Harvest Picker
Employer
643 Beeson Lane
Talent, OR 97540
United States
Job description
Harvest pears grown in orchards located in Jackson County, Oregon. General orchard labor includes, but is not limited to: harvesting fruit, fruit stripping, fruit thinning and summer pruning.
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 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 CPR655.135(d), which lasts until 50 percent of the period of the work contract has elapsed (50 percent rule). 20 CFR 655.122(i).
Special Requirements
Pre-employment testing or proof of vaccination: A pre-employment, negative COVID-19 test administered by Employers designated testing service, at a time and location designated by Employer and/or proof of vaccination, may be required prior to hiring, subject to applicable law. COVID-19 test is at employer's expense.
Adherence to all Employer requirements: Once hired, all employees must adhere to all applicable Employer policies, requirements, rules, instructions and guidelines (collectively, Rules) related to the current pandemic, which may include, without limitation (as applicable): wearing of face masks/facial coverings, social distancing, periodic COVID-19 testing, temperature and symptom screening, working and operating within designated groups (or Cohorts), and all other Rules. COVID-19 test is at employer's expense.