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Job details
Ag Equipment Operator
- Country: United States
- Visa type: H-2A
- Job ID: (Open on offer list)
- Employer name: Confidential
- Employees needed: 40
- E-mail (employer): Confidential
- E-mail (agent): Confidential
- Phone: Confidential
- Agent phone: Confidential
- Working hours per week: 72
- Wage: 14.93 USD / Hour
- OFLC Certification: ACCEPTED - PENDING RECRUITMENT
- Start date: 02/28/2026
- End date: 12/30/2026
- Process date: 12/17/2025 21:00:00
- Submit date: Confidential
- Offer description:
Worker will be required to perform a variety of duties found in SOC Code 45-2091 Agricultural Equipment Operator during the growing season of crops such as corn, soybeans, silage including and not limited to: Operating farm equipment such as tractors, feed wagons, skid steers, payloaders, and fork trucks to support crop production and livestock (cattle) activities, routine inspection and maintenance of equipment, observation and monitoring of machine operations to detect and address malfunctions, reporting mechanical issues, and manual labor. Crop production includes corn, soybeans, silage/shucklage, and nutrients (manure). Farm equipment will be used to work ground, fertilize farm ground, harvest crops, load/unload crop materials, move harvested crops to storage, and move agricultural products including livestock feed, bedding and manure. Workers may also participate in nutrient/land application of manure using appropriate equipment and techniques. Nutrient application requires calibrating and maintaining application equipment in order to achieve optimal crop growth and yield. Operation of farm tractors, conveyors, and variable-reach forklifts will follow all safety protocols and regulatory requirements. 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. Workers will have an unpaid lunch break when working more than 5 hours. Must report to work at the designated time and place each day. Daily or weekly work schedules may vary due to weather, sunlight, temperature, crop conditions, and other factors. Employer will notify workers of any change to start/end times. Employer may request, but not require that workers work more than the stated daily hours, on the worker's Sabbath, or on federal holidays. Workers may not report for work under the influence of alcohol or drugs. Possession or use of illegal drugs or alcohol on company worksites or vehicles is prohibited and will be cause for immediate termination. Out of concern for the safety of other workers, staff or the public at large, the employer reserves the right to terminate for cause, in accordance with applicable laws and regulations, any worker found during the period of employment to have a criminal conviction record or status as a registered sex offender. The work described herein is regular, seasonal full-time work requiring all workers to be available as stated on the standard work schedule, throughout the entire contract period. Employees may experience a temporary reduction in work and/or a temporary work stoppage due to the natural agricultural cycle. 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 including: 1) Criminal Acts; 2) Dishonesty and/or Theft; 3) Willful destruction of property, including tools and housing; 4) Insubordination meaning a disregard of or disobedience to an employer's instructions; 5) Failure to follow safety standards; 6) Persistent tardiness; and 7) Negligent and/or reckless performance of job duties. Non-U.S. workers may be terminated if one or more U.S. workers becomes available for the job during the employer's recruitment period.