Interstate H2A job order. 10 temporary/full time Farmworkers needed for 04/06/2025 to 09/08/2025. All workers should have at least 3 months experience. Workers will perform a variety of manual tasks associated with the planting, cultivation, maintenance, and harvest of fruits and vegetables. Crops grown may include, but are not limited to, strawberries, peaches, tomatoes, pears, cucumbers, squash, zucchini, watermelon, cantaloupe, asparagus, bell peppers, lettuces, sunflowers, spinach, onions, and sweet corn. Planting and cultivation duties include planting seeds or transplanting crops by hand, staking, tying, trellising, and pruning plants to promote healthy growth. Workers will weed and thin plants using hand tools such as hoes, shovels, and knives, spread and remove ground covers, including plastic mulch, monitor plant growth, place and monitor bug traps, and conduct other crop maintenance tasks. Harvesting tasks require workers to use hand tools such as knives, shears, or shovels to pick, cut, lift, and pull crops while ensuring proper handling to prevent damage. Workers will grade, size, and field-pack harvested products according to quality standards, transport harvested produce to designated loading areas, and perform post-harvest clean-up, including removing plant debris and preparing fields for the next planting cycle. Strawberry production involves installing black plastic and drip irrigation while ensuring proper coverage and avoiding damage. Strawberry plants must be transplanted into pre-punched holes at the correct depth, and weeds must be removed from the rows and row middles. During harvest, workers will bend and stoop to pick fully ripe strawberries, sorting by size, color, shape, and maturity while discarding damaged or diseased berries. Harvested berries will be placed into containers, which may be carried to field bins or trailers. Berries must be handled with care to prevent bruising or damage. Normal production standards for strawberry harvest is 90 pounds per 6-hour shift. 1 bucket is approximately 15 pounds. Workers who do not meet this production standard will receive coaching and be subject to a progressive disciplinary process. Post-harvest tasks include removing old plants, plastic, and irrigation materials to prepare for the next planting cycle. Irrigation and soil maintenance responsibilities include managing and maintaining irrigation systems, adjusting and repairing components as needed, and mulching and maintaining soil conditions for optimal crop growth. Farm maintenance duties include maintaining a clean working environment by shoveling dirt and debris from work areas, mowing, ditching, hauling, cutting, and weeding fields. Workers will assist with the maintenance and repair of farm buildings, equipment, and fences and use hand tools such as hoes, shovels, shears, clippers, and loppers as needed. Bending, stooping, kneeling, and lifting required. Workers must be able to comprehend and follow instructions from supervisors and communicate effectively. Unusual, complex, or non-routine activities will be supervised, but workers are expected to perform basic duties in a timely and proficient manner without close supervision. Workers must comply with all safety rules, pesticide warning/re-entry regulations, and other essential postings. Proper handling and adherence to food safety standards are required throughout all tasks. This job requires intense physical labor in various weather conditions and must be conducted in adherence to all farm policies and safety procedures. 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.Employer m kes all payroll deductions required by law. Employer does not envision other workforce-wide payroll deductions. Voluntary deductions must be pre-authorized in writing and may include the following: Voluntary advances and/or loans made to workers, if any, may be repaid by pre-authorized payroll deductions. Employer deducts reasonable fair market value cost of rent/utilities based on number of occupants for workers electing to reside in employer-arranged housing (cost TBD). Employer may deduct retirement/savings plan contributions and/or health insurance premiums for workers voluntarily participating in plan(s). All deductions from the worker's paycheck required by law will be made. Employer pays in advance or reimburses workers in the first workweek for all government-mandated and visa-related fees (excluding passport fees). For non-local workers (i.e., residing outside normal commuting distance), employer reimburses inbound travel costs at the 50% point in the contract (unless paid in advance). Inbound travel includes transportation costs from workers permanent residence or place of recruitment, a daily meal subsistence (based on rates required by law, currently $15.88 per day minimum or $59.00 per day maximum for workers with acceptable receipts), and reasonable lodging costs, if applicable. Travel reimbursements based on least-cost common carrier rate. Employer provides or pays outbound travel costs upon completion of the contract period or early dismissal, except where the worker has subsequent employment. Employer guarantees to offer hours equal to at least three-fourths of the workdays in each 12-week period of the total contract period, beginning with the workers first workday and ending on the contract end date or any extension thereof. Employer may count all hours worked, as well as any hours offered within the standard work schedule that a worker chooses to not work, up to the maximum number of daily hours on the job order. Workers who voluntarily abandon employment are not entitled to payment for outbound travel costs or the full three-fourths period guarantee described above. ---- Note: In view of the statutorily established basic function of the Employment Service (ES) as a no-fee labor exchange, that is, as a forum for bringing together employers and job seekers, neither the Employment and Training Administration (ETA) nor the State Workforce Agency (SWA)s are guarantors of the accuracy or truthfulness of information contained on job orders submitted by employers. Nor does any job order accepted or recruited upon by the ES constitute a contractual job offer to which the ETA or a SWA is in any way a party;