Farm Laborer

in County, ID

Consultant, please conduct seated interview. Place of Employment Information: Priest River, Idaho. Period of Intended Employment: 9/15/2025-10/28/2025 Applicant must have 3 months of experience. Basic Job Requirements: Drug screen, lifting requirement 50 lbs., Exposure to extreme temperatures, Extensive pushing or pulling, Extensive sitting or walking, Frequent stooping or bending over, Repetitive movements. Job Duties: Strawberry plant cultivating and harvesting workers will perform the following duties: Workers will be doing general farm labor; clean up duties including loading, weeding, removing blooms, moving irrigation pipes, venting, staking hay, planting, and replanting, picking rocks, storing, etc. in the shed on the farm. Workers may also drive tractors and forklifts, spray and mix chemicals and fertilizers, operate trucks to carry crops and farm equipment (on the farm) and perform general repair of ag equipment on farm. Workers with a valid driver license may also drive vans to help facilitate transportation on farm and in town. Operate lawnmower, weed trimmer, chainsaw, and repair fencing in the shed on the farm. Employees must follow the directions of their supervisors regarding work efficiency and qualitythe packs produced by the crews must adhere to the quality standards of the shipper for which they are harvesting. Workers may occasionally and/or sporadically perform duties associated with and directly related to the primary duties. Such work will be temporary and unsubstantial agricultural labor. This activity constitutes secondary agricultural as defined by the FLSA, which states than an activity may constitute secondary agriculture only when those activities are performed by a farmer or on a farm as an incident to or in conjunction with such farming operations. Workers may sort, trim, and bundle strawberry plants in field located on the farm to prepare plants for packing and shipment. Worker may also be assigned to fill a support role for harvest operations. Plant harvesting will be related to trimming including packing plants, close/stack boxes, clean-up functions, etc., on the farm. Workers must kneel on ground at assigned area; takes harvested strawberry plants from ground; inspects and discards plants that do not meet specifications supervisor, taking care not to discard marketable plants; creates bundle of marketable plants, arranging so that all crowns are together, and all roots are aligned in the same direction; grasps root ends with other hand removing runners to create a bundle of exactly 25 marketable plants with a rubber band. Place completed bundle in box, employee must assemble boxes. Once boxes are complete, employee must place boxes along row ready for pickup and inspection. Quality control may be performed, to ensure quality of plants packed. Job Qualifications/Requirements: Minimum Job Qualifications: 3 months of strawberry harvest experience. Specific requirements include lifting up to 50 pounds frequently and able to use hand tools, including cutting knives. Must be able to work under conditions where skin and clothing become heavily soiled with mud, water, grease, etc. Must be able to work outdoors in inclement weather conditions, including rain, cold, high winds, etc. Work involves frequent bending and working in bent or stooped positions. Must be able to walk and stand up extensively. No smoking, alcohol, firearms in the field or residential housing. Work is performed in open fields and may involve exposure to mud, dust, wind, heat, cold, and other natural elements. Temperatures can range from 30 degrees Fahrenheit to over 100 degrees Fahrenheit during the period of employment. Workers should come prepared with appropriate clothing and footwear for the environmental and working conditions described. The work may entail exposure to plant pollens, insects, snakes, rodents, noxious plants and/or plant materials that have been treated with insect and/or disease control sprays. The Company will comply with all worker protection standards and restrictions applicable to pesticides and other chemicals. Workers are also required to comply with all applicable worker protection standards as communicated by forepersons, supervisors, and managers. Daily individual work assignments will be made by, and at the sole discretion of, the Company as the needs of the harvesting operation dictate. Workers must perform the assigned work, and work at the assigned crew/field site, and may not switch assignments or crew/field site without the specific authorization of a company supervisor. Workers may be re-assigned to a different workstation at various times during the workday and/or on different days. Workers will be expected to comply with all provisions of this Clearance Order and the Companys work rules, policies and procedures, and to perform any and all assigned tasks in a work-person-like and efficient manner. Failure to do so will subject the worker to the employers disciplinary procedures. Crown Nursery endeavors to produce a premium product. This is a demanding, competitive business. A high-quality product is expected and demanded by our customers. Sloppy or improper work cannot and will not be tolerated. All safety rules and instructions must be meticulously observed throughout the workday. All Company rules and policies must be followed, to the extent that they do not conflict with the provisions of this Clearance Order and/or the U.S. Department of Labors H-2A regulations. A copy of the applicable rules and policies will be provided to each worker on or before the first day of work. Failure to comply with the Company policies and/or meet expectations will result in the applications of disciplinary procedures, up to and including termination. No persons conducting activities prohibited by law are permitted on company premises or in housing. Visitors are not permitted to remain in the housing overnight. Importantly, no non- working children may be present at or adjacent to the worksite or left in vehicles at or adjacent to the work site or in Company provided housing during the workday. Workers arriving to work with non-working children or other non-workers will be sent home. Employees must not report for work, enter the worksite, or perform service while under the influence of or having used alcohol or any illegal controlled substance. Employees must not report for work, or perform services, while under the influence of, or impaired by, prescription drugs, medications or other substances that may in any way adversely affect their alertness, coordination, reaction response or safety. The Company may require the worker to submit to a drug/alcohol test, at the employers expense, upon the occurrence of a reportable accident, or upon reasonable suspicion, or if the employees name is randomly drawn in conjunction with the Companys Substance Abuse Policy (e.g., for employees in safety sensitive positions such as forklift and tractor drivers). Drug screening is post offer, post hire, can be random, and is at no cost to worker. TRAINING: Training will be provided for 5 days from each workers initial date of employment. PRODUCTION STANDARDS: Workers will be expected to keep up with the production standards which is determined by comparing a workers hourly productivity to other workers assigned to the same commodity, crop variety, field site and location within a field site and at the time that work is performed. Employer will review workers productivity at the end of a given pay period and not on a daily basis. If workers fail to keep up with the average minimum standard as defined above, workers may be offered alternate work, if available, or, after notice, workers may be terminated for cause. The production standard is the following: harvest an average of 870 plants an hour. Insert production standards Performance Standards: a. Must act with respect to employer-designated representatives and following specific work-related instructions b. Must not commit acts of misconduct, such as severe or willful damage to housing, equipment, or fighting or willful injury to co-worker(s) or any other person c. Must not engage in work during the period of this contract for any person other than employer d. Must not violate any U.S., State, or local law e. Must not fail to report for work without justified cause f. Must not leave work without employer's permission g. Must not possess firearms or other weapons without prior employer authorization; and h. No drinking alcoholic beverages on the job or engage in other substance abuse. WAGE OFFER Wage offer: $16.83 per hour Workers will be paid not less than the higher of the AEWR in effect at the time work is performed, the prevailing hourly wage or piece rate, the agreed upon collective bargaining wage, or the Federal or State minimum wage for all hours worked. Employer will pay the hourly rate of $16.83 per hour for work performed in Idaho. If the prevailing wage or AEWR (hourly or piece rate) increases during the contract period, the employer will pay any higher rate after written notice is received from the Department of Labor. Notice can be in the form of a written letter or publication in the Federal Register. The piece rate is $17.00 per thousand plants packed. The estimated hourly equivalent of the piece rate varies daily and depends on commodity and crop conditions. This is an estimate only and employer does not guarantee a higher hourly piece rate wage. We estimate that the hourly equivalent when paid a piece rate is at a minimum of $16.83/hour and up to $17.90 or higher, depending on harvest production and commodity and the productivity of an individual employee. The hourly wage equivalent is for an estimated 1000 plants harvested per hour. The estimation of boxes harvested per hour varies depending on harvest and weather conditions. . Higher or different wage rates may apply during contract period based on market conditions and/or job/crop activity, but no less than the required wage rate. Employer assures that the required wage rate will be paid at the time that the work is performed. Frequency of Pay: Weekly Workers will be paid on a weekly basis. Wages will be deposited directly into employees pay card. Employer will not issue physical checks and pay card is the only method of payment used by the employer. Payday is Friday of the week following the end of the payroll period. The normal work week is 7 hours per day, Monday through Friday (35 hours per week). Workers may be requested to work on Sundays or Federal Holidays depending on the conditions of the fields, weather, and maturity of the crop. Overtime may be requested. However, Employer does not require overtime or work on Sundays and Federal Holidays. This is regular, full-time work for a temporary period of time requiring the worker to be available for work on a daily basis. This is not day work. Excessive tardiness and/or absences will not be tolerated and will result in disciplinary action in accordance to company policies. The normal start of the workday is 7:00 a.m. and the workday end time is 2:30 p.m. Start time and end time may vary based on the time of year, hours of daylight, weather, and production requirements. An unpaid lunch break of 30 minutes (after a work period of not more than 5 hours) and two paid 10-minute work breaks are provided. On work days of less than 5 hours, no lunch break will be provided. The second ten minute break will be provided on work days of 6 hours or more. Workers must refrain from performing any work during scheduled rest breaks and for the full period of the scheduled lunch break. Workers will be assigned a specific work schedule at the sole discretion of the employer. Work schedule assignments may be changed at the sole discretion of the employer. Workers are notified of any change in the start time. All employees not occupying employer-provided housing must provide the Company with contact information before the worker commences employment. This contact information may be used to notify the worker not to report work due to inclement weather or when work is not available or to notify the workers of any change in the workers daily schedule, or for any other reason. TERMINATIONS: The employer may terminate the worker with notification to the Employment Service if the worker: (a) refuses without justified cause to perform work for which the worker was recruited and hired; (b) commits serious acts of misconduct; (c) fails to reach productions standards when production standards are applicable or fails to timely or adequately complete the work as requested at the time work is required to be performed; or (d) violation of company policies, procedures, and/or performance standards as stated in the company handbook and in this job order. Additional Grounds for Termination: Violation of Performance Standards and Company Policies: a. Failure or refusal after any break-in period to satisfactorily complete duties described in (job specifications) with reasonable diligence b. Failure to perform work in accordance with terms of this agreement c. Wanton disrespect to employer-designated representative and not following specific work-related instructions d. Committing an act of misconduct, such as severe or willful damage to housing, equipment, or fighting or willful injury to co-worker(s) or any other person e. Engaging in work during the period of this contract for any person other than employer f. Violating any U.S., State, or local laws g. Failure to report for work without justified cause h. Leaving work without employer's permission
i. Possession of firearms or other weapons without prior employer authorization; and j. Drinking alcoholic beverages on the job or other substance abuse. Employer will apply the above standards on a nondiscriminatory basis as required by law. All employees must respect and follow company policies as stated in the company handbook including any new or changed policies which may be communicated during the course of the season. Employees must work in a safe manner and adhere to all safety training provided by the company. Employees must follow the directions of their supervisors regarding work efficiency and qualitythe work must adhere to the quality standards of the grower for which they are working.