Pruner

Job description

Pruning dormant pear and peach trees, tree training and sucker removal in established orchards. Follow training instructions based on established company procedures specific to the variety being pruned and tree form desired. Dormant work also includes tree training or limb positioning to establish productive tree structure. This involves using string, hammer and nail, or branch spreaders to manipulate branches into desired positions. This position also includes the removal of branches that sprout from the trunk of the tree referred to as sucker growth. All wood cut during pruning and sucker removal must be positioned in the row middle for future mechanical mulching. Described Safety rules must be followed, and all provided PPE must be worn including safety glasses, and gloves provided. Communicate with work groups, co-workers, and supervisors in a professional manner; provide general maintenance, and care of company buildings, grounds, and equipment. Must be able to perform physical work common to dormant Pear and Peach tree pruning, tree training and sucker removal in established orchards. Capable of proficient and safe use of a 10-ft orchard ladder weighing up to 40lbs. Must be able to achieve 80% of the posted production standard within the initial 4 weeks and a minimum of 90% for the remainder of the contract period. Use common pruning tools that include hand lopper, hand shears, or hand saw. An option to prune from a mobile platform eliminating ladder work may be available in limited situations. Work in varied weather conditions that include cold damp days common to the Pacific Northwest during the months of January-March.

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.
Workers will be paid overtime for hours worked over 40 per week. See Addendum C

Special Requirements

COVID-19 RELATED CONDITIONS OF EMPLOYMENT
Pre-employment testing or proof of vaccination: A pre-employment, negative COVID-19 test administered by the employer's designated testing service, at a time and location designated by the employer and/or proof of vaccination, may be required prior to hiring, subject to applicable law.

Adherence to all of the 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.