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Equipment Operator/Farmworker/Irrigator Pepeekeo Point Farms LLC Occupation: Agricultural Equipment Operators

Location: Wahiawa, HI - 96786 Positions available: 3

Job #: 1664664 Work At Home option: No

Posted: 3/20/2024 Updated: 4/5/2024 Expires: 9/30/2024

Source: HireNet Hawaii Site: HireNet Hawaii

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Job Properties

Job Description

Equipment Operator/Farmworker/Irrigator Positions. Three (3) Full-time positions on Oahu for the period of May 15, 2024 through December 14, 2024.

Job Duties:
Worker will be required to perform a variety of duties related to the production of Sudan sorghum and Guinea silage. The majority of the work activities during the overall contract period, however, will be related to agricultural equipment operation.
General Farm Work will include the following responsibilities: maintain, drive, attach, and operate farm implements/tractors/equipment to till soil, plant, cultivate, fertilize, and harvest crops; make minor mechanical adjustments and repairs on farm machinery; may mix and/or spray chemicals (according to appropriate restrictive use laws, when/if applicable); remove undesirable and excess growth from crops or farm grounds; remove rocks from field; paint/repair/maintain farm structures; replace/repair fencing; perform general cleanup of farm areas; load/unload trucks; operate vehicle, motor bike, or all-terrain vehicle in the course of performing duties; workers possessing the proper licensure may be asked to transport other farm workers.
Irrigation duties will include the following: Hand lines: connect pipes; check alignment of pipe and adjust for proper water distribution; attach lines to water supply; turn on pump; turn valves to start flow of water; disassemble lines and carry pipes across fields at specified intervals; move pipes through freshly irrigated crops and/or plowed fields where mud may be deep at times; lift and carry pipe sections weighing approximately 40 pounds on a sustained basis.
Wheel lines: start gasoline engines and operate controls to move lines across fields at specified intervals.
Pivots: operate, maintain, and repair system.
Flood Irrigation: lift gate in side of flooded irrigation ditch/pipe permitting water to flow into bordered section of field; shovel and pack dirt in low spots of embankment or cut trenches in high areas to direct water flow; close gate in ditch/pipe when bordered section is flooded; open gate or connect pipe to underground pipe system that releases water flow into reservoir or ditch; siphon water from flooded reservoir or ditch to channel water into designated areas; shovel or hoe soil to clear ditches/furrows and build embankments to appropriately channel water; mix and apply proper solutions to fill holes/cracks in pipes, ditches, and spillways, and make minor repairs to metal, concrete, and wooden frameworks in pipe and ditch valves and gates.
Other Irrigation Duties: remove pipes/wheel lines from storage and lay out/place in predetermined patterns in fields; lubricate, adjust, repair, and replace parts such as sprinkler heads and drive chains using hand tools; observe revolving sprinklers and adjust to ensure proper operation and uniform distribution of water; disassemble, service, and store pipes/mainlines/wheel lines after irrigation season.

Requirements:
Applicants must have 3 months experience with agricultural equipment operation and farm/irrigation work and provide the contact information of at least one reference who can verify experience and performance.
Instruction, training, and general supervision will be provided by the farm operator or a designated employee. However, the worker must perform required duties without close supervision and listen to, understand, and follow simple instructions of the employer or supervisor.
The worker will be required to return worn out tools, supplies, and equipment before new ones will be provided. Most duties are performed out of doors and entail exposure to heat, cold, dust, rain, and other environmental conditions common in fields, including mosquitoes during certain seasons.
The worker must crouch, bend, and lift and carry items weighing up to the number of pounds indicated in Section B/Item 4.e. in the course of performing required activities.

Rate of Pay:
$18.74/hour

Provision of Housing:
Employer agrees to provide or secure housing for the H-2A workers and those workers in corresponding employment who are not reasonably able to return to their residence at the end of the work day. That housing complies with the applicable local, State, and/or Federal standards and is sufficient to house the specified number of workers requested through the clearance system. The employer will provide the housing without charge to the worker. Any charges for rental housing will be paid directly by the employer to the owner or operator of the housing. If public accommodations or public housing are provided to workers, the employer agrees to pay all housing-related charges directly to the housing's management. The employer agrees that charges in the form of deposits for bedding or other similar incidentals related to housing (e.g., utilities) must not be levied upon workers. However, the employer may require workers to reimburse them for damage caused to housing by the individual worker(s) found to have been responsible for damage which is not the result of normal wear and tear related to habitation. When it is the prevailing practice in the area of intended employment and the occupation to provide family housing, the employer agrees to provide family housing at no cost to workers with families who request it.

Workers' Compensation Coverage:
Employer agrees to provide workers' compensation insurance coverage in compliance with State law covering injury and disease arising out of and in the course of the worker's employment. If the type of employment for which the certification is sought is not covered by or is exempt from the State's workers' compensation law, the employer agrees to provide, at no cost to the worker, insurance covering injury and disease arising out of and in the course of the worker's employment that will provide benefits at least equal to those provided under the State workers' compensation law for other comparable employment.

Provision of Meals:
Employer will furnish free and convenient cooking and kitchen facilities including utensils, stoves, refrigeration, and dishwashing accommodations to H-2A workers and those workers in corresponding employment who are not reasonably able to return to their residence within the same day. All cooking and kitchen facilities will be maintained in working order and are sufficient for workers to provide and prepare three meals a day.
The employer will provide free transportation to stores at least every two weeks to allow
workers to shop for groceries and other necessary items.
In the event the housing indicated in this clearance order becomes unavailable and the
employer secures alternate housing which does not contain free and convenient kitchen
facilities (in accordance with 20 CFR § 655.122(d)(6)), the employer will provide each worker
with three meals per day and charge for such meals at the rate indicated below:
Employer will charge each worker for meals at $15.88 per day, if meals are provided.

Transportation:
If the worker completes the work contract period, or is terminated without cause, and the worker has no immediate subsequent H-2A employment, the employer agrees to provide or pay for the worker's transportation and daily subsistence from the place of employment to the place from which the worker, disregarding intervening employment, departed to work for the employer. Return transportation will not be provided to workers who voluntarily abandon employment before the end of the work contract period, or who are terminated for cause, if the employer follows the notification requirements in 20 CFR 655.122(n).
If the worker has contracted with a subsequent employer who has not agreed in such work contract to provide or pay for the worker's transportation and daily subsistence expenses from the employer's place of employment to such subsequent employer's place of employment, the employer must provide for such expenses. If the worker has contracted with a subsequent employer who has agreed in such work contract to provide or pay for the worker's transportation and daily subsistence expenses from the employer's place of employment to such subsequent employer's place of employment, the subsequent employer must provide or pay for such expenses.
The employer is not relieved of its obligation to provide or pay for return transportation and subsistence if an H-2A worker is displaced as a result of the employer's compliance with the employer's obligation to hire U.S. workers who apply or are referred after the employer's date of need during the recruitment period set out in 20 CFR 655.135(d). 20 CFR 655.122(h)(2).
C. Daily Transportation

Employer agrees to provide transportation between housing provided or secured by the employer and the employer's place(s) of employment at no cost to the worker. 20 CFR 655.122(h)(3).
D. Compliance with Transportation Standards

Employer assures that all employer-provided transportation will comply with all applicable Federal, State, or local laws and regulations. Employer agrees to provide, at a minimum, the same transportation safety standards, driver licensure, and vehicle insurance as required under 29 U.S.C. 1841 and 29 CFR 500.104 or 500.105 and 29 CFR 500.120 to 500.128. If workers' compensation is used to cover transportation, in lieu of vehicle insurance, the employer will ensure that such workers' compensation covers all travel or that vehicle insurance exists to provide coverage for travel not covered by workers' compensation. Employer agrees to have property damage insurance.

Three-Fourths Guarantee:
Employer agrees to offer the worker employment for a total number of work hours equal to at least three-fourths of the workdays of the total period beginning with the first workday after the arrival of the worker at the place of employment or the advertised contractual first date of need, whichever is later, and ending on the expiration date specified in the work contract or in its extensions, if any. 20 CFR 655.122(i).
The employer may offer the worker more than the specified hours of work on a single workday. For purposes of meeting the three-fourths guarantee, the worker will not be required to work for more than the number of hours specified in the job order for a workday, or on the worker's Sabbath or Federal holidays. If, during the total work contract period, the employer affords the U.S. or H-2A worker less employment than that required under this guarantee, the employer will pay such worker the amount the worker would have earned had the worker, in fact, worked for the guaranteed number of days. An employer will not be considered to have met the work guarantee if the employer has merely offered work on three-fourths of the workdays if each workday did not consist of a full number of hours of work time as specified in the job order. All hours of work actually performed may be counted by the employer in calculating whether the period of guaranteed employment has been met. Any hours the worker fails to work, up to a maximum of the number of hours specified in the job order for a workday, when the worker has been offered an opportunity to work, and all hours of work actually performed (including voluntary work over 8 hours in a workday or on the worker's Sabbath or Federal holidays), may be counted by the employer in calculating whether the period of guaranteed employment has been met. 20 CFR 655.122(i).
If the worker is paid on a piece rate basis, the employer agrees to use the worker's average hourly piece rate earnings or the required hourly wage rate, whichever is higher, to calculate the amount due under the three-fourths guarantee. 20 CFR 655.122(i).
If the worker voluntarily abandons employment before the end of the period of employment set forth in the job order, or is terminated for cause, and the employer follows the notification requirements in 20 CFR 655.122(n), the worker is not entitled to the three-fourths guarantee. The employer is not liable for payment of the three-fourths guarantee to an H-2A worker whom the Department of Labor certifies is displaced due to the employer's requirement to hire qualified and available U.S. workers during the recruitment period set out in 20 CFR 655.135(d), which lasts until 50 percent of the period of the work contract has elapsed (50 percent rule). 20 CFR 655.122(i).
Important Note: In circumstances where the work contract is terminated due to contract impossibility under 20 CFR 655.122(o), the three-fourths guarantee period ends on the date of termination.

Earnings Records:
Employer agrees to keep accurate and adequate records with respect to the workers' earnings at the place or places of employment, or at one or more established central recordkeeping offices where such records are customarily maintained. The records must include each worker's permanent address, and, when available, permanent email address, and phone number(s). All records must be available for inspection and transcription by the Department of Labor or a duly authorized and designated representative, and by the worker and representatives designated by the worker as evidenced by appropriate documentation. Where the records are maintained at a central recordkeeping office, other than in the place or places of employment, such records must be made available for inspection and copying within 72 hours following notice from the Department of Labor, or a duly authorized and designated representative, and by the worker and designated representatives. The content of earnings records must meet all regulatory requirements and be retained by the employer for a period of not less than 3 years after the date of certification by the Department of Labor. 20 CFR 655.122(j).

Hours and Earning Statements:
Employer agrees to furnish to the worker on or before each payday in one or more written statements the following information: (1) the worker's total earnings for the pay period; (2) the worker's hourly rate and/or piece rate of pay;(3)the hours of employment offered to the worker (showing offers in accordance with the three-fourths guarantee as determined in 20 CFR655.122(i), separate from any hours offered over and above the guarantee); (4) the hours actually worked by the worker; (5) an itemization of all deductions made from the worker's wages; (6) if piece rates are used, the units produced daily; (7) beginning and ending dates of the pay period; and (8) the employer's name, address and FEIN. 20 CFR 655.122(k).
For workers engaged in the herding or production of livestock on the range, the employer is exempt from recording and furnishing the hours actually worked each day, the time the worker begins and ends each workday, as well as the nature and amount of work performed, but otherwise must comply with the earnings records and hours and earnings statement requirements set out in 20 CFR 655.122(j) and (k). The employer agrees to keep daily records indicating whether the site of the employee's work was on the range or off the range. If the employer prorates a worker's wage because of the worker's voluntary absence for personal reasons, it must also keep a record of the reason for the worker's absence. 20 CFR 655.210(f).

Frequency of Pay:
The employer will pay workers semi-monthly (twice-a-month).

Abandonment of Employment or Termination Cause:
If a worker voluntarily abandons employment before the end of the contract period, or is terminated for cause, the employer is not responsible for providing or paying for the subsequent transportation and subsistence expenses of that worker, and that worker is not entitled to the three-fourths guarantee, if the employer notifies the U.S. Department of Labor and, if applicable, the Department of Homeland Security, in writing or by any other method specified by the Department of Labor or the Department of Homeland Security in the Federal Register, not later than 2 working days after the abandonment or termination occurs. A worker will be deemed to have abandoned the work contract after the worker fails to show up for work at the regularly scheduled time for 5consecutive work days without the consent of the employer. 20 CFR 655.122(n).

Contract Impossibility:
The work contract may be terminated before the end date of work specified in the work contract if the services of the workers are no longer required for reasons beyond the control of the employer due to fire, weather, or other Act of God that makes fulfillment of the contract impossible, as determined by the Department of Labor. In the event that the work contract is terminated, the employer agrees to fulfill the three-fourths guarantee for the time that has elapsed from the start date of work specified in the work contract to the date of termination. The employer also agrees that it will make efforts to transfer the worker to other comparable employment acceptable to the worker and consistent with existing immigration laws. In situations where a transfer is not affected, the employer agrees to return the worker at the employer's expense to the place from which the worker, disregarding intervening employment, came to work for the employer, or transport the worker to his/her next certified H-2A employer, whichever the worker prefers. The employer will also reimburse the worker the full amount of any deductions made by the employer from the worker's pay for transportation and subsistence expenses to the place of employment. The employer will also pay the worker for any transportation and subsistence expenses incurred by the worker to that employer's place of employment. The amounts the employer will pay for subsistence expenses per day are those amounts disclosed in this clearance
order. The amount of the transportation payment must not be less (and is not required to be more) than the most economical and reasonable common carrier transportation charges for the distances involved. 20 CFR 655.122(o).

Deductions from Worker's Pay:
Employer agrees to make all deductions from the worker's paycheck required by law. This job offer discloses all deductions not required by law which the employer will make from the worker's paycheck and all such deductions are reasonable, in accordance with 20 CFR 655.122(p) and 29 CFR part 531. The wage requirements of 20 CFR 655.120 will not be met where undisclosed or unauthorized deductions, rebates, or refunds reduce the wage payment made to the employee below the minimum amounts required under 20 CFR part 655, subpart B, or where the employee fails to receive such amounts free and clear because the employee kicks back directly or indirectly to the employer or to another person for the employer's benefit the whole or part of the wage delivered to the employee. 20 CFR 655.122(p).

Disclosure of Work Contract:
Employer agrees to provide a copy of the work contract to an H-2A worker no later than the time at which the worker applies for the visa, or to a worker in corresponding employment no later than on the day work commences. For an H-2Aworker coming to the employer from another H-2A employer or who does not require a visa for entry to the United States, the employer agrees to provide a copy of the work contract no later than the time an offer of employment is made to the H-2A worker. A copy of the work contract will be provided to each worker in a language understood by the worker, as necessary or reasonable. In the absence of a separate, written work contract entered into between the employer and the worker, the work contract at minimum will be the terms of this clearance order, including all Addenda, the certified H-2A Application for Temporary Employment Certification and any obligations required under 8 U.S.C.1188, 29 CFR part 501, or 20 CFR part 655, subpart B. 20 CFR 655.122(q).

To Apply:
Interested applicants should create a HireNet Hawaii account at www.hirenethawaii.com and contact the nearest America Job Center Hawaii for a referral before contacting the employer. Prior to the job referral, interested job seekers who meet the requirements should either read or have read to them a copy of the job offer and understand all terms and conditions of employment as noted in the job order. All workers should also be advised that they will be expected to work for the total period of employment as noted in the job offer and should be available to work in any one of the listed employment activities at the discretion of the employer. For questions regarding the content of this job order contact: H-2A Program Coordinator (Oahu), Frederick Pascua at (808) 832-1970/Frederick.R.Pascua@hawaii.gov and Scot Ling at (808) 832-1976/Scot.w.ling@hawaii.gov

Employer Research

Pepeekeo Point Farms LLC
Is a Private Sector employer with 2 locations
Company Profile:
Worker will be required to perform a variety of duties related to the production of Sudan sorghum and Guinea silage. The majority of the work activities during the overall contract period, however, will be related to agricultural equipment operation.
General Farm Work will include the following responsibilities: maintain, drive, attach, and operate farm implements/tractors/equipment to till soil, plant, cultivate, fertilize, and harvest crops; make minor mechanical adjustments and repairs on farm machinery; may mix and/or spray chemicals (according to appropriate restrictive use laws, when/if applicable); remove undesirable and excess growth from crops or farm grounds; remove rocks from field; paint/repair/maintain farm structures; replace/repair fencing; perform general cleanup of farm areas; load/unload trucks; operate vehicle, motor bike, or all-terrain vehicle in the course of performing duties; workers possessing the proper licensure may be asked to transport other farm workers.
Irrigation duties will include the following:
Hand lines: connect pipes; check alignment of pipe and adjust for proper water distribution; attach lines to water supply; turn on pump; turn valves to start flow of water; disassemble lines and carry pipes across fields at specified intervals; move pipes through freshly irrigated crops and/or plowed fields where mud may be deep at times; lift and carry pipe sections weighing approximately 40 pounds on a sustained basis.
Wheel lines: start gasoline engines and operate controls to move lines across fields at specified intervals.
Pivots: operate, maintain, and repair system.
Flood Irrigation: lift gate in side of flooded irrigation ditch/pipe permitting water to flow into bordered section of field; shovel and pack dirt in low spots of embankment or cut trenches in high areas to direct water flow; close gate in ditch/pipe when bordered section is flooded; open gate or connect pipe to underground pipe system that releases water flow into reservoir or ditch; siphon water from flooded reservoir or ditch to channel water into designated areas; shovel or hoe soil to clear ditches/furrows and build embankments to appropriately channel water; mix and apply proper solutions to fill holes/cracks in pipes, ditches, and spillways, and make minor repairs to metal, concrete, and wooden frameworks in pipe and ditch valves and gates.
Other Irrigation Duties: remove pipes/wheel lines from storage and lay out/place in predetermined patterns in fields; lubricate, adjust, repair, and replace parts such as sprinkler heads and drive chains using hand tools; observe revolving sprinklers and adjust to ensure proper operation and uniform distribution of water; disassemble, service, and store pipes/mainlines/wheel lines after irrigation season.

employees

Location/Work Site Information

Address: 92-880 Kunia Road, Wahiawa, HI 96786

Work At Home option:

Public Transportation Accessible:

Yes

Location/Work Site Industry (NAICS):

Animal Production (112)

Compensation and Hours

Salary Range: Not Available DOE (Depends on Experience) Benefits Provided: Not Available Other Benefits: Not Available Full or Part Time: Full Time (30 Hours or More) Job Duration: Over 150 Days Type of Job: Regular

Shift: Not Applicable

Hours per Week:
Hours Not Specified

View what local employers are paying Agricultural Equipment Operators

Work Experience

Minimum Experience Required: 03 months

Education and Training

Minimum Education Level Required: No Minimum Education Requirement

Required License/Certification: No

Related Education Opportunities

Skills Required

View typical job skill requirements for Agricultural Equipment Operators

View typical Tools and Technology skills used by Agricultural Equipment Operators

View the personal skills that are typically associated with individuals that work as Agricultural Equipment Operators

Occupation Information

Occupation:

Agricultural Equipment Operators

Other Matching Jobs:

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Other Related Jobs:

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Job Distribution:

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Supply and Demand:

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Future Employment Outlook:

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Other Employers:

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Jobs Available

This section shows the number of job openings advertised online in Honolulu County, HI for Agricultural Equipment Operators and for the related occupational group of Farming, Fishing, and Forestry Occupations on May 10, 2024 (Jobs De-duplication Level 2).

This table contains Occupation, and Job Openings
Occupation	Job Openings
Agricultural Equipment Operators	2
Farming, Fishing, and Forestry Occupations	10

Occupation is in National High Growth industry

There were 2 job openings advertised online in Honolulu County, HI for Agricultural Equipment Operators on May 10, 2024. There are also 10 job openings advertised online for the related occupation group of Farming, Fishing, and Forestry Occupations in Honolulu County, HI on May 10, 2024.

Source: Online advertised jobs data

Career Ladder

Personal Requirements

Knowledge:

View the knowledge typically needed by Agricultural Equipment Operators

Abilities:

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Work Styles:

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Nature of the Work

Importance:

View what is typically important in a job to Agricultural Equipment Operators

Work Activities:

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Tasks:

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Working Conditions:

View the typical working conditions for Agricultural Equipment Operators

Tools and Technology Skills:

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Occupational Videos:

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