ND job order 924238
Temporary seasonal position from 3/15/2026 to 12/1/2026
Workers will operate agricultural equipment, including both manual and automatic transmission tractors, trucks, and grain hauling vehicles. Primary duties include planting, crop maintenance, and harvesting of wheat. Tasks involve preparing fields, seeding, spraying, harvesting, and transporting grain from fields to storage or market locations. Workers will perform routine preventative maintenance and minor mechanical repairs on farm equipment and vehicles. All tasks must be performed in a manner consistent with normal and accepted agricultural practices in U.S. grain farming. Workers must follow safety procedures, maintain equipment cleanliness, and troubleshoot basic mechanical issues. The position requires physical stamina, attention to detail, and the ability to work extended hours during peak planting and harvest seasons. Workloads may fluctuate based on seasonal and weather conditions. A minimum of one year of experience operating similar agricultural equipment is required to ensure operational safety and efficiency. Employees will be provided with adequate breaks, including meal and rest periods, consistent with applicable Federal, State, and local law, during the course of each workday.
Minimum of 12 months experience is required. Lift and carry items weighing up to 50 pounds. The worker will be exposed to extreme temperatures. Wage rate may increase with verifiable experience. Employer may reward exceptional work with monetary or other benefits in addition to those listed here in his sole discretion. Operator License Class D -- Candidate will have 60 days to obtain. Skill Level II -- Experienced Level Pursuant to the Interim Final Rule (IFR) implementing the new four-level wage system for H-2A occupations, the employer designates this position as Skill Level II -- Experienced Level, indicating that the job requires prior related experience, independent judgment in performing recurring tasks, and the ability to work with limited supervision. The employer reserves the right to withhold the applicable housing deduction as permitted under program regulations, when approved and disclosed in the job order. As a condition of employment, all workers will be required to pass a pre-employment drug screening. The drug test will be administered at no cost to the worker, and will be conducted after a conditional offer of employment is made but before the worker begins employment. A positive result or refusal to submit to testing will result in the withdrawal of the job offer or termination of employment. All testing will be carried out in accordance with applicable federal and state laws.
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 Agencies (SWA) 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.
Applicants for this job can apply in several ways: Online by emailing the specified address with the ETA case number in the subject line, through State Workforce Agencies (SWAs), or by walking into the employers office during business hours (Monday to Friday, 8 AM to 5 PM CDT). SWAs must explain job conditions and requirements before referring applicants. All applicants must be available for the full season, physically capable, legally authorized to work in the U.S., have transportation to the job site (which will be reimbursed), and must fully understand the jobs terms. Each worker must fill out a Form I-9 within 3 days of starting to verify their employment eligibility, per federal law. The employer follows all federal regulations, including 20 CFR 653.501, when hiring. They retain final say over who is hired and will pay the highest wage requiredbased on Adverse Effect Wage Rates (AEWR) or state minimum wage, depending on housing provisions and skill level. Workers receiving free housing may be paid a lower hourly wage that includes a housing credit, as permitted by the Department of Laborno additional deductions for housing can be made.
