Farmworkers & Laborers, Crop, Nursery, Greenhouse
GT Harvesting
📍 Glennville, GA · Tattnall County
- ✔ Housing provided
- ✔ Daily transportation
How to apply
Contact the employer directly. Mention the job title and the case number. Case number: JO-A-300-26211-134969
- 📞 Phone: +1 (580) 744-4031
- 🌐 Website: agriplacements.clevyr.com/gt-harvesting/jobs/10780
Employer instructions
Please contact the employer point of contact listed on Form ETA-790 Section II. Box 4. at the phone number found at Section G Box 2. Potential U.S. workers (referrals) will be accepted from the local Job Service Office, through word-of-mouth, gate hires (walk-up workers), and other sources. All applicants should be thoroughly familiarized with the job specifications and terms and conditions of employment on the job order. Only workers meeting all qualifications of the job order should be referred by the Job Service Office. In the event the employer receives phone calls or walk-up workers interested in the job offer, the employer must inform the worker of the job requirements and duties, must consider the worker for the job based on the workers qualifications, and must report the results in the final recruitment report submitted to the U.S. Department of Labor. The employer may utilize various delivery methods for contact through mail, email, phone, website, and in the event that any delivery method is not functioning and you've utilized all contact methods, please contact the State Workforce Agency (SWA) for further assistance. The best day/time to contact the employer is Monday-Friday 9:00 a.m. to 4:00 p.m.
✉️ 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 Farmworkers & Laborers, Crop, Nursery, Greenhouse (H-2A) - Case JO-A-300-26211-134969
Job duties
Original text, as filed with the Department of Labor.
Crops/Commodities: Farm Work: Vidalia onions. Perform manual labor to pull and plant Vidalia Onions. Pull weeds. Count and check onions. Pull weeds. Assist in Good Agricultural Practice policies. Allergies to ragweed, goldenrod, honey bees, insecticides, herbicides, fungicides, or related chemicals may affect a worker's ability to perform the job. Persons seeking employment in this position must be available for the entire period requested by the employer. Employer attests that it has sent (or will promptly send) original surety bond to CNPC. Employer may request, but not require, workers to work more than the stated daily hours and/or on a worker's Sabbath or federal holidays. Worker must report to work at designated time and place each day. Daily or weekly work schedule may vary due to weather, sunlight, temperature, crop conditions, and other factors. Employer will notify workers of any change to start time. Workers will have an unpaid lunch break. TERMINATION. Prior to any termination for cause, employer evaluates workers' performance of required tasks and compliance with Work Rules and other employer policies. Employer may terminate a worker for cause if the worker's performance consistently and/or substantially fails to satisfy the employer's reasonable expectations (in accordance with the criteria set forth herein), or otherwise engages in serious or egregious misconduct that endangers health, safety, or property. In assessing whether workers' performance meets reasonable expectations, employer evaluates, among other reasonable criteria, whether the worker: (1) has adequately complied with the Work Rules and any other policies or procedures; (2) has complied with all health and safety guidelines, including the use of tools or equipment in accordance with best practices to protect the employer's property, crops, and in a manner that avoids injury or damage; (3) has treated company property (tools, equipment, crops, fixtures, etc.), with care and respect, avoiding damage or improper cleanliness or maintenance standards; (4) has timely and consistently followed instructions duly communicated by supervisors, crew leaders, and management personnel; (5) has complied with the employer's quality control standards for ensuring a marketable product; (6) is not repeatedly tardy or absent, has reported to work at the time and place instructed, and remained at work for the agreed-upon work hours, unless such absence was excused or the worker timely communicated and sought approval for any deviation from such schedule; (7) has consistently performed the duties assigned, in the manner instructed, and has not purposefully malingered or acted in a recalcitrant manner (i.e., refusing without cause to perform certain duties, refused to follow instructions, performed work in in a careless or reckless manner that poses a risk to the employer's crops/commodities, company property, or the health/safety of others, etc.). Non-U.S. workers may be displaced as a result of one or more U.S. workers becoming available for the job during the employer's recruitment period. Job abandonment will be deemed to occur after five consecutive workdays of unexcused absences. Workers may not report for work under the influence of alcohol or drugs. Possession or use of illegal drugs or alcohol on company premises is prohibited and will be cause for immediate termination. To ensure farm safety, the employer will conduct drug and alcohol testing based on reasonable suspicion of impairment while on duty. All testing will be conducted post-hire, applied equally to all U.S. and foreign workers in this role, and will be performed at the sole expense of the employer. Refusal to submit to a test or a confirmed positive result will result in immediate termination of employment.
Requirements
| Education | None required |
|---|---|
| Experience | 2 months |
| Other requirements | Lifting up to 60 lb Drug test |
Two (2) months of recent and verifiable experience required for the job duties listed. Be able to lift up to 60 lbs. Once hired, worker may be required to take a random drug test at no cost to the worker. Testing positive or failure to comply may result in immediate termination from employment.
Benefits and conditions
| Schedule | 7:00 A.M. – 2:00 P.M. |
|---|---|
| Paid | Weekly |
| Pay details | AEWR; US Workers: GA: $12.57; H2A Workers: GA: $10.80 |
| Housing type | Employer-provided (including mobile or range) (Reidsville, Ga) |
| Meals | Employer will furnish free and convenient cooking and kitchen facilities, all of which are in working order, including refrigeration, space for food preparation, cooking accessories and utensils, appliances, and dishwashing facilities so that workers may prepare their own meals. Kitchen facilities include adequate sinks with hot and cold water under pressure. Employer will provide transportation once a week to assure workers access to stores where they can purchase groceries, when the employer is providing cooking and kitchen facilities. |
| Daily transportation | See Addendum C |
| Travel to the job | See Addendum C |
| Pay deductions | See Addendum C |
Other work sites
- Glennville, GA · Oct 10, 2026 – Dec 15, 2026 · 80 openings
- Glennville, GA · Oct 10, 2026 – Dec 15, 2026 · 80 openings
- Glennville, GA · Oct 10, 2026 – Dec 15, 2026 · 80 openings
- Glennville, GA · Oct 10, 2026 – Dec 15, 2026 · 80 openings
- Glennville, GA · Oct 10, 2026 – Dec 15, 2026 · 80 openings
- Glennville, GA · Oct 10, 2026 – Dec 15, 2026 · 80 openings
- Glennville, GA · Oct 10, 2026 – Dec 15, 2026 · 80 openings
| Case number | JO-A-300-26211-134969 |
|---|---|
| Official occupation | Farmworkers and Laborers, Crop, Nursery, and Greenhouse (45-2092.00) |
| Employer's agent or attorney | AGRI PLACEMENTS INTERNATIONAL |
| Posted | Sep 4, 2026 |