This job opportunity is limited to qualified, available workers that are currently eligible to work in the United States, per federal regulation.
Job Description
Crew Lead/Farmworkers will operate tractors and other agricultural equipment and vehicles and perform general duties associated with a commercial hand harvest farming operation, as well as perform work and direct and monitor the work of other seasonal workers engaged in the row crops growing operations. Individual may perform work, and direct, and monitor the work of a farm crew performing, general duties associated with a commercial farming operation, including planting, growing, harvesting, and packing of various row crops. In addition, individual may participate in or perform the following: directing and monitoring day-to-day farming operations in a designated area, provide training for production standards and procedures, confer with Farm Manager to ensure compliance with all safety, labor, and food safety requirements; maximize crop by best weeding and harvesting practices; provide Farm Manager production rates and quality grading; perform work and direct and monitor crews, on or off tractors, that seed crops, spray crops, transplant crops, harvest crops and cultivate fields; operating, maintaining and repairing agricultural equipment; perform work and direct and monitor crews moving and setting up irrigation pipes; attend safety meetings, labor management gatherings, and all applicable meetings pertaining to operations. If work that is paid at piece rate is performed by Crew Lead, the Crew Lead will be paid the piece rate on the same terms as if he was performing job duties as a Farmworker. The Crew Lead/Farmworker reports directly to Farm Management. The Crew Lead/Farmworker has no authority to hire, fire, supervise, control, or set the work schedules of any farm crew members.
Worker must possess 3 verifiable months experience in growing and harvesting vegetable row crops on a commercial farming operation. Verification of employment qualifications will require the applicant to provide the name, address and phone number for the employer where they gained the required experience. Said employer will be called, to determine whether the applicant did work and gain the required experience there. The applicant will be notified of the outcome of the reference check within 2 business days.
1.Have experience driving and operating farm tractors, equipment, and vehicles 2.Have a minimum of 3 verifiable months experience in growing and harvesting vegetable row crops on a commercial farming operation 3.Experience in hand harvested fresh vegetable quality control; These skills include (but are not limited to) tillage and field/bed preparation, seeding; transplanting seedlings, hoeing, hand weeding, field cultivation, hand harvest vegetable management, record keeping and presenting high quality vegetables for packing 4.Are legally entitled to work in the U.S. 5.Meet all of the qualifications of the clearance order 6.Are available to commit to work the entire length of the contract 7.Workers state he/she is physically able to perform the job requirements 8.Have transportation to the job site if the worker does not reside in employer housing and/or is a local worker 9.Be able to lift up to 60 pounds continuously throughout the day 10.Bi-lingual in English and Spanish
11.Have a valid driver license. (at times may have to drive farm tractors and equipment on city roads) 12.Drive tractors/ pallet jacks/ forklifts 13.Spray and mix chemicals and fertilizers 14.Operate trucks to carry farm equipment, crops, and farmworkers 15.Perform general maintenance and repair of agricultural equipment. 16.May lead a crew of six (6) to eight (8) employees. 17.Will oversee the pulling of greenhouse inventory.
Job Requirement [found in section B part 2-4]
3 Months of verifiable experience in growing and harvesting vegetable row crops
Driver requirements
Lifting requirement 60 lbs
Exposure to extreme temperatures
Extensive pushing or pulling
Extensive sitting or walking
Frequent stooping or bending over
Repetitive movements
Salary/Wage/Benefits [found in section A, part 8 & 10]
Frequency of Pay: Weekly
Hourly: $19.25
HOURS/DAYS/SCHEDULE [found in section A, part 6]
Monday 7hours -Tuesday 7hours-Wednesday 7hours-Thursday 7hours – Friday 7hours-Saturday 5hours-Sunday 0 hours: 7:00am – 2:30pm
From: March 7, 2024, to December 31, 2024
40 hours a week
Prospective applicants need to have full-time work availability and be able to work at least 8 hours per day.
Employer will accept referrals until 08/10/2024
Period of Employment:
March 21, 2024 to December 31, 2024
Employer guarantees to offer employment for the hourly equivalent of 3/4 or 75% of the workdays of the work contract beginning with the first day of work.
Must anticipate being available to work on the start date and through the period of the contract
- Addendum B. Inbound and Outbound --In accordance with departmental Regulations at 20 CFR § 655.122(h)(1) & (2):
(1) Transportation to place of employment. If the employer has not previously advanced
such transportation and subsistence costs to the worker or otherwise provided such transportation or subsistence directly to the worker by other means and if the worker completes 50 percent of the work contract period, the employer must pay the worker for reasonable costs incurred by the worker for transportation and daily subsistence from the place from which the worker has come to work for the employer, whether in the U.S. or abroad to the place of employment. When it is the prevailing practice of non- H-2A agricultural employers in the occupation in the area to do so, or when the employer extends such benefits to similarly situated H-2A workers, the employer must advance the required transportation and subsistence costs (or otherwise provide them) to workers in corresponding employment who are traveling to the employer's worksite. The amount of the transportation payment must be no less (and is not required to be more) than the most economical and reasonable common carrier transportation charges for the distances involved. The amount of the daily subsistence payment must be at least as much as the employer would charge the worker for providing the worker with three meals a day during employment (if applicable), but in no event less than the amount permitted under § 655.173(a). Note that the FLSA applies independently of the H-2A requirements and
imposes obligations on employers regarding payment of wages.
(2) Transportation from the place of employment. If the employer has not previously advanced such transportation and subsistence costs to the worker or otherwise provided such transportation or subsistence directly to the worker by other means and if the worker completes 50 percent of the work contract period, the employer must pay the worker for reasonable costs incurred by the worker for transportation and daily subsistence from the place from which the worker has come to work for the employer, whether in the U.S. or abroad to the place of employment. When it is the prevailing practice of non-H-2A agricultural employers in the occupation in the area to do so, or when the employer extends such benefits to similarly situated H-2A workers, the employer must advance the required transportation and subsistence costs (or otherwise provide them) to workers in corresponding employment who are traveling to the employer's worksite. The amount of the transportation payment must be no less (and is not required to be more) than the most economical and reasonable common carrier transportation charges for the distances involved. The amount of the daily subsistence payment must be at least as much as the employer would charge the worker for providing the worker with three meals a day during employment (if applicable), but in no event less than the amount permitted under § 655.173(a).
Housing is provided at no cost to workers.
Employer will furnish free and convenient cooking facilities so workers can prepare their own meals. There is a kitchen in the house. All necessary cooking needs are in the house, such as pots, pans, dishes, cups, and silverware. In the event that kitchen facilities become unavailable during the contract period, the employer will provide three daily meals in accordance with 20 CFR 655.122(g). In such circumstances, the employer will deduct the cost of such meals up to the minimum allowable amount published in the Federal Register, or as otherwise approved by the U.S. Department of Labor. For workers residing in employer-provided housing, employer also provides free transportation once per week to/from closest town or city for personal errands (e.g., groceries, banking services, medical).
How to Apply/Request a Referral
This employer has asked WorkSource to refer only fully qualified applicants for this job. If you would like to request a referral, please contact any WorkSource office for detailed instructions on how to apply.
Job order: 268567335 (once you create the job order all the way through to the end, you will receive the job order number in ETO/recruiter account. Then you will change it in this document)
Referrals can be requested from any WorkSource Office in Washington State. Or applicants can contact the local WorkSource office assisting this employer by reporting in person at 2707 I St NE Auburn,WA 98002 or by calling 253-804-1177.
You can also apply online by clicking the Apply Now button in this job listing.
https://www.WorkSourceWA.com
Monday-Friday 8:00 A.m. until 5:00 p.m
WorkSource is an equal opportunity employer and provider of employment and training services. Auxiliary aids and services are available upon request to persons with disabilities.
TTY (Washington Relay Service 1-800-833-6384)
Please follow the link the side by side checklist, Workers' rights trifold and a copy of the complete job order for inspection.
In view of the statutorily established basic function of the ES as a no-fee labor exchange, that is, as a forum for bringing together employers and job seekers, neither the ETA nor the SWAs are guarantors of the accuracy or truthfulness of information contained on job orders submitted by employers. Nor does any job order accepted or recruited upon by the ES constitute a contractual job offer to which the ETA or a SWA is in any way a party.