Agricultural Equipment Operators

$0.00

Per Hour

DOE (Depends on Experience)

Agricultural Equipment Operators

(Suppressed)

Occupation: Agricultural Equipment Operators

Location: Hemingford, NE - 69348

Positions available: 5

Job #: 16869887

Source: WorkInTexas

Posted: 5/27/2025

Updated: 5/27/2025

Expires: 9/15/2025

Web Site: WorkInTexas

Onsite / Remote: Work onsite all of the time

Job Type: Regular, Full Time (30 Hours or More), Permanent Employment, Day Shift

Agency Job ID: TWC 171210

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Job Requirements and Properties

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Work Onsite

Full Time

Experience

3 Month(s)

Schedule

Full Time

Job Type

Regular

Duration

Permanent Employment

Hours

38 Hours Per Week

Shift

Day Shift

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Temporary work from: 7/1/2025 - 12/1/2025

Experience: 3 mo.

Lifting Requirement: 60 lbs.

Details:

Crops/Commodities: Corn, wheat, hay. Mechanics will perform regular preventative service, maintenance and repairs on various types of equipment, mainly irrigation pivots, to ensure efficiency of operation. Job duties will include the regular servicing of farm equipment, tractors and vehicles. Inspect equipment for wear, damage, or specific problems that might affect performance. Hauling crops. Perform tune-ups, including diagnostics for repair or replacement, and adjust or replace items as necessary. Inspection and preventative service of fleet will regularly expose workers to moving mechanical parts. Assist with farm building/field maintenance and repair. Repair fences. Workers may be asked to operate equipment. Workers must operate all equipment properly and in a manner that protects operator, others, the employer's products and property. Failure to comply with safety requirements and operating instructions may result in disciplinary action up to and including immediate termination. Employer requires all newly-hired employees to take and pass an employer-paid drug test before starting work. Drug test not required for prospective applicants prior to hiring decision. All testing is conducted uniformly after an initial job offer has been extended and accepted by the new hire. Workers testing positive will be immediately terminated and paid for all hours worked between the first date of employment and the date of termination, if any. In the case of a non-local or foreign worker who is terminated for failure to pass a drug test, the employer will arrange least-cost transportation to the worker's place of recruitment, at the worker's expense. The employer will also test upon reasonable suspicion of use. Clean driving record required. Must have or be able to obtain driver's license within 30 days following hire. Workers with appropriate licenses and a valid doctor's certificate may be asked to drive other workers. Must successfully complete pesticide handling safety training with option for continued license/training for willing participants. Supervisor(s) will provide instructions and directions to workers. Workers must be able to comprehend and follow instructions and communicate effectively to supervisors. Unusual, complex or non-routine activities will be supervised. Workers expected to perform basic duties in a proficient manner without close supervision. Must be willing/comfortable working independently with little to no supervision. 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. 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. Workers will have an unpaid lunch break. TERMINATION. Prior to any termination for cause, employer evaluates workers' performance of required tasks and compliance with Work Rules and other employer policies. Employer may terminate a worker for cause if the worker's performance consistently and/or substantially fails to satisfy the employer's reasonable expectations (in accordance with the criteria set forth herein), or otherwise engages in serious or egregious misconduct that endangers health, safety, or property. In assessing whether workers' performance meets reasonable expectations, employer evaluates, among other reasonable criteria, whether the worker: (1) has adequately complied with the Work Rules and any other policies or procedures; (2) has complied with all health and safety guidelines, including the use of tools or equipment in accordance with best practices to protect the employer's property, crops, and in a manner that avoids injury or damage; (3) has treated company property (tools, equipment, crops, fixtures, etc.),

** SEE ETA 790 FOR FULL JOB DESCRIPTION **

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