Farm Laborer (Job Number 3988476)

kbusateri
4 days ago
8 min read

Farm Laborer

(Job Number 3988476)

Work Site: No Specific Work Location.

Work will be performed in Walworth and Rock Counties. The employer will provide, without charge or deposit charge, all tools, supplies, and equipment required to perform the duties assigned. Worker will be paid weekly.

On Bus Route? No

Pay: $13.29 Per Hour

Raises and/or bonuses may be offered to any seasonal worker employed under this job order, at the company's sole discretion, based on individual factors including but not limited to work performance, skill, and tenure.

Duration/Usual Hours Per Week: Full-Time, 48 Hours Per Week Minimum

This is a full time temporary job from May 15, 2026-December 15, 2026. Standard work week is Monday through Friday. In addition, Saturday 8 hrs. work required.

Shift/Work Days: First Shift. Workers may volunteer to work additional hours but are not required to work more than stated daily hours and/or on a worker's Sabbath or federal holidays.

Monday through Saturday. Hourly work schedule: 6:00 A.M. - 2:30 P.M. These hours could increase or decrease based on weather conditions, crop delay, pests or disease, crop yield, available labor, and or productivity.

Number of Openings: 3

Minimum Requirements of Employer:

Education: No Minimum Education Level Requested

Professional Licenses / Certifications: No Licenses or Certifications Requested

Vehicle: No Vehicle Requested

Drivers License:

Type: No Drivers License Requested

Endorsements: No Endorsement Requested

Age: No Age Requested

Experience / Qualifications: 2 months experience in general farm work required. Ability to communicate in English required for training and safety purposes.

Workers must have a valid, insurable drivers license or be eligible to apply for same at no cost to the worker. Will be asked to drive vehicles for transporting workers, goods, or commodities on company business. Extensive bending over, pushing and pulling, walking, and repetitive movements. Be able to lift at least 75 lbs. Criminal background check and drug screen at employer's expense.

Duties and Responsibilities of the Job:

Crops: Soybeans, Corn, Sweet Corn, Peas, Green Beans Workers will pull seed tenders from the shed to the field. Perform maintenance of machines, including greasing them, changing tires, and inspecting equipment for wear or damage. Load and unload trailers with materials, tools, and crops. Pick rocks from fields to maintain soil quality. Perform general farm maintenance, including repairing fences and cleaning equipment. Follow safety protocols and maintain a clean work environment. Multiple 8 hour shifts available are available throughout the day. Work is to be done for long periods of time in the field, when plants may be wet with dew and rain, and may be required during light rain, snow, moderate winds, direct sun, high humidity and extreme temperatures. Allergies to ragweed, goldenrod, insect spray, related chemicals, etc. may affect workers ability to perform the job. Workers must be able to perform the required work with or without reasonable accommodations. Must wear assigned personal protective equipment when required. Must report for work daily wearing appropriate work clothing and boots or other durable foot wear. Casual clothing not permitted. Workers wearing inappropriate clothing will not be permitted to start work.

The minimum work guarantee under s. 103.915 (4) (b), Stats., shall cover the period from the date the worker is notified by the employer to report for work, which date shall be reasonably related to the Approximate Beginning Date specified in Section 8 of this work agreement or the date the worker reports for work, whichever is later. The minimum guarantee continues until the date of the final termination of employment as specified as the "ending date" in Section 8 of this work agreement, or earlier if the worker is terminated for cause or due to seriously adverse circumstances beyond the Employer/MLC's control.

If a worker is notified by the Employer/MLC to report for work or is employed prior to the Approximate Beginning Date, the period of employment and the guarantee of minimum work shall begin on the date the worker is notified to report for work or the date the worker reports for work, whichever is later, and shall continue until the final termination of employment, as specified above, signed at the time of recruitment, or earlier if the worker is terminated for cause or due to seriously adverse circumstances beyond the Employer/MLC's control.

If the beginning or ending period of employment does not coincide with the employer's pay period, the employer may reduce the guarantee for such beginning or ending period to an amount that is equal to the number of days in the beginning or ending period of employment multiplied by one-sixth of the guarantee if the employer's guarantee is on a weekly basis or multiplied by one-twelfth of the guarantee if the employer's guarantee is on a biweekly basis. If a worker is not available for work, the employer may reduce the minimum guarantee by an amount equal to the wages the worker would have earned if the worker had been available for work.

A date can be considered "reasonably related to the Approximate Beginning Date" if the number of days between the date the worker is notified by the employer to report for work and the approximate beginning date specified in this work agreement is no greater than 15% of the length of time between the approximate beginning date specified in the work agreement and the end date in this agreement or 10 days, whichever is shorter.

The offered hours as described in Section A.6a-h demonstrate the employer complies The offered hours as described in Section A.6a-h demonstrate the employer complies The offered hours as described in Section A.6a-h demonstrate the employer complies with the Wisconsin Agricultural Work Guarantee of a minimum of 45 hours/2 weeks. the Wisconsin Agricultural Work Guarantee of a minimum of 45 hours/2 weeks

If a worker is not available for work, the Employer/MLC may reduce the minimum guarantee by an amount equal to the wages that would have earned had they been available.

The employer will provide housing at no cost to those workers who are not reasonably able to return to their residence within the same day. Housing is only available to non-local workers (permanent residence outside normal commuting distance) and is not offered to non-working family members. Employer possesses and controls premises at all times. Female workers will be provided bedroom and bathroom facilities shared only with other female workers. Common areas of the housing may be shared with male workers.

Employer-provided housing includes free and convenient kitchen facilities with appropriate equipment, appliances, cooking accessories, and dishwashing facilities for meal preparation. Workers residing in employer-provided housing will be provided free transportation once per week to/from closest town or city for personal errands (e.g., groceries, banking services). Dining, kitchen/cooking facilities and other common areas are shared by all workers. In the event that kitchen facilities become unavailable during the contract period, employer will provide three daily meals in and deduct the cost of such meals no more than $16.28 per day.

For workers residing in employer provided housing, the employer offers free daily transportation from the housing to the place of employment. Vehicle type, quantity, and seating capacity are TBD and may vary, but may include any combination of the following: 1 5-seating capacity truck. The vehicles will be used to make multiple trips to transport the total number of requested workers to the worksites as outlined in Clearance Order. Vehicles utilized to transport workers are covered under a valid insurance policy which includes property damage insurance. Workers will be picked up at the employer-provided housing address(es) on work days approximately 15 minutes before the day's scheduled start time. Workers will be picked up from the worksite(s) at the end of the work day and returned to the designated employer-provided housing location. Daily transportation to and between worksites provided at no cost to workers living in employer- provided housing. Use of employer-provided transportation is voluntary. Local workers and workers who decline employer-provided housing are responsible for their own daily transportation

Employer will permit workers to select any means of transportation they choose and reimburse workers at no less than the most economical and reasonable common carrier (e.g., van, bus, plane) transportation charges for the distances involved for both inbound and outbound transportation. Inbound transportation provided from the foreign worker's home city to the U.S. consulate and from the U.S. Consulate to the work site. Outbound transportation provided from the work site to the foreign worker's home city. Employer pays/reimburses foreign workers for all visa-related costs (excluding passport fees) in accordance with H-2A regulations and FLSA wage requirements. For non-commuting domestic workers, employer pays/reimburses reasonable travel costs (transportation, daily subsistence, and lodging if applicable) from the place the worker departed from to the employer's place of employment. Employer pays/reimburses outbound travel costs to workers who complete the contract or are dismissed early. Employer does not pay or reimburse travel costs to any worker who voluntarily resigns, abandons employment, or is terminated for cause. Daily subsistence while traveling: Minimum $16.28 per day/Maximum $68.00 per day (with documentation of actual expenses).

The employer guarantees 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.

The employer will provide workers' compensation insurance coverage in compliance with State law covering injury and disease arising out of and in the course of the worker's employment.

At the time of hire, the employer must provide a worker hired to this position, copy of the work contract between the employer and the worker in a language understood by the worker as necessary or reasonable.

The employer will keep accurate and adequate records with respect to each worker's earnings and must furnish to the worker on or before each payday in one or more written wage statements.

The wage offer is $13.29 per hour. The wage offer is adjusted for H-2A workers. The wage offer for H-2A workers includes a downward adjustment of $-1.29 per hour. H-2A workers will be paid $12.00 per hour.

Worker must authorize in writing all voluntary deductions, such as cash advances\loans, health insurance payments, cell phones, and other services to benefit the worker. Employer will make all deductions required by state/federal law, if applicable, such as: FICA, federal, state and/or local income tax withholding. Employer may deduct the reasonable cost of damages and/or replacement of tools and/or equipment if such repair or replacement results from willful neglect or gross negligence after the damage has occurred and after gaining the employee's written authorization to make the deduction. Also, the employer may deduct the reasonable cost of negligent damage to lodging facilities and vehicles after damage has occurred and after gaining the employee's written authorization to make the deduction.

All applicants must intend to work the duration of the contract May 15, 2026-December 15, 2026.

In view of the statutorily established basic function of the Employment Service (ES) as a no-fee labor exchange, that is, as a forum for bringing together employers and job seekers, neither the Employment and Training Administration (ETA) nor the State Workforce Agencies (SWA) are guarantors of the accuracy or truthfulness of information contained on job orders submitted by employers. Nor does any job order accepted or recruited upon by the ES constitute a contractual job offer to which the ETA or a SWA is in any way a party.

However, if a SWA discovers that an employer's clearance order contains a material misrepresentation, the SWA may initiate the Discontinuation of Services as set forth in part 658, subpart F of this chapter.

Equal Opportunity/Affirmative Action Employer

Benefits:

The employer does not provide benefits for this job.