Agricultural Equipment Operators/farmworkers And Laborers

Job description

Workers will perform general farm duties including irrigation duties for mint, corn, beans, alfalfa, and wheat.

The lifting requirement for this position is 60 pounds. This job also requires a minimum of three (3) months of general farm labor.

All duties assigned under this order will be those duties of Agricultural Equipment Operator and Farm Worker and Laborer Crop, Nursery and Greenhouse, under the Bureau of Labor Statistics Occupational Employment Statistics Standard Occupational Classification Codes 45-2091 and 45-2092

Workers must possess a valid driver's license and be insurable.

General Farm Work will include the following duties:

1.Maintain, drive, attach, and operate farm implements, tractors, equipment to till soil, plant, cultivate, fertilize, and harvest crops
2.Make mechanical adjustments and repairs on farm machinery
3.May mix and/or spray chemicals (according to appropriate restrictive use laws, when/if applicable)
4.Remove undesirable and excess growth from crops or farm grounds
5.Remove rocks from fields, edges fields, concrete ditches, etc.
6. maintain, repair, farm structures
7.Replace, repair fencing
8.Perform general clean-up of farm areas
9.Drive, unload/load semi-trucks
10.Operate motor bike, all-terrain vehicle (ATV?s), and/or John Deere Gators, while performing job duties
11. Drive company vehicles to transport equipment, crop 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.