Greenhouse Laborers

Job description

Cultivate and transplant vegetable plants, flowering plants and herb seedlings and cuttings within a seedling line. Operate tractors, equipment, vehicles and machinery. Load and unload racks. Move, load and unload greenhouse grown plants. Haul and spread fill-sand to maintain greenhouse floors, using wheelbarrows or carts and shovels. Push and pull carts. Tag trays. Work on seedling/propagation line. Sit down flats and get up flats for delivery. Work within an assembly line. Perform nursery sanitation duties including picking up trash, cleaning bathrooms and sweeping floors. Operate equipment including tractors, forklifts, skidsteers, machinery, and soil handling equipment. Work is very fast paced during the busy season. Clean work areas, sanitize, and maintain grounds, greenhouses, warehouse, and landscaping. Apply pesticides, herbicides and fertilizers. Water plants.

Allergies to ragweed, goldenrod, honey bees, insecticides, herbicides, fungicides, or related chemicals may affect a worker's ability to perform the job. Persons seeking employment in this position must be available for the entire period requested by the employer. Employer reserves the right to discharge an obviously unqualified worker, malingerer or recalcitrant worker who is physically able but is unwilling to perform the work necessary for the employer to grow a premium quality product, or for any other lawful reason.

Employer may request, but not require, workers to work more than the stated daily hours and/or on a worker's Sabbath or federal holidays. Workers will have an unpaid lunch break. Worker must report to work at designated time and place each day. Daily or weekly work schedule may vary due to weather, sunlight, temperature, crop conditions, and other factors. Employer will notify workers of any change to start time.

TERMINATION. All workers will be subject to a 2 day introductory period, during which the employer will evaluate workers' performance of required tasks. Employer reserves the right to terminate a worker at the conclusion of the 2 day introductory period if the worker's performance fails to satisfy the employer's reasonable expectations, or is otherwise unacceptable. Employer may terminate a worker for lawful job-related reasons, including but not limited to situations in which the worker: (1) Is repeatedly absent or tardy; (2) malingers or otherwise refuses, without cause, to perform the work as directed; (3) commits act(s) of misconduct or repeatedly violates the Work Rules; and/or (4) fails, after completing the 2 day introductory period, to perform work in a competent and skillful manner, consistent with the employer's reasonable expectations. Non-U.S. workers may be displaced as a result of one or more U.S. workers becoming available for the job during the employer's recruitment period. Job abandonment will be deemed to occur after five consecutive workdays of unexcused absences. Workers may not report for work under the influence of alcohol or drugs. Possession or use of illegal drugs or alcohol on company premises is prohibited and will be cause for immediate termination. Regardless of whether the employer requires a background check as a condition of employment, the employer may terminate for cause, in accordance with applicable laws and regulations, any worker found during the period of employment to have a criminal conviction record or status as a registered sex offender that the employer reasonably believes will endanger the safety or welfare of other workers, company staff, customers, or the public at large.

Special Requirements

Three months of agricultural work experience required. Walk, sit, stand on concrete or other surfaces, push, pull, stoop, and bend for long periods of time. Use repetitive hand and finger movements. Work in inclement weather including hot, cold, wet, and/or humid conditions for extensive periods of time. Lift, carry, and load up to 50 lbs. Must be 18 years of age or older. Employer is a drug-free workplace. Drug and alcohol testing is conducted post-offer at the employers expense and is not part of the interview process.