Farm Laborer
Sun Poultry Service, Inc.
📍 Lafayette, TN · Macon County
- ✔ Housing provided
- ✔ Daily transportation
How to apply
Contact the employer directly. Mention the job title and the case number. Case number: JO-A-300-26198-108414
- 📞 Phone: +1 (678) 378-0374
- ✉️ Email: sunpoultryjobs@gmail.com
Employer instructions
Employer accepts referrals/applicants from all sources. Interview required - conducted at no cost to applicant, via phone or in-person. Employer will conduct interview as expeditiously as possible. Contact employer Monday through Friday during the hours of 10:00 AM - 5:00 PM EDT at (Jae Shim, +1 (678) 378-0374). Employer will hire those who meet the following conditions: be able, willing, and available to perform the specified job duties for the duration of the contract period; have been apprised of all material terms and conditions of employment; agree to abide by all material terms and conditions of employment; be legally authorized to work in the United States; and satisfy all minimum job requirements.
Referring State Workforce Agency (SWA) is responsible for informing applicants of all terms and conditions of employment, and to notify the employer in advance of any referrals. If appropriate, the SWA should furnish translator services.
✉️ Application email template in English
Replace what is in brackets [ ] with your details. If the employer asked for another way to apply, follow their instructions.
Subject: Application for Farm Laborer (H-2A) - Case JO-A-300-26198-108414
Job duties
Original text, as filed with the Department of Labor.
Crops: Poultry - Gender Sorting.
The Poultry Vent Sexer is responsible for accurately determining the sex of one-day-old breeder chicks by examining the anal vent (genitalia) and sorting chicks by gender for agricultural production. This position requires repetitive handling of day-old chicks, including gently expressing fecal matter when necessary to obtain a clear view of the anal vent for inspection.
The employee must handle chicks carefully and humanely while maintaining production quality, efficiency, and a high level of concentration, precision, and consistency throughout the workday. Compliance with all company animal welfare, biosecurity, and safety procedures is required.
Workers who possess a valid driver’s license and meet all applicable legal requirements, including holding a doctor’s certificate as required by 29 CFR § 500.105, may be asked to drive vehicles for transporting workers, goods, or commodities on company business. This task is voluntary, compensable, and not a mandatory job duty. Workers without a valid driver’s license or doctor’s certificate will still be fully eligible for employment and are not disqualified from any other job responsibilities outlined in this application. The employer can and will make alternative arrangements for the transportation of workers should the need arise.
Requirements
| Education | None required |
|---|---|
| Experience | 3 months |
| Other requirements | Lifting up to 5 lb |
Applicants must have a minimum of three (3) months of experience performing vent sexing of one-day-old breeder chicks and demonstrate the ability to maintain at least 98% accuracy in sorting one-day-old chicks. Compliance with all company animal welfare, biosecurity, and safety procedures is required. The position also requires the ability to stand for extended periods, perform repetitive hand movements, maintain sustained focus, precision, and consistency throughout the workday.
Benefits and conditions
| Schedule | 7:00 P.M. – 5:00 A.M. |
|---|---|
| Paid | Biweekly |
| Pay details | 15.04/hr (H-2A wage) |
| Housing type | Employer-provided (including mobile or range) (Hartsville, Tn) |
| Housing | Housing is only available to non-local workers (permanent residence outside normal commuting distance) and is not offered to non-working family members. Employer possesses and controls premises at all times. Female workers will be provided bedroom and bathroom facilities shared only with other female workers. Common areas of the housing may be shared with male workers. Workers must vacate housing promptly at end of contract period or upon termination, in accordance with state law. |
| Meals | Employer-provided housing includes free and convenient kitchen facilities with appropriate equipment, appliances, cooking accessories, and dishwashing facilities for meal preparation. Workers residing in employer-provided housing will be provided free transportation once per week to/from closest town or city for personal errands (e.g., groceries, banking services). Dining, kitchen/cooking facilities and other common areas are shared by all workers. In the event that kitchen facilities become unavailable during the contract period, employer will provide three daily meals in accordance with 20 CFR 655.122(g). In such circumstances, employer will deduct the cost of such meals up to the maximum allowable amount published in the Federal Register, or as otherwise approved by the U.S. Department of Labor. |
| Daily transportation | Employer will provide free daily transportation. Vehicle type, quantity, and seating capacity are TBD and may vary, but may include any combination of the following: 1 7-seating capacity passenger van 1 5-seating capacity car |
| Travel to the job | Employer will permit workers to select any means of transportation they choose and reimburse workers at no less than the most economical and reasonable common carrier (e.g., van, bus, plane) transportation charges for the distances involved for both inbound and outbound transportation. Inbound transportation provided from the foreign worker's home city to the U.S. consulate and from the U.S. Consulate to the work site. |
| Pay deductions | Worker must authorize in writing all voluntary deductions, such as cash advances/loans, health insurance payments, cell phones, and other services to benefit the worker. Employer will make all deductions required by state/federal law, if applicable, such as: FICA, federal, state and/or local income tax withholding. Employer may deduct reasonable repair or replacement costs if worker is found to have been responsible for damage to or loss of equipment, tools, vehicles, housing or furnishings - beyond normal wear and tear - caused by the worker through willful, dishonest, or grossly negligent actions. Employer will pay each worker by check, pay card, or direct deposit (employer pays any associated fees). Work performed under the contract is exempt from federal overtime pay requirements under the FLSA, but may be subject to state overtime requirements, if applicable. |
| Case number | JO-A-300-26198-108414 |
|---|---|
| Official occupation | Farmworkers, Farm, Ranch, and Aquacultural Animals (45-2093.00) |
| Employer's agent or attorney | Seso Inc. |
| Posted | Jul 22, 2026 |