to, a lawful permanent resident alien having become a naturalized
U.S. citizen).
f.The Employer shall complete a new Form I-9 consistent with Article II.A.6 or update the previous
Form I-9 to provide the necessary information if:
i.The Employer cannot determine that Form I-9 complies with Article II.A.6,
ii.The employee’s basis for work authorization as attested in Section 1 has expired or changed,
or
iii.The Form I-9 contains no SSN or is otherwise incomplete.
Note: If Section 1 of Form I-9 is otherwise valid and up-to-date and the form otherwise complies with
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Article II.C.5, but reflects documentation (such as a U.S. passport or Form I-551) that expired after
completing Form I-9, the Employer shall not require the production of additional documentation, or use the
photo screening tool described in Article II.A.5, subject to any additional or superseding instructions that
may be provided on this subject in the E-Verify User Manual.
g.The Employer agrees not to require a second verification using E-Verify of any assigned employee
who has previously been verified as a newly hired employee under this MOU or to authorize
verification of any existing employee by any Employer that is not a Federal contractor based on this
Article.
3. The Employer understands that if it is a Federal contractor, its compliance with this MOU is a
performance requirement under the terms of the Federal contract or subcontract, and the Employer
consents to the release of information relating to compliance with its verification responsibilities under this
MOU to contracting officers or other officials authorized to review the Employer’s compliance with Federal
contracting requirements.
C. RESPONSIBILITIES OF SSA
1.SSA agrees to allow DHS to compare data provided by the Employer against SSA’s database. SSA sends
DHS confirmation that the data sent either matches or does not match the information in SSA’s database.
2.SSA agrees to safeguard the information the Employer provides through E-Verify procedures. SSA also
agrees to limit access to such information, as is appropriate by law, to individuals responsible for the
verification of Social Security numbers or responsible for evaluation of E-Verify or such other persons or
entities who may be authorized by SSA as governed by the Privacy Act (5 U.S.C. § 552a), the Social Security Act
(42 U.S.C. 1306(a)), and SSA regulations (20 CFR Part 401).
3.SSA agrees to provide case results from its database within three Federal Government work days of the
initial inquiry. E-Verify provides the information to the Employer.
4.SSA agrees to update SSA records as necessary if the employee who contests the SSA tentative
nonconfirmation visits an SSA field office and provides the required evidence. If the employee visits an SSA
field office within the eight Federal Government work days from the date of referral to SSA, SSA agrees to
update SSA records, if appropriate, within the eight-day period unless SSA determines that more than eight
days may be necessary. In such cases, SSA will provide additional instructions to the employee. If the
employee does not visit SSA in the time allowed, E-Verify may provide a final nonconfirmation to the
employer.
Note: If an Employer experiences technical problems, or has a policy question, the employer should contact
E-Verify at 1-888-464-4218.
D. RESPONSIBILITIES OF DHS
1.DHS agrees to provide the Employer with selected data from DHS databases to enable the Employer to
conduct, to the extent authorized by this MOU:
a.Automated verification checks on alien employees by electronic means, and
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b. Photo verification checks (when available) on employees.
2. DHS agrees to assist the Employer with operational problems associated with the Employer's
participation in E-Verify. DHS agrees to provide the Employer names, titles, addresses, and telephone
numbers of DHS representatives to be contacted during the E-Verify process.
3. DHS agrees to provide to the Employer with access to E-Verify training materials as well as an
E-Verify User Manual that contain instructions on E-Verify policies, procedures, and requirements for both SSA
and DHS, including restrictions on the use of E-Verify.
4.DHS agrees to train Employers on all important changes made to E-Verify through the use of mandatory
refresher tutorials and updates to the E-Verify User Manual. Even without changes to
E-Verify, DHS reserves the right to require employers to take mandatory refresher tutorials.
5.DHS agrees to provide to the Employer a notice, which indicates the Employer's participation in
E-Verify. DHS also agrees to provide to the Employer anti-discrimination notices issued by the Office of Special
Counsel for Immigration-Related Unfair Employment Practices (OSC), Civil Rights Division, U.S. Department of
Justice.
6.DHS agrees to issue each of the Employer’s E-Verify users a unique user identification number and
password that permits them to log in to E-Verify.
7.DHS agrees to safeguard the information the Employer provides, and to limit access to such information to
individuals responsible for the verification process, for evaluation of E-Verify, or to such other persons or
entities as may be authorized by applicable law. Information will be used only to verify the accuracy of Social
Security numbers and employment eligibility, to enforce the INA and Federal criminal laws, and to administer
Federal contracting requirements.
8.DHS agrees to provide a means of automated verification that provides (in conjunction with SSA
verification procedures) confirmation or tentative nonconfirmation of employees' employment eligibility
within three Federal Government work days of the initial inquiry.
9.DHS agrees to provide a means of secondary verification (including updating DHS records) for employees
who contest DHS tentative nonconfirmations and photo mismatch tentative nonconfirmations. This provides
final confirmation or nonconfirmation of the employees' employment eligibility within 10 Federal Government
work days of the date of referral to DHS, unless DHS determines that more than 10 days may be necessary. In
such cases, DHS will provide additional verification instructions.
ARTICLE III
REFERRAL OF INDIVIDUALS TO SSA AND DHS
A. REFERRAL TO SSA
1. If the Employer receives a tentative nonconfirmation issued by SSA, the Employer must print the notice as
directed by E-Verify. The Employer must promptly notify employees in private of the finding and provide
them with the notice and letter containing information specific to the employee’s E-Verify case.
Page 8 of 17 E-Verify MOU for Employers | Revision Date 06/01/13
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Company ID Number:
The Employer also agrees to provide both the English and the translated notice and letter for employees
with limited English proficiency to employees. The Employer agrees to provide written referral instructions
to employees and instruct affected employees to bring the English copy of the letter to the SSA. The
Employer must allow employees to contest the finding, and not take adverse action against employees if
they choose to contest the finding, while their case is still pending.
2.The Employer agrees to obtain the employee’s response about whether he or she will contest the tentative
nonconfirmation as soon as possible after the Employer receives the tentative nonconfirmation. Only the
employee may determine whether he or she will contest the tentative nonconfirmation.
3.After a tentative nonconfirmation, the Employer will refer employees to SSA field offices only as directed
by E-Verify. The Employer must record the case verification number, review the employee information
submitted to E-Verify to identify any errors, and find out whether the employee contests the tentative
nonconfirmation. The Employer will transmit the Social Security number, or any other corrected employee
information that SSA requests, to SSA for verification again if this review indicates a need to do so.
4.The Employer will instruct the employee to visit an SSA office within eight Federal Government work days.
SSA will electronically transmit the result of the referral to the Employer within 10 Federal Government work
days of the referral unless it determines that more than 10 days is necessary.
5.While waiting for case results, the Employer agrees to check the E-Verify system regularly for case updates.
6.The Employer agrees not to ask the employee to obtain a printout from the Social Security Administration
number database (the Numident) or other written verification of the SSN from the SSA.
B. REFERRAL TO DHS
1.If the Employer receives a tentative nonconfirmation issued by DHS, the Employer must promptly notify
employees in private of the finding and provide them with the notice and letter containing information
specific to the employee’s E-Verify case. The Employer also agrees to provide both the English and the
translated notice and letter for employees with limited English proficiency to employees. The Employer must
allow employees to contest the finding, and not take adverse action against employees if they choose to
contest the finding, while their case is still pending.
2.The Employer agrees to obtain the employee’s response about whether he or she will contest the tentative
nonconfirmation as soon as possible after the Employer receives the tentative nonconfirmation. Only the
employee may determine whether he or she will contest the tentative nonconfirmation.
3.The Employer agrees to refer individuals to DHS only when the employee chooses to contest a tentative
nonconfirmation.
4.If the employee contests a tentative nonconfirmation issued by DHS, the Employer will instruct the
Page 9 of 17 E-Verify MOU for Employers | Revision Date 06/01/13
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Company ID Number:
employee to contact DHS through its toll-free hotline (as found on the referral letter) within eight Federal
Government work days.
5.If the Employer finds a photo mismatch, the Employer must provide the photo mismatch tentative
nonconfirmation notice and follow the instructions outlined in paragraph 1 of this section for tentative
nonconfirmations, generally.
6.The Employer agrees that if an employee contests a tentative nonconfirmation based upon a photo
mismatch, the Employer will send a copy of the employee’s Form I-551, Form I-766, U.S. Passport, or passport
card to DHS for review by:
a.Scanning and uploading the document, or
b.Sending a photocopy of the document by express mail (furnished and paid for by the employer).
7.The Employer understands that if it cannot determine whether there is a photo match/mismatch, the
Employer must forward the employee’s documentation to DHS as described in the preceding paragraph. The
Employer agrees to resolve the case as specified by the DHS representative who will determine the photo
match or mismatch.
8.DHS will electronically transmit the result of the referral to the Employer within 10 Federal Government
work days of the referral unless it determines that more than 10 days is necessary.
9.While waiting for case results, the Employer agrees to check the E-Verify system regularly for case updates.
ARTICLE IV
SERVICE PROVISIONS
A. NO SERVICE FEES
1. SSA and DHS will not charge the Employer for verification services performed under this MOU. The
Employer is responsible for providing equipment needed to make inquiries. To access E-Verify, an Employer
will need a personal computer with Internet access.
ARTICLE V
MODIFICATION AND TERMINATION
A. MODIFICATION
1. This MOU is effective upon the signature of all parties and shall continue in effect for as long as the SSA
and DHS operates the E-Verify program unless modified in writing by the mutual consent of all parties.
2. Any and all E-Verify system enhancements by DHS or SSA, including but not limited to E-Verify checking
against additional data sources and instituting new verification policies or procedures, will be covered under
this MOU and will not cause the need for a supplemental MOU that outlines these changes.
Page 10 of 17 E-Verify MOU for Employers | Revision Date 06/01/13
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Company ID Number:
B. TERMINATION
1.The Employer may terminate this MOU and its participation in E-Verify at any time upon 30 days prior
written notice to the other parties.
2.Notwithstanding Article V, part A of this MOU, DHS may terminate this MOU, and thereby the Employer’s
participation in E-Verify, with or without notice at any time if deemed necessary because of the requirements
of law or policy, or upon a determination by SSA or DHS that there has been a breach of system integrity or
security by the Employer, or a failure on the part of the Employer to comply with established E-Verify
procedures and/or legal requirements. The Employer understands that if it is a Federal contractor, termination
of this MOU by any party for any reason may negatively affect the performance of its contractual
responsibilities. Similarly, the Employer understands that if it is in a state where E-Verify is mandatory,
termination of this by any party MOU may negatively affect the Employer’s business.
3.An Employer that is a Federal contractor may terminate this MOU when the Federal contract that requires
its participation in E-Verify is terminated or completed. In such cases, the Federal contractor must provide
written notice to DHS. If an Employer that is a Federal contractor fails to provide such notice, then that
Employer will remain an E-Verify participant, will remain bound by the terms of this MOU that apply to non-
Federal contractor participants, and will be required to use the E-Verify p rocedures to verify the employment
eligibility of all newly hired employees.
4.The Employer agrees that E-Verify is not liable for any losses, financial or otherwise, if the Employer is
terminated from E-Verify.
ARTICLE VI
PARTIES
A.Some or all SSA and DHS responsibilities under this MOU may be performed by contractor(s), and SSA and
DHS may adjust verification responsibilities between each other as necessary. By separate agreement with
DHS, SSA has agreed to perform its responsibilities as described in this MOU.
B.Nothing in this MOU is intended, or should be construed, to create any right or benefit, substantive or
procedural, enforceable at law by any third party against the United States, its agencies, officers, or
employees, or against the Employer, its agents, officers, or employees.
C.The Employer may not assign, directly or indirectly, whether by operation of law, change of control or
merger, all or any part of its rights or obligations under this MOU without the prior written consent of DHS,
which consent shall not be unreasonably withheld or delayed. Any attempt to sublicense, assign, or transfer
any of the rights, duties, or obligations herein is void.
D.Each party shall be solely responsible for defending any claim or action against it arising out of or related to
E-Verify or this MOU, whether civil or criminal, and for any liability wherefrom, including (but not limited to)
any dispute between the Employer and any other person or entity regarding the applicability of Section 403(d)
of IIRIRA to any action taken or allegedly taken by the Employer.
Page 11 of 17 E-Verify MOU for Employers | Revision Date 06/01/13
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Company ID Number:
E. The Employer understands that its participation in E-Verify is not confidential information and may be
disclosed as authorized or required by law and DHS or SSA policy, including but not limited to, Congressional
oversight, E-Verify publicity and media inquiries, determinations of compliance with Federal contractual
requirements, and responses to inquiries under the Freedom of Information Act (FOIA).
F. The individuals whose signatures appear below represent that they are authorized to enter into this MOU
on behalf of the Employer and DHS respectively. The Employer understands that any inaccurate statement,
representation, data or other information provided to DHS may subject the Employer, its subcontractors, its
employees, or its representatives to: (1) prosecution for false statements pursuant to 18 U.S.C. 1001 and/or; (2)
immediate termination of its MOU and/or; (3) possible debarment or suspension.
G. The foregoing constitutes the full agreement on this subject between DHS and the Employer.
To be accepted as an E-Verify participant, you should only sign the Employer’s Section of the signature
page. If you have any questions, contact E-Verify at 1-888-464-4218.
Page 12 of 17 E-Verify MOU for Employers | Revision Date 06/01/13
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Company ID Number:
Approved by:
Employer
Name (Please Type or Print) Title
Signature Date
Department of Homeland Security – Verification Division
Name (Please Type or Print) Title
Signature Date
Page 13 of 17 E-Verify MOU for Employers | Revision Date 06/01/13
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Electronically Signed 10/09/2009
USCIS Verification Division
Electronically Signed 10/09/2009
Dale F Hannula
Hannula Landscaping and Irrigation, Inc.
Page 3859 of 6525
Company ID Number:
Information Required for the E-Verify Program
Information relating to your Company:
Company Name
Company Facility Address
Company Alternate Address
County or Parish
Employer Identification Number
North American Industry
Classification Systems Code
Parent Company
Number of Employees
Number of Sites Verified for
Page 14 of 17 E-Verify MOU for Employers | Revision Date 06/01/13
262825
Hannula Landscaping and Irrigation, Inc.
20 to 99
17051 Jean Street Unit 7
Fort Myers, FL 33967
LEE
650375795
238
1 site(s)
Page 3860 of 6525
Company ID Number:
Are you verifying for more than 1 site? If yes, please provide the number of sites verified for in each State:
Page 15 of 17 E-Verify MOU for Employers | Revision Date 06/01/13
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1FL
Page 3861 of 6525
Company ID Number:
Information relating to the Program Administrator(s) for your Company on policy questions or operational
problems:
Page 16 of 17 E-Verify MOU for Employers | Revision Date 06/01/13
262825
rrehbein@hannulalandscaping.com
lhannula@hannulalandscaping.com
Email
Email
2394379665Fax
Fax
Renee Rehbein
Lura Hannula
Name
Name
2394379666
2394379666
Phone Number
Phone Number
Page 3862 of 6525
Company ID Number:
This list represents the first 20 Program Administrators listed for this company.
Page 17 of 17 E-Verify MOU for Employers | Revision Date 06/01/13
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County of Collier, FL
Procurement
Kenneth Kovensky, Executive Director
3299 Tamiami Trail, East Naples, FL 34112
[P & T LAWN & TRACTOR SERVICE, INC] RESPONSE DOCUMENT REPORT
GEN No. 25-8373
IRRIGATION CONTRACTORS
RESPONSE DEADLINE: June 5, 2025 at 3:00 pm
Report Generated: Friday, June 13, 2025
P & T Lawn & Tractor Service, Inc Response
CONTACT INFORMATION
Company:
P & T Lawn & Tractor Service, Inc
Email:
jessicaz@pandtlandscaping.com
Contact:
Jessica Zielinski
Address:
15980 Old Olga Road
Alva, FL 33920
Phone:
(239) 694-4848
Website:
N/A
Submission Date:
May 27, 2025 12:16 PM (Eastern Time)
Page 3889 of 6525
[P & T LAWN & TRACTOR SERVICE, INC] RESPONSE DOCUMENT REPORT
GEN No. 25-8373
IRRIGATION CONTRACTORS
[P & T LAWN & TRACTOR SERVICE, INC] RESPONSE DOCUMENT REPORT
undefined - IRRIGATION CONTRACTORS
Page 2
ADDENDA CONFIRMATION
Addendum #1
Confirmed May 27, 2025 2:58 PM by Jessica Zielinski
Addendum #2
Confirmed May 27, 2025 2:58 PM by Jessica Zielinski
QUESTIONNAIRE
1. I certify that I have read, understood and agree to the terms in this solicitation, and that I am authorized to submit this r esponse
on behalf of my company.*
Confirmed
2. ALL DOCUMENTS REQUIRING EXECUTION SHOULD BE EITHER BY WET SIGNATURES OR VERIFIABLE ELEC TRONIC SIGNATURES.
FAILURE TO PROVIDE THE APPLICABLE DOCUMENTS MAY DEEM YOU NON-RESPONSIVE/NON-RESPONSIBLE.
Confirmed
3. Invitation for Qualification (IFQ) Instructions Form*
Invitation for Qualification (IFQ) Instructions have been acknowledged and accepted.
Confirmed
4. Collier County Purchase Order Terms and Conditions.*
Collier County Purchase Order Terms and Conditions have been acknowledged and accepted.
Confirmed
Page 3890 of 6525
[P & T LAWN & TRACTOR SERVICE, INC] RESPONSE DOCUMENT REPORT
GEN No. 25-8373
IRRIGATION CONTRACTORS
[P & T LAWN & TRACTOR SERVICE, INC] RESPONSE DOCUMENT REPORT
undefined - IRRIGATION CONTRACTORS
Page 3
5. Insurance Requirements*
Vendor Acknowledges Insurance Requirement and is prepared to produce the required insurance certificate(s) within five (5) days of
the County's issuance of a Notice of Recommended Award.
Confirmed
6. Proposal Submittal*
Please submit a proposal per Evaluation Criteria outlined in Solicitation.
PROPOSAL_SUBM-_EVAL_CRITERIA_.pdf
7. County Required Forms
VENDOR DECLARATION STATEMENT (FORM 1)*
FORM_1.pdf
CONFLICT OF INTEREST AFFIDAVIT (FORM 2)*
FORM_2.pdf
IMMIGRATION AFFIDAVIT CERTIFICATION (FORM 3)*
FORM_3.pdf
LOCAL VENDOR PREFERENCE (IF APPLICABLE FORM 4)
Include a copy of the business tax receipt.
FORM_4.pdf
REFERENCE QUESTIONNAIRE (IF APPLICABLE FORM 5)
FORM_5.pdf
GRANT PROVISIONS (IF APPLICABLE FORM 6)
All forms must be completed
Page 3891 of 6525
[P & T LAWN & TRACTOR SERVICE, INC] RESPONSE DOCUMENT REPORT
GEN No. 25-8373
IRRIGATION CONTRACTORS
[P & T LAWN & TRACTOR SERVICE, INC] RESPONSE DOCUMENT REPORT
undefined - IRRIGATION CONTRACTORS
Page 4
FORM_6.pdf
PROOF OF STATUS FROM DIVISION OF CORPORATIONS - FLORIDA DEPARTMENT OF STATE (SUNBIZ)**
http://dos.myflorida.com/sunbiz/ should be attached with your submittal.
SUNBIZ.pdf
E-VERIFY - MEMORANDUM OF UNDERSTANDING*
Vendor MUST be enrolled in the E-Verify - https://www.e-verify.gov/ at the time of submission of the proposal/bid. E-Verify
Memorandum of Understanding or Company Profile page should be attached with your submittal.
EVERIFY.pdf
W-9 FORM*
W9.pdf
SIGNED ADDENDUMS (IF APPLICABLE)
ADDENDUM_1.pdf
ADDENDUM_2.pdf
MISCELLANEOUS DOCUMENTS
COI.pdf
CERTS_&_LICENSES.pdf
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County of Collier, FL
Procurement
Kenneth Kovensky, Executive Director
3299 Tamiami Trail, East Naples, FL 34112
[SUPERB LANDSCAPE SERVICES, INC.] RESPONSE DOCUMENT REPORT
GEN No. 25-8373
IRRIGATION CONTRACTORS
RESPONSE DEADLINE: June 5, 2025 at 3:00 pm
Report Generated: Friday, June 13, 2025
Superb Landscape Services, Inc. Response
CONTACT INFORMATION
Company:
Superb Landscape Services, Inc.
Email:
rkindelan@commlandmaint.net
Contact:
Robert Kindelan
Address:
3980 EXCHANGE AVENUE
NAPLES, FL 34104
Phone:
N/A
Website:
N/A
Submission Date:
Jun 3, 2025 8:59 AM (Eastern Time)
Page 4018 of 6525
[SUPERB LANDSCAPE SERVICES, INC.] RESPONSE DOCUMENT REPORT
GEN No. 25-8373
IRRIGATION CONTRACTORS
[SUPERB LANDSCAPE SERVICES, INC.] RESPONSE DOCUMENT REPORT
undefined - IRRIGATION CONTRACTORS
Page 2
ADDENDA CONFIRMATION
Addendum #1
Confirmed May 19, 2025 11:12 AM by Robert Kindelan
Addendum #2
Confirmed Jun 2, 2025 11:09 AM by Robert Kindelan
QUESTIONNAIRE
1. I certify that I have read, understood and agree to the terms in this solicitation, and that I am authorized to submit this r esponse
on behalf of my company.*
Confirmed
2. ALL DOCUMENTS REQUIRING EXECUTION SHOULD BE EITHER BY WET SIGNATURES OR VERIFIABLE ELEC TRONIC SIGNATURES.
FAILURE TO PROVIDE THE APPLICABLE DOCUMENTS MAY DEEM YOU NON-RESPONSIVE/NON-RESPONSIBLE.
Confirmed
3. Invitation for Qualification (IFQ) Instructions Form*
Invitation for Qualification (IFQ) Instructions have been acknowledged and accepted.
Confirmed
4. Collier County Purchase Order Terms and Conditions.*
Collier County Purchase Order Terms and Conditions have been acknowledged and accepted.
Confirmed
Page 4019 of 6525
[SUPERB LANDSCAPE SERVICES, INC.] RESPONSE DOCUMENT REPORT
GEN No. 25-8373
IRRIGATION CONTRACTORS
[SUPERB LANDSCAPE SERVICES, INC.] RESPONSE DOCUMENT REPORT
undefined - IRRIGATION CONTRACTORS
Page 3
5. Insurance Requirements*
Vendor Acknowledges Insurance Requirement and is prepared to produce the required insurance certificate(s) within five (5) days of
the County's issuance of a Notice of Recommended Award.
Confirmed
6. Proposal Submittal*
Please submit a proposal per Evaluation Criteria outlined in Solicitation.
EVALUATION_CRITERIA.pdf
7. County Required Forms
VENDOR DECLARATION STATEMENT (FORM 1)*
signed_bid_docs.pdf
CONFLICT OF INTEREST AFFIDAVIT (FORM 2)*
signed_bid_docs.pdf
IMMIGRATION AFFIDAVIT CERTIFICATION (FORM 3)*
signed_bid_docs.pdf
LOCAL VENDOR PREFERENCE (IF APPLICABLE FORM 4)
Include a copy of the business tax receipt.
signed_bid_docs.pdf
REFERENCE QUESTIONNAIRE (IF APPLICABLE FORM 5)
REF_QUESTIONAIRES.pdf
GRANT PROVISIONS (IF APPLICABLE FORM 6)
All forms must be completed
Page 4020 of 6525
[SUPERB LANDSCAPE SERVICES, INC.] RESPONSE DOCUMENT REPORT
GEN No. 25-8373
IRRIGATION CONTRACTORS
[SUPERB LANDSCAPE SERVICES, INC.] RESPONSE DOCUMENT REPORT
undefined - IRRIGATION CONTRACTORS
Page 4
No response submitted
PROOF OF STATUS FROM DIVISION OF CORPORATIONS - FLORIDA DEPARTMENT OF STATE (SUNBIZ)**
http://dos.myflorida.com/sunbiz/ should be attached with your submittal.
SUNBIZ.pdf
E-VERIFY - MEMORANDUM OF UNDERSTANDING*
Vendor MUST be enrolled in the E-Verify - https://www.e-verify.gov/ at the time of submission of the proposal/bid. E-Verify
Memorandum of Understanding or Company Profile page should be attached with your submittal.
everify_sls.pdf
W-9 FORM*
W9_.pdf
SIGNED ADDENDUMS (IF APPLICABLE)
ADDENDUM_1.pdf
ADDENDUM_2.pdf
MISCELLANEOUS DOCUMENTS
landsc_lic.pdf
mot,_green_ind_etc.pdf
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Page 1 of 17 E-Verify MOU for Employers | Revision Date 06/01/13
Company ID Number:
THE E-VERIFY
MEMORANDUM OF UNDERSTANDING
FOR EMPLOYERS
ARTICLE I
PURPOSE AND AUTHORITY
E-Verify is a program that electronically confirms an employee’s eligibility to work in the United States
after completion of Form I-9, Employment Eligibility Verification (Form I-9). This Memorandum of
Understanding (MOU) explains certain features of the E-Verify program and describes specific
responsibilities of the Employer, the Social Security Administration (SSA), and DHS.
Authority for the E-Verify program is found in Title IV, Subtitle A, of the Illegal Immigration Reform and
Immigrant Responsibility Act of 1996 (IIRIRA), Pub. L. 104-208, 110 Stat. 3009, as amended (8 U.S.C.
§ 1324a note). The Federal Acquisition Regulation (FAR) Subpart 22.18, “Employment Eligibility
Verification” and Executive Order 12989, as amended, provide authority for Federal contractors and
subcontractors (Federal contractor) to use E-Verify to verify the employment eligibility of certain
employees working on Federal contracts.
ARTICLE II
RESPONSIBILITIES
A. RESPONSIBILITIES OF THE EMPLOYER
1.The Employer agrees to display the following notices supplied by DHS in a prominent place that is
clearly visible to prospective employees and all employees who are to be verified through the system:
a.Notice of E-Verify Participation
b.Notice of Right to Work
2.The Employer agrees to provide to the SSA and DHS the names, titles, addresses, and telephone
numbers of the Employer representatives to be contacted about E-Verify. The Employer also agrees to
keep such information current by providing updated information to SSA and DHS whenever the
representatives’ contact information changes.
3.The Employer agrees to grant E-Verify access only to current employees who need E-Verify access.
Employers must promptly terminate an employee’s E-Verify access if the employer is separated from
the company or no longer needs access to E-Verify.
1848085
The parties to this agreement are the Department of Homeland Security (DHS) and the
Superb Landscape Services, Inc. (Employer). The purpose of this agreement is to set forth terms
and conditions which the Employer will follow while participating in E-Verify.
Page 4089 of 6525
Page 2 of 17 E-Verify MOU for Employers | Revision Date 06/01/13
Company ID Number:
4. The Employer agrees to become familiar with and comply with the most recent version of the
E-Verify User Manual.
5. The Employer agrees that any Employer Representative who will create E-Verify cases will
complete the E-Verify Tutorial before that individual creates any cases.
a. The Employer agrees that all Employer representatives will take the refresher tutorials when
prompted by E-Verify in order to continue using E-Verify. Failure to complete a refresher tutorial
will prevent the Employer Representative from continued use of E-Verify.
6. The Employer agrees to comply with current Form I-9 procedures, with two exceptions:
a. If an employee presents a "List B" identity document, the Employer agrees to only accept "List
B" documents that contain a photo. (List B documents identified in 8 C.F.R. § 274a.2(b)(1)(B)) can
be presented during the Form I-9 process to establish identity.) If an employee objects to the photo
requirement for religious reasons, the Employer should contact E-Verify at
888-464-4218.
b. If an employee presents a DHS Form I-551 (Permanent Resident Card), Form I-766
(Employment Authorization Document), or U.S. Passport or Passport Card to complete Form I-9,
the Employer agrees to make a photocopy of the document and to retain the photocopy with the
employee’s Form I-9. The Employer will use the photocopy to verify the photo and to assist DHS
with its review of photo mismatches that employees contest. DHS may in the future designate
other documents that activate the photo screening tool.
Note: Subject only to the exceptions noted previously in this paragraph, employees still retain the right
to present any List A, or List B and List C, document(s) to complete the Form I-9.
7. The Employer agrees to record the case verification number on the employee's Form I-9 or to print
the screen containing the case verification number and attach it to the employee's Form I-9.
8. The Employer agrees that, although it participates in E-Verify, the Employer has a responsibility to
complete, retain, and make available for inspection Forms I-9 that relate to its employees, or from other
requirements of applicable regulations or laws, including the obligation to comply with the
antidiscrimination requirements of section 274B of the INA with respect to Form I-9 procedures.
a. The following modified requirements are the only exceptions to an Employer’s obligation to not
employ unauthorized workers and comply with the anti-discrimination provision of the INA: (1) List B
identity documents must have photos, as described in paragraph 6 above; (2) When an Employer
confirms the identity and employment eligibility of newly hired employee using E-Verify procedures,
the Employer establishes a rebuttable presumption that it has not violated section 274A(a)(1)(A) of
the Immigration and Nationality Act (INA) with respect to the hiring of that employee; (3) If the
Employer receives a final nonconfirmation for an employee, but continues to employ that person,
the Employer must notify DHS and the Employer is subject to a civil money penalty between $550
and $1,100 for each failure to notify DHS of continued employment following a final
nonconfirmation; (4) If the Employer continues to employ an employee after receiving a final
nonconfirmation, then the Employer is subject to a rebuttable presumption that it has knowingly
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employed an unauthorized alien in violation of section 274A(a)(1)(A); and (5) no E-Verify participant
is civilly or criminally liable under any law for any action taken in good faith based on information
provided through the E-Verify.
b. DHS reserves the right to conduct Form I-9 compliance inspections, as well as any other
enforcement or compliance activity authorized by law, including site visits, to ensure proper use of
E-Verify.
9. The Employer is strictly prohibited from creating an E-Verify case before the employee has been
hired, meaning that a firm offer of employment was extended and accepted and Form I-9 was
completed. The Employer agrees to create an E-Verify case for new employees within three Employer
business days after each employee has been hired (after both Sections 1 and 2 of Form I-9 have been
completed), and to complete as many steps of the E-Verify process as are necessary according to the
E-Verify User Manual. If E-Verify is temporarily unavailable, the three-day time period will be extended
until it is again operational in order to accommodate the Employer's attempting, in good faith, to make
inquiries during the period of unavailability.
10. The Employer agrees not to use E-Verify for pre-employment screening of job applicants, in
support of any unlawful employment practice, or for any other use that this MOU or the E-Verify User
Manual does not authorize.
11. The Employer must use E-Verify for all new employees. The Employer will not verify selectively
and will not verify employees hired before the effective date of this MOU. Employers who are Federal
contractors may qualify for exceptions to this requirement as described in Article II.B of this MOU.
12. The Employer agrees to follow appropriate procedures (see Article III below) regarding tentative
nonconfirmations. The Employer must promptly notify employees in private of the finding and provide
them with the notice and letter containing information specific to the employee’s E-Verify case. The
Employer agrees to provide both the English and the translated notice and letter for employees with
limited English proficiency to employees. The Employer agrees to provide written referral instructions
to employees and instruct affected employees to bring the English copy of the letter to the SSA. The
Employer must allow employees to contest the finding, and not take adverse action against employees
if they choose to contest the finding, while their case is still pending. Further, when employees contest
a tentative nonconfirmation based upon a photo mismatch, the Employer must take additional steps
(see Article III.B. below) to contact DHS with information necessary to resolve the challenge.
13. The Employer agrees not to take any adverse action against an employee based upon the
employee's perceived employment eligibility status while SSA or DHS is processing the verification
request unless the Employer obtains knowledge (as defined in 8 C.F.R. § 274a.1(l)) that the employee
is not work authorized. The Employer understands that an initial inability of the SSA or DHS automated
verification system to verify work authorization, a tentative nonconfirmation, a case in continuance
(indicating the need for additional time for the government to resolve a case), or the finding of a photo
mismatch, does not establish, and should not be interpreted as, evidence that the employee is not work
authorized. In any of such cases, the employee must be provided a full and fair opportunity to contest
the finding, and if he or she does so, the employee may not be terminated or suffer any adverse
employment consequences based upon the employee’s perceived employment eligibility status
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(including denying, reducing, or extending work hours, delaying or preventing training, requiring an
employee to work in poorer conditions, withholding pay, refusing to assign the employee to a Federal
contract or other assignment, or otherwise assuming that he or she is unauthorized to work) until and
unless secondary verification by SSA or DHS has been completed and a final nonconfirmation has
been issued. If the employee does not choose to contest a tentative nonconfirmation or a photo
mismatch or if a secondary verification is completed and a final nonconfirmation is issued, then the
Employer can find the employee is not work authorized and terminate the employee’s employment.
Employers or employees with questions about a final nonconfirmation may call E-Verify at 1-888-464-
4218 (customer service) or 1-888-897-7781 (worker hotline).
14. The Employer agrees to comply with Title VII of the Civil Rights Act of 1964 and section 274B of
the INA as applicable by not discriminating unlawfully against any individual in hiring, firing,
employment eligibility verification, or recruitment or referral practices because of his or her national
origin or citizenship status, or by committing discriminatory documentary practices. The Employer
understands that such illegal practices can include selective verification or use of E-Verify except as
provided in part D below, or discharging or refusing to hire employees because they appear or sound
“foreign” or have received tentative nonconfirmations. The Employer further understands that any
violation of the immigration-related unfair employment practices provisions in section 274B of the INA
could subject the Employer to civil penalties, back pay awards, and other sanctions, and violations of
Title VII could subject the Employer to back pay awards, compensatory and punitive damages.
Violations of either section 274B of the INA or Title VII may also lead to the termination of its
participation in E-Verify. If the Employer has any questions relating to the anti-discrimination provision,
it should contact OSC at 1-800-255-8155 or 1-800-237-2515 (TDD).
15. The Employer agrees that it will use the information it receives from E-Verify only to confirm the
employment eligibility of employees as authorized by this MOU. The Employer agrees that it will
safeguard this information, and means of access to it (such as PINS and passwords), to ensure that it
is not used for any other purpose and as necessary to protect its confidentiality, including ensuring that
it is not disseminated to any person other than employees of the Employer who are authorized to
perform the Employer's responsibilities under this MOU, except for such dissemination as may be
authorized in advance by SSA or DHS for legitimate purposes.
16. The Employer agrees to notify DHS immediately in the event of a breach of personal information.
Breaches are defined as loss of control or unauthorized access to E-Verify personal data. All
suspected or confirmed breaches should be reported by calling 1-888-464-4218 or via email at
E-Verify@dhs.gov. Please use “Privacy Incident – Password” in the subject line of your email when
sending a breach report to E-Verify.
17. The Employer acknowledges that the information it receives from SSA is governed by the Privacy
Act (5 U.S.C. § 552a(i)(1) and (3)) and the Social Security Act (42 U.S.C. 1306(a)). Any person who
obtains this information under false pretenses or uses it for any purpose other than as provided for in
this MOU may be subject to criminal penalties.
18. The Employer agrees to cooperate with DHS and SSA in their compliance monitoring and
evaluation of E-Verify, which includes permitting DHS, SSA, their contractors and other agents, upon
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reasonable notice, to review Forms I-9 and other employment records and to interview it and its
employees regarding the Employer’s use of E-Verify, and to respond in a prompt and accurate manner
to DHS requests for information relating to their participation in E-Verify.
19. The Employer shall not make any false or unauthorized claims or references about its participation
in E-Verify on its website, in advertising materials, or other media. The Employer shall not describe its
services as federally-approved, federally-certified, or federally-recognized, or use language with a
similar intent on its website or other materials provided to the public. Entering into this MOU does not
mean that E-Verify endorses or authorizes your E-Verify services and any claim to that effect is false.
20. The Employer shall not state in its website or other public documents that any language used
therein has been provided or approved by DHS, USCIS or the Verification Division, without first
obtaining the prior written consent of DHS.
21. The Employer agrees that E-Verify trademarks and logos may be used only under license by
DHS/USCIS (see M-795 (Web)) and, other than pursuant to the specific terms of such license, may not
be used in any manner that might imply that the Employer’s services, products, websites, or
publications are sponsored by, endorsed by, licensed by, or affiliated with DHS, USCIS, or E-Verify.
22. The Employer understands that if it uses E-Verify procedures for any purpose other than as
authorized by this MOU, the Employer may be subject to appropriate legal action and termination of its
participation in E-Verify according to this MOU.
B. RESPONSIBILITIES OF FEDERAL CONTRACTORS
1. If the Employer is a Federal contractor with the FAR E-Verify clause subject to the employment
verification terms in Subpart 22.18 of the FAR, it will become familiar with and comply with the most
current version of the E-Verify User Manual for Federal Contractors as well as the E-Verify
Supplemental Guide for Federal Contractors.
2. In addition to the responsibilities of every employer outlined in this MOU, the Employer understands
that if it is a Federal contractor subject to the employment verification terms in Subpart 22.18 of the
FAR it must verify the employment eligibility of any “employee assigned to the contract” (as defined in
FAR 22.1801). Once an employee has been verified through E-Verify by the Employer, the Employer
may not create a second case for the employee through E-Verify.
a. An Employer that is not enrolled in E-Verify as a Federal contractor at the time of a contract
award must enroll as a Federal contractor in the E-Verify program within 30 calendar days of
contract award and, within 90 days of enrollment, begin to verify employment eligibility of new hires
using E-Verify. The Employer must verify those employees who are working in the United States,
whether or not they are assigned to the contract. Once the Employer begins verifying new hires,
such verification of new hires must be initiated within three business days after the hire date. Once
enrolled in E-Verify as a Federal contractor, the Employer must begin verification of employees
assigned to the contract within 90 calendar days after the date of enrollment or within 30 days of an
employee’s assignment to the contract, whichever date is later.
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b. Employers enrolled in E-Verify as a Federal contractor for 90 days or more at the time of a
contract award must use E-Verify to begin verification of employment eligibility for new hires of the
Employer who are working in the United States, whether or not assigned to the contract, within
three business days after the date of hire. If the Employer is enrolled in E-Verify as a Federal
contractor for 90 calendar days or less at the time of contract award, the Employer must, within 90
days of enrollment, begin to use E-Verify to initiate verification of new hires of the contractor who
are working in the United States, whether or not assigned to the contract. Such verification of new
hires must be initiated within three business days after the date of hire. An Employer enrolled as a
Federal contractor in E-Verify must begin verification of each employee assigned to the contract
within 90 calendar days after date of contract award or within 30 days after assignment to the
contract, whichever is later.
c. Federal contractors that are institutions of higher education (as defined at 20 U.S.C. 1001(a)),
state or local governments, governments of Federally recognized Indian tribes, or sureties
performing under a takeover agreement entered into with a Federal agency under a performance
bond may choose to only verify new and existing employees assigned to the Federal contract. Such
Federal contractors may, however, elect to verify all new hires, and/or all existing employees hired
after November 6, 1986. Employers in this category must begin verification of employees assigned
to the contract within 90 calendar days after the date of enrollment or within 30 days of an
employee’s assignment to the contract, whichever date is later.
d. Upon enrollment, Employers who are Federal contractors may elect to verify employment
eligibility of all existing employees working in the United States who were hired after November 6,
1986, instead of verifying only those employees assigned to a covered Federal contract. After
enrollment, Employers must elect to verify existing staff following DHS procedures and begin
E-Verify verification of all existing employees within 180 days after the election.
e. The Employer may use a previously completed Form I-9 as the basis for creating an E-Verify
case for an employee assigned to a contract as long as:
i. That Form I-9 is complete (including the SSN) and complies with Article II.A.6,
ii. The employee’s work authorization has not expired, and
iii. The Employer has reviewed the Form I-9 information either in person or in
communications with the employee to ensure that the employee’s Section 1, Form I-9
attestation has not changed (including, but not limited to, a lawful permanent resident alien
having become a naturalized U.S. citizen).
f. The Employer shall complete a new Form I-9 consistent with Article II.A.6 or update the
previous Form I-9 to provide the necessary information if:
i. The Employer cannot determine that Form I-9 complies with Article II.A.6,
ii. The employee’s basis for work authorization as attested in Section 1 has expired or
changed, or
iii. The Form I-9 contains no SSN or is otherwise incomplete.
Note: If Section 1 of Form I-9 is otherwise valid and up-to-date and the form otherwise complies with
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Article II.C.5, but reflects documentation (such as a U.S. passport or Form I-551) that expired after
completing Form I-9, the Employer shall not require the production of additional documentation, or use
the photo screening tool described in Article II.A.5, subject to any additional or superseding instructions
that may be provided on this subject in the E-Verify User Manual.
g. The Employer agrees not to require a second verification using E-Verify of any assigned
employee who has previously been verified as a newly hired employee under this MOU or to
authorize verification of any existing employee by any Employer that is not a Federal contractor
based on this Article.
3. The Employer understands that if it is a Federal contractor, its compliance with this MOU is a
performance requirement under the terms of the Federal contract or subcontract, and the Employer
consents to the release of information relating to compliance with its verification responsibilities under
this MOU to contracting officers or other officials authorized to review the Employer’s compliance with
Federal contracting requirements.
C. RESPONSIBILITIES OF SSA
1. SSA agrees to allow DHS to compare data provided by the Employer against SSA’s database. SSA
sends DHS confirmation that the data sent either matches or does not match the information in SSA’s
database.
2. SSA agrees to safeguard the information the Employer provides through E-Verify procedures. SSA
also agrees to limit access to such information, as is appropriate by law, to individuals responsible for
the verification of Social Security numbers or responsible for evaluation of E-Verify or such other
persons or entities who may be authorized by SSA as governed by the Privacy Act (5 U.S.C. § 552a),
the Social Security Act (42 U.S.C. 1306(a)), and SSA regulations (20 CFR Part 401).
3. SSA agrees to provide case results from its database within three Federal Government work days of
the initial inquiry. E-Verify provides the information to the Employer.
4. SSA agrees to update SSA records as necessary if the employee who contests the SSA tentative
nonconfirmation visits an SSA field office and provides the required evidence. If the employee visits an
SSA field office within the eight Federal Government work days from the date of referral to SSA, SSA
agrees to update SSA records, if appropriate, within the eight-day period unless SSA determines that
more than eight days may be necessary. In such cases, SSA will provide additional instructions to the
employee. If the employee does not visit SSA in the time allowed, E-Verify may provide a final
nonconfirmation to the employer.
Note: If an Employer experiences technical problems, or has a policy question, the employer should
contact E-Verify at 1-888-464-4218.
D. RESPONSIBILITIES OF DHS
1. DHS agrees to provide the Employer with selected data from DHS databases to enable the
Employer to conduct, to the extent authorized by this MOU:
a. Automated verification checks on alien employees by electronic means, and
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b. Photo verification checks (when available) on employees.
2. DHS agrees to assist the Employer with operational problems associated with the Employer's
participation in E-Verify. DHS agrees to provide the Employer names, titles, addresses, and telephone
numbers of DHS representatives to be contacted during the E-Verify process.
3. DHS agrees to provide to the Employer with access to E-Verify training materials as well as an
E-Verify User Manual that contain instructions on E-Verify policies, procedures, and requirements for
both SSA and DHS, including restrictions on the use of E-Verify.
4. DHS agrees to train Employers on all important changes made to E-Verify through the use of
mandatory refresher tutorials and updates to the E-Verify User Manual. Even without changes to
E-Verify, DHS reserves the right to require employers to take mandatory refresher tutorials.
5. DHS agrees to provide to the Employer a notice, which indicates the Employer's participation in
E-Verify. DHS also agrees to provide to the Employer anti-discrimination notices issued by the Office of
Special Counsel for Immigration-Related Unfair Employment Practices (OSC), Civil Rights Division,
U.S. Department of Justice.
6. DHS agrees to issue each of the Employer’s E-Verify users a unique user identification number and
password that permits them to log in to E-Verify.
7. DHS agrees to safeguard the information the Employer provides, and to limit access to such
information to individuals responsible for the verification process, for evaluation of E-Verify, or to such
other persons or entities as may be authorized by applicable law. Information will be used only to verify
the accuracy of Social Security numbers and employment eligibility, to enforce the INA and Federal
criminal laws, and to administer Federal contracting requirements.
8. DHS agrees to provide a means of automated verification that provides (in conjunction with SSA
verification procedures) confirmation or tentative nonconfirmation of employees' employment eligibility
within three Federal Government work days of the initial inquiry.
9. DHS agrees to provide a means of secondary verification (including updating DHS records) for
employees who contest DHS tentative nonconfirmations and photo mismatch tentative
nonconfirmations. This provides final confirmation or nonconfirmation of the employees' employment
eligibility within 10 Federal Government work days of the date of referral to DHS, unless DHS
determines that more than 10 days may be necessary. In such cases, DHS will provide additional
verification instructions.
ARTICLE III
REFERRAL OF INDIVIDUALS TO SSA AND DHS
A. REFERRAL TO SSA
1. If the Employer receives a tentative nonconfirmation issued by SSA, the Employer must print the
notice as directed by E-Verify. The Employer must promptly notify employees in private of the finding
and provide them with the notice and letter containing information specific to the employee’s E-Verify
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case. The Employer also agrees to provide both the English and the translated notice and letter for
employees with limited English proficiency to employees. The Employer agrees to provide written
referral instructions to employees and instruct affected employees to bring the English copy of the letter
to the SSA. The Employer must allow employees to contest the finding, and not take adverse action
against employees if they choose to contest the finding, while their case is still pending.
2. The Employer agrees to obtain the employee’s response about whether he or she will contest the
tentative nonconfirmation as soon as possible after the Employer receives the tentative
nonconfirmation. Only the employee may determine whether he or she will contest the tentative
nonconfirmation.
3. After a tentative nonconfirmation, the Employer will refer employees to SSA field offices only as
directed by E-Verify. The Employer must record the case verification number, review the employee
information submitted to E-Verify to identify any errors, and find out whether the employee contests the
tentative nonconfirmation. The Employer will transmit the Social Security number, or any other
corrected employee information that SSA requests, to SSA for verification again if this review indicates
a need to do so.
4. The Employer will instruct the employee to visit an SSA office within eight Federal Government work
days. SSA will electronically transmit the result of the referral to the Employer within 10 Federal
Government work days of the referral unless it determines that more than 10 days is necessary.
5. While waiting for case results, the Employer agrees to check the E-Verify system regularly for case
updates.
6. The Employer agrees not to ask the employee to obtain a printout from the Social Security
Administration number database (the Numident) or other written verification of the SSN from the SSA.
B. REFERRAL TO DHS
1. If the Employer receives a tentative nonconfirmation issued by DHS, the Employer must promptly
notify employees in private of the finding and provide them with the notice and letter containing
information specific to the employee’s E-Verify case. The Employer also agrees to provide both the
English and the translated notice and letter for employees with limited English proficiency to
employees. The Employer must allow employees to contest the finding, and not take adverse action
against employees if they choose to contest the finding, while their case is still pending.
2. The Employer agrees to obtain the employee’s response about whether he or she will contest the
tentative nonconfirmation as soon as possible after the Employer receives the tentative
nonconfirmation. Only the employee may determine whether he or she will contest the tentative
nonconfirmation.
3. The Employer agrees to refer individuals to DHS only when the employee chooses to contest a
tentative nonconfirmation.
4. If the employee contests a tentative nonconfirmation issued by DHS, the Employer will instruct the
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employee to contact DHS through its toll-free hotline (as found on the referral letter) within eight
Federal Government work days.
5. If the Employer finds a photo mismatch, the Employer must provide the photo mismatch tentative
nonconfirmation notice and follow the instructions outlined in paragraph 1 of this section for tentative
nonconfirmations, generally.
6. The Employer agrees that if an employee contests a tentative nonconfirmation based upon a photo
mismatch, the Employer will send a copy of the employee’s Form I-551, Form I-766, U.S. Passport, or
passport card to DHS for review by:
a. Scanning and uploading the document, or
b. Sending a photocopy of the document by express mail (furnished and paid for by the employer).
7. The Employer understands that if it cannot determine whether there is a photo match/mismatch, the
Employer must forward the employee’s documentation to DHS as described in the preceding
paragraph. The Employer agrees to resolve the case as specified by the DHS representative who will
determine the photo match or mismatch.
8. DHS will electronically transmit the result of the referral to the Employer within 10 Federal
Government work days of the referral unless it determines that more than 10 days is necessary.
9. While waiting for case results, the Employer agrees to check the E-Verify system regularly for case
updates.
ARTICLE IV
SERVICE PROVISIONS
A. NO SERVICE FEES
1. SSA and DHS will not charge the Employer for verification services performed under this MOU. The
Employer is responsible for providing equipment needed to make inquiries. To access E-Verify, an
Employer will need a personal computer with Internet access.
ARTICLE V
MODIFICATION AND TERMINATION
A. MODIFICATION
1. This MOU is effective upon the signature of all parties and shall continue in effect for as long as the
SSA and DHS operates the E-Verify program unless modified in writing by the mutual consent of all
parties.
2. Any and all E-Verify system enhancements by DHS or SSA, including but not limited to E-Verify
checking against additional data sources and instituting new verification policies or procedures, will be
covered under this MOU and will not cause the need for a supplemental MOU that outlines these
changes.
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B. TERMINATION
1. The Employer may terminate this MOU and its participation in E-Verify at any time upon 30 days
prior written notice to the other parties.
2. Notwithstanding Article V, part A of this MOU, DHS may terminate this MOU, and thereby the
Employer’s participation in E-Verify, with or without notice at any time if deemed necessary because of
the requirements of law or policy, or upon a determination by SSA or DHS that there has been a breach
of system integrity or security by the Employer, or a failure on the part of the Employer to comply with
established E-Verify procedures and/or legal requirements. The Employer understands that if it is a
Federal contractor, termination of this MOU by any party for any reason may negatively affect the
performance of its contractual responsibilities. Similarly, the Employer understands that if it is in a state
where E-Verify is mandatory, termination of this by any party MOU may negatively affect the
Employer’s business.
3. An Employer that is a Federal contractor may terminate this MOU when the Federal contract that
requires its participation in E-Verify is terminated or completed. In such cases, the Federal contractor
must provide written notice to DHS. If an Employer that is a Federal contractor fails to provide such
notice, then that Employer will remain an E-Verify participant, will remain bound by the terms of this
MOU that apply to non-Federal contractor participants, and will be required to use the E-Verify
procedures to verify the employment eligibility of all newly hired employees.
4. The Employer agrees that E-Verify is not liable for any losses, financial or otherwise, if the Employer
is terminated from E-Verify.
ARTICLE VI
PARTIES
A. Some or all SSA and DHS responsibilities under this MOU may be performed by contractor(s), and
SSA and DHS may adjust verification responsibilities between each other as necessary. By separate
agreement with DHS, SSA has agreed to perform its responsibilities as described in this MOU.
B. Nothing in this MOU is intended, or should be construed, to create any right or benefit, substantive
or procedural, enforceable at law by any third party against the United States, its agencies, officers, or
employees, or against the Employer, its agents, officers, or employees.
C. The Employer may not assign, directly or indirectly, whether by operation of law, change of control or
merger, all or any part of its rights or obligations under this MOU without the prior written consent of
DHS, which consent shall not be unreasonably withheld or delayed. Any attempt to sublicense, assign,
or transfer any of the rights, duties, or obligations herein is void.
D. Each party shall be solely responsible for defending any claim or action against it arising out of or
related to E-Verify or this MOU, whether civil or criminal, and for any liability wherefrom, including (but
not limited to) any dispute between the Employer and any other person or entity regarding the
applicability of Section 403(d) of IIRIRA to any action taken or allegedly taken by the Employer.
E. The Employer understands that its participation in E-Verify is not confidential information and may be
disclosed as authorized or required by law and DHS or SSA policy, including but not limited to,
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Congressional oversight, E-Verify publicity and media inquiries, determinations of compliance with
Federal contractual requirements, and responses to inquiries under the Freedom of Information Act
(FOIA).
F. The individuals whose signatures appear below represent that they are authorized to enter into this
MOU on behalf of the Employer and DHS respectively. The Employer understands that any inaccurate
statement, representation, data or other information provided to DHS may subject the Employer, its
subcontractors, its employees, or its representatives to: (1) prosecution for false statements pursuant to
18 U.S.C. 1001 and/or; (2) immediate termination of its MOU and/or; (3) possible debarment or
suspension.
G. The foregoing constitutes the full agreement on this subject between DHS and the Employer.
To be accepted as an E-Verify participant, you should only sign the Employer’s Section of the
signature page. If you have any questions, contact E-Verify at 1-888-464-4218.
1848085
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Page 13 of 17 E-Verify MOU for Employers | Revision Date 06/01/13
Company ID Number:
Approved by:
Employer
Name (Please Type or Print) Title
Signature Date
Department of Homeland Security – Verification Division
Name (Please Type or Print) Title
Signature Date
1848085
Superb Landscape Services, Inc.
robert kindelan
Electronically Signed 06/22/2022
USCIS Verification Division
Electronically Signed 06/22/2022
Page 4101 of 6525
Page 14 of 17 E-Verify MOU for Employers | Revision Date 06/01/13
Company ID Number:
Information Required for the E-Verify Program
Information relating to your Company:
Company Name
Company Facility Address
Company Alternate Address
County or Parish
Employer Identification Number
North American Industry
Classification Systems Code
Parent Company
Number of Employees
Number of Sites Verified for
1848085
Superb Landscape Services, Inc.
3980 Exchange Avenue
Naples, FL 34104
COLLIER
650923754
238
20 to 99
1
Page 4102 of 6525
Page 15 of 17 E-Verify MOU for Employers | Revision Date 06/01/13
Company ID Number:
Are you verifying for more than 1 site? If yes, please provide the number of sites verified for in
each State:
1848085
FLORIDA 1 site(s)
Page 4103 of 6525
Page 16 of 17 E-Verify MOU for Employers | Revision Date 06/01/13
Company ID Number:
Information relating to the Program Administrator(s) for your Company on policy questions or
operational problems:
1848085
Name robert kindelan
Phone Number (239) 643 - 6205
Fax Number
Email Address rkindelan@commlandmaint.net
Name robert kindelan
Phone Number (239) 643 - 6205
Fax Number
Email Address rkindelan@commlandmaint.net
Page 4104 of 6525
Page 17 of 17 E-Verify MOU for Employers | Revision Date 06/01/13
Company ID Number: 1848085
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