Total Workers 3 Temporary Fulltime position from?1-15-2027 to 11-15-2027
50?Hours/week?
$18.62/ hour US worker?
H-2A Adverse Housing Compensation Adjustment -$1.86?-- Wage for H-2A workers provided housing is $16.76?
Duties may include: Repairing/replacing fencing, repair corral posts/panels, and run water lines to tanks. Worker will also be responsible for assisting with calving duties which includes but is not limited to: branding, sorting, medicating as needed, cleaning stalls/calving barn, and moving cattle with side by sides. Worker may assist with feeding duties to ensure cattle is gaining weight/fattened as needed. Worker will need to help with hay duties such as driving tractor and driving pickup truck to pick up hay bales, stacking bales, & other related Farm Worker, Ranch Hand activities as per SOC/OES 45-2093 (onetonline.org).
Possible weekend/holiday work.
The employer may choose to pay experienced workers, regardless of origin, more than the published minimum wage rate. See attached Addendum C. The following deductions that are mandatory will be made from each paycheck: All applicable Federal and State taxes that are required to be deducted from U.S. workers and/or foreign workers. Federal Income Tax Withholding will only be deducted from H-2A employee's paycheck with the consent of both the employee and the employer. In the case that an H-2A employee does not provide a Social Security Number or an IRS issued Individual Taxpayer Identification Number AND the total annual wages for the employee are over $600, the employer must deduct backup withholding of 24% from each paycheck. The following benefits may apply at employer's discretion; subsequent deductions are voluntary and will be made from each paycheck if they are agreed upon by both parties and pre-authorized by the worker: Health Insurance Premiums, Retirement Plan Contributions, Wireless Phone plan, Cable/Satellite TV, Internet or other services primarily for the worker's convenience and ... See attached Addendum C. Must be 18 years of age. Worker has 3 days from date of hire to show proof of legal authorization to work in the United States. Drug/alcohol/tobacco free work zone. Static strength; exert max muscle force to lift, push, pull, unload, carry objects up to 100lbs (possible 2-person); may climb, walk, stand, reach, balance, sit, stoop, bend, squat, wash, clean: equip, grounds, area. All applicants must be able, willing and qualified to perform work described and must be available for the entire period specified and work throughout all areas of intended employment. Variable weather conditions may apply. Worker must be able to obtain a valid US Driver's License within 2 weeks of reporting to work and possess/maintain a clean Motor Vehicle Record (MVR). Bonus potential based on work performance at the sole discretion of the employer. Employees are expected to keep employer-provided vehicles clean and free of trash. Workers may not post or remove notices, signs, or ... See attached Addendum C. Job Services offices or other organizations making referrals should ensure that all applicants are thoroughly familiarized with the job specifications and terms and conditions of employment before a referral is made. Applicants should be directed to the MT SWA office at the address and telephone number listed in job order. Only applicants meeting all the qualifications for employment who are able (with or without reasonable accommodations), willing and qualified to perform the work, who are eligible for employment in the United States, and who will be available throughout all areas of intended employment and for the duration of intended employment, should contact or be referred to Jordahl Cattle Company, LLC. directly, located at 1101A Countryman Creek Rd. Reed Point, MT 59069. Email: cassie.louwagie@jordahlcustomhomes.com or Phone: 701-234-0404. Applications will be accepted from 8 AM to 5 PM Monday-Friday. All work will be done with employer-provided tools, equipment and supplies without charge or deposit. The worker will be offered a total number of work hours equal to at least three-fourths of the workdays from the worker's first workday (or the listed start date, whichever is later) through the contract end date, including any extensions. Employer-provided housing available at no cost to each worker who cannot reasonably return to their residence within the same day. Must be dependable and fulfill work obligations and pay attention to detail; complete work tasks.
The start and end of the workday depend on crop and weather conditions, which means work may begin or end earlier or later than usual. Evening and/or night hours may be required. Employees will be offered, at minimum, a 30-minute unpaid meal break each workday. Additional rest or meal periods may be provided in accordance with applicable state laws. Workers are not allowed to begin work before the scheduled start time or continue after the scheduled stop time. Workers must leave cell phones, pagers, iPad, iPod, or any other electronic device in their housing area unless expressly authorized by the employer. Any worker found to have commit serious acts of misconduct, refuses to follow instructions, violates work rules, fails to perform job duties in a competent manner, or other lawful job-related reasons will be subject to termination. Any worker who physically threatens another worker, the employer, or customers will be subject to immediate termination.
Workers who do not follow instructions, break rules that ensure efficiency & safety, refuse to perform the work for which they were hired (without justified cause), or lack skills & competency to perform the job satisfactorily after receiving instruction, will face discipline. This can include verbal or written warnings, as well as corrective actions. If issues persist despite warnings & corrections, workers may be terminated.
Workers can be terminated immediately for egregious violations including, but not limited to a) theft from the employer or coworkers b) deliberate abuse or destruction of any property, i.e. machinery, vehicles, equipment, tools, or any other property owned by the employer or fellow employees, c) falsifying identification, personnel, medical, production or other work-related records, d) other serious act of misconduct.
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.
For more information on this job opportunity, contact your local Job Service Office or
Job Service Billings
2121 Rosebud Dr.
Billings, MT 59102
406-652-3080
