Agricultural Equipment Operators/farmworkers And Laborers

Job description

Duties assigned under this order will be primarily those duties of Agricultural Equipment Operator but workers will also be assigned duties under Farm Worker and Laborer, under the Bureau of Labor Statistics Occupational Employment Statistics Standard Occupational Classification Codes 45-2091 and 45-2092. This job requires a minimum of three (3) months of agricultural equipment operation experience.

The lifting requirement for this position is 60 pounds.
This application encompasses agricultural equipment operators and general farm labor for the raising and harvest of apples, cherries and pears.
Maintain, drive, attach, and operate farm implements, tractors, equipment to till soil, plant, cultivate, fertilize, and harvest crops.
Under supervision, assist in adjustment, repair, and service of farm machinery and notify supervisors when machinery malfunctions.
Assist with irrigation systems. Record irrigation times and evaluate need for repairs and adjustments to the irrigation system.
Observe and listen to machinery operation to detect equipment malfunctions.
Manipulate controls to set, activate, and adjust mechanisms on machinery
Drive vehicles and non-CDL trucks to haul supplies, crop, equipment, and workers.

Special Requirements

Additional Wage Information:
The employer agrees that it will offer, advertise in its recruitment, and pay at least the Adverse Effect Wage Rate (AEWR), the prevailing hourly wage rate, the prevailing piece rate, the agreed-upon collective bargaining rate, or the Federal or State minimum wage rate, in effect at the time work is performed, whichever is highest. If the worker is paid by the hour, the employer must pay this rate for every hour or portion thereof worked during a pay period. If the offered wage(s) disclosed in this clearance order is/are based on commission, bonuses, or other incentives, the employer guarantees the wage paid on a weekly, semi-monthly, or monthly basis will equal or exceed the AEWR, prevailing hourly wage or piece rate, the legal Federal or State minimum wage, or any agreed-upon collective bargaining rate, whichever is highest.
As of Jan. 1, 2024: Overtime will apply at 1.5 times the regular rate of pay for hours worked in excess of 40 hours in a workweek