Job details

Ag Equipment Operator

• Country: United States
• Visa type: H-2A
• Job ID: H-300-25323-423058 (Open on offer list)
• Employer name: Confidential
• Employees needed: 5
• E-mail (employer): Confidential
• E-mail (agent): Confidential
• Phone: Confidential
  
  
  
  
• Agent phone: Confidential
  
  
  
  
• Working hours per week: 62
• Wage: 16.39 USD / Hour
• OFLC Certification: ACCEPTED - PENDING RECRUITMENT
• Start date: 01/31/2026
• End date: 11/30/2026
• Process date: 12/03/2025 21:00:00
• Submit date: Confidential
• Offer description:

  Crops/Commodities: Grain. Primary duties (performed the majority of workdays): Observe and listen to machinery operation to detect equipment malfunctions. Manipulate controls to set, activate, and adjust mechanisms on machinery. Operate or tend equipment used in agricultural production, such as tractors, combines, and irrigation equipment. Attach farm implements such as plows, discs, sprayers, or harvesters to tractors, using bolts and hanad tools. Load hoppers, containers, or conveyors to feed machines with products, using forklifts, transfer augers, suction gates, shovels, or pitchforks. Operate towed machines such as seed drills or manure spreaders to plant, fertalize, dust, and spray crops. Drive trucks to haul crops, supplies, tools, or farm workers. Drive and operate machinery to plant, cultivate, harvest and store grain crops. Spray fertilizer or pesticide solutions to control insects, fungus and weed growth, and diseases, using hand sprays. Adjust, repair, and servicefarm machinery and notify supervisors when machinery malfunctions. Attach farm implements, such as plow, disc and drill to tractor. Till soil; plant and cultivate grain. Tow harvesting equipment. 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.), with care and respect, avoiding damage or improper cleanliness or maintenance standards; (4) has timely and consistently followed instructions duly communicated by supervisors, crew leaders, and management personnel; (5) has complied with the employer's quality control standards for ensuring a marketable product; (6) is not repeatedly tardy or absent, has reported to work at the time and place instructed, and remained at work for the agreed-upon work hours, unless such absence was excused or the worker timely communicated and sought approval for any deviation from such schedule; (7) has consistently performed the duties assigned, in the manner instructed, and has not purposefully malingered or acted in a recalcitrant manner (i.e., refusing without cause to perform certain duties, refused to follow instructions, performed work in in a careless or reckless manner that poses a risk to the employer's crops/commodities, company property, or the health/safety of others, etc.). Non-U.S. workers may be displaced as a result of one or more U.S. workers becoming available for the job during the employer's recruitment period. Job abandonment will be deemed to occur after five consecutive workdays of unexcused absences. Workers may not report for work under the influence of alcohol or drugs.

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