Agricultural Equipment Operator
Employer
27240 Peckham Road
Wilder, ID 83676
United States
Job description
This job requires a minimum of three (3) months of general farm work experience.
The lifting requirement for this position is 60 pounds.
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.
Specific Job Requirements
Hop Farm
Workers will do farm labor duties and assist with hop harvest. Workers will maintain and operate hop farm machinery and equipment as well as irrigation equipment and systems.
Drip Irrigation
Workers will roll out and/or roll up drip hose to hop plants in rows or take from field for end of season storage. They will inspect, monitor, and repair drip system daily.
Hops
Twining/Stringing Hops: Attaching string (twine) between trellis and the ground. Driving the stringing cart (tractor) while other workers tie twine. Workers may ride on farm implement cart, approximately 18 feet above the ground, hand tying twine to trellis. Use tool to place metal clip in the ground. Affixing string to ground. Workers will fill water tank with hop twine to make twine damp. Workers will fix any strings that come loose or need repair.
Special Requirements
Additional Wage Language:
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.