SeasonalJobs.dol.gov

Descripción de Funciones

Tiempo Completo:

Sí

Número de Trabajadores Solicitados:

45

Deberes Laborales:

Citrus Worker; Forklift Driver, Tree Pruning and General Laborers to perform the following duties: Under the direction of the field supervisor, the worker picks up a ladder using his arms and leans it against the citrus tree. The worker carries with him an empty sack around his neck and upper body to place the product he/she is harvesting. The worker also holds a pair of clippers in his/her hand to clip fruit. Climbing up the ladder, the worker grabs the product, clips it and places it in the sack. Full sacks weigh between 50 and 80 lbs. Once the sack is full, the workers descend the ladder and walk for approximately 5-30 feet and dump the sack into a bin. The cycle is repeated until the end of the shift. Forklift Driver: The Forklift driver is responsible for inspecting the Forklift. Forklift Drivers use knobs and levers to operate the forklift. The forklift driver's duties include the transferring and stacking of bins full of product onto the trailer. The forklift driver works in an area that consists of 300 ft in radius. Cycle repeats. CAL VAN DRIVER SPECIFICATIONS: 1. Employee may drive Cal Van over the road. 2. Employee picks up workers from different housing sites/pick up points and takes them to an assigned work site and at the end of the day takes them back to the housing site/pick up point. 3. In order to drive a Cal Van, Employees must possess valid driver's license (state issued) and must be able to pass Class B Physical exam and register as an FLCE driver. The employer will be responsible for the cost of the California Driver's License, Class B Physical Exam, and registration as an FLCE driver (if any). All employees in this position (H-2A as well as corresponding domestic workers), will be given the opportunity to obtain a driver's license (DL) and register as an FLCE driver on a voluntary basis. The DL and FLCE Certificate are not a pre-hire job requirement. No job applicant will be denied an employment opportunity due to a lack of a DL or FLCE Certificate at the time of application and/or hiring. Further, no worker (H-2A or corresponding domestic worker) will be terminated for failure to obtain a DL or FLCE Certificate.

Clasificación de Puestos de Trabajo:

45-2092 - null

Requisitos del Trabajo

Experiencia Necesaria:

Sí

Meses de Experiencia Necesaria:

1

Requisitos Especiales:

Requirements: 1-month of citrus harvest experience is required. Written verification of experience is required. Cannot be color blind due to the need to distinguish colors of the product. Must be able to use shears, clippers and other agricultural tools; no smoking, illegal drugs, alcohol, or weapons of any sort in the housing or work fields. Proficiency in English or Spanish is required for training and safety purposes. Work is performed outdoors in open fields and can involve exposure to sun, wind, mud, dust, heat, cold and other elements of the normal field environment. Temperatures can range from 20 degrees F to over 100 degrees F during the period of employment. Workers should come prepared with appropriate clothing and footwear for the work and working conditions described. This work may entail exposure to plant pollens, insects and noxious plants, and to fields and plant materials which have been treated with insect and/or disease control sprays. The employer will comply with all worker protection standards and re-entry restrictions applicable to pesticides and other chemicals used in the fields. Workers are also required to comply with all applicable worker protection standards and re-entry times. Workers must stand, sit, crouch, bend, reach, lift and carry items weighing up to 50-80 pounds in the course of performing required activities. Workers must be able to listen, understand, and follow instructions of company supervisors and managers. General Specifications: Daily individual and/or crew work assignments will be made by, and at the sole discretion of, the employer as the needs of the business operation dictate. Workers must perform the assigned work and may not switch work assignments without specific authorization of a company supervisor. Workers must be willing, able, available, and qualified to perform the job duties described herein, with reasonable accommodations. Specifically, workers will be expected to perform any and all of the listed tasks assigned to the worker in a workmanlike and efficient manner while maintaining the work pace of the crew. All work must be performed in a manner that exhibits Generally Accepted Practices (GAP) and the utmost in food safety at all times. Instructions and general supervision will be provided by a designated crew leader or company supervisor. However, workers are expected to perform their duties in a timely and proficient manner and to maintain production and quality standards without close direct supervision. This is a very demanding and competitive business in which quality inspections and good agricultural practices must be rigorously adhered to. Sloppy, inconsistent, or improper work will not be tolerated. All workers will be evaluated by their supervisor(s) after seven days of actual harvesting with respect to factors such as ability to maintain sufficient pace, to correctly identify the citrus for harvesting, and similar factors. Workers whose job performance is sloppy, inconsistent, inefficient, or improper may be terminated for cause. All safety rules and instructions must be meticulously observed throughout the workday. All FHI 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 Labor's H-2A regulations. All Food Safety rules must be adhered to, including the wearing of, but not limited to, hairnets, beard nets, plastic gloves, aprons, sleeves. 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. See Attachment A

Número de Horas por Semana:

35

Horario de Trabajo (Hora de Inicio/Finalización):

06:00 AM - 12:30 PM

Información del Empleador

Nombre de la Empresa:

FRESH HARVEST INCORPORATED

Localización:

HEBER, CA 92249

Lugar de Trabajo

Dirección:

198 Ranch: 22256 Yokohl Dr., Exeter, CA 93221

Detalles de la Orden de Trabajo

Número de Caso de ETA:

H-300-19262-768432

Múltiples Sitios de Trabajo:

Sí

Información Salarial Adicional:

Workers will be guaranteed 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 $13.92 per hour and will not pay a piece rate. Higher or different wage rates may apply during contract period based on market conditions and/or crop/job activity, but no less than $13.92 per hour. Employer assures that the required wage rate will be paid during the entire period of the work contract and at the time that work is performed. 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. If such rates decrease, Employer may pay the lower rate as long as such rate remains the highest of the required rates at the time that the work is performed. Bonus: A discretionary production bonus may apply. Overtime: The Employer abides by California Wage Order 14 (California Labor Code 1391 and 1394) including, but not limited to, the following: In accordance with the California Wage Order 14: (A) The following overtime provisions are applicable to employees 18 years of age or over and to employees 16 or 17 years of age who are not required by law to attend school: (1) Such employees shall not be employed more than ten (10) hours in any one workday or more than six (6) days in any workweek unless the employee receives one and one-half (11/2) times such employee's regular rate of pay for all hours worked over ten (10) hours in any workday and for the first eight (8) hours on the seventh (7th) day of work and double the employee's regular rate of pay for all hours worked over eight (8) on the seventh (7th) day of work in the workweek. (2) For employers of more than 25 employees: (a) Starting January 1, 2019, an employee shall not be employed more than nine and one-half (9 1/2) hours per workday or fifty-five (55) hours per workweek unless the employee receives one and one-half (1 1/2) times such employee's regular rate of pay for all hours worked over nine and one-half (9 1/2) hours in any one workday or more than fifty-five (55) hours in any one workweek. (B) An employee may be employed on seven (7) workdays in one workweek with no overtime pay required when the total hours of employment during such workweek do not exceed 30 and the total hours of employment in any one workday thereof do not exceed six (6). Overtime wage rate: One and one-half times the required wage for work performed in California ($13.92 per hour) is $20.88 per hour. Authorized Deductions: The following deductions will be made from the worker's pay: FICA (if applicable); federal income tax withholding (if applicable); state and/or local tax withholding (if applicable); re-issue check policy: after the first loss, mutilation or expiration of a worker's check, the company will charge $25 dlls of processing fee for every check that is lost, mutilated or expired, regardless of the amount of the check, for any reason other than the company's responsibility; The employer will not deduct from the wage or require any reimbursement from an employee for any cash shortage, breakage, or loss of equipment, unless it can be shown that such shortage, breakage, or loss is caused by a dishonest or willful act, or by the gross negligence of the employee; medical insurance payments, if applicable; cash advances, if applicable; and deductions expressly authorized by the worker in writing (if any). No deductions except those required or permitted by law will be made which bring the worker's earnings for any pay period below the applicable statutory federal or state minimum wage.

Fecha de Publicación:

9/27/2019

Oferta de tarifa por pieza

$0.00

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