Farm Workers
Bulloch Gin Inc.
📍 Brooklet, GA · Bulloch County
- ✔ Housing provided
- ✔ Daily transportation
How to apply
Contact the employer directly. Mention the job title and the case number. Case number: JO-A-300-26213-140450
- 📞 Phone: +1 (912) 842-2300
- ✉️ Email: office@bulllochgin.com
Employer instructions
Employer accepts referrals and applicants from all sources. Interview required. Employer's agent conducts interviews by phone at time of inquiry or within a reasonable time thereafter. Interviews conducted at no cost to applicants, whether via phone or in-person. Contact Employer 's agent Monday through Friday during the hours of 9:00 AM - 5:00 PM ET If unavailable, contact employer directly during the hours of 9:00 AM - 5:00 PM ET.
Employer Agent:
AgWorks H2, LLC (a MAS Labor Company) (434) 260-8833 referrals@maslabor.com
Referring State Workforce Agency (SWA) responsible for informing applicants of terms and conditions of employment. After coordinating referral with local order holding office, referring SWA should contact employer or employers agent to provide notice of the referral. When possible, SWA should furnish translator services as needed. Employer requests advance notice by the SWA if holding office intends to refer multiple applicants concurrently.
To be eligible for employment, applicants must:
1. Be able, willing, and available to perform the specified job duties for the duration of the contract period;
2. Have been apprised of all material terms and conditions of employment;
3. Agree to abide by all material terms and conditions of employment;
4. Be legally authorized to work in the United States; AND 5. Satisfy all minimum job requirements.
✉️ 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 Workers (H-2A) - Case JO-A-300-26213-140450
Job duties
Original text, as filed with the Department of Labor.
Crops/Commodities: Cotton.
Primary duties (performed the majority of workdays): Press, sample, module feed and rake loose cotton. Stack boxes onto pallets, transport vehicles or trailers. Load and unload seed, crops and materials. Use hoister to load cotton and mote bales onto vehicles for transport. Load cotton modules, bring them to the feeder, un-tarp modules, move bales from press to bale slab. Tie, tag and bag bales of cotton as they come out of the press. Roll USDA Government Samples. Harvest cotton by machine. Operate, repair, and maintain farm vehicles, implements and mechanical equipment. Operate various pieces of equipment, including, but not limited to, a module un-wrapper, a bale strapper, a bale hoister, skid steer, forklift, front end loader, cotton module feeder and baling press. Operate equipment in a manner to protect the operator, other workers, products and equipment. Manipulate controls to set, activate, and adjust mechanisms on machinery. Adjust speeds of cutters, blowers, and conveyors and height of cutting head. Clean, adjust, repair, and perform routine service on equipment (e.g., lubricating grease points, inspecting and maintaining fluid levels, checking belt and conveyor tensions, and maintaining tires, wheels, bearings, belts, and other wear parts). Perform safety checks on equipment and gin machinery. Assist the gin operator with various duties such as making repairs to the equipment, clearing blockages, cleaning lint filters, refilling supplies, sweeping floors, removing trash buildup and picking up cotton on yard. Clean and maintain all grounds and facilities. Pick up trash, clean bathrooms, sweep floors and perform other farm and shed sanitation duties. Observe safe operating rules and follow employer's directions. Assist with Good Agricultural Practices 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 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 a paid lunch break.
There will be two shifts occurring for the entire contract. The first shift will begin at 7:00am and end at 7:00pm, Monday-Saturday. The second shift will begin at 7:00pm and end at 7:00am, Monday-Saturday.
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.
Requirements
| Education | None required |
|---|---|
| Experience | 2 months |
| Other requirements | Lifting up to 75 lb Drug test |
Two months of cotton gin experience required. Work may be outside in inclement weather conditions. Perform repetitive movements, extensive walking, sitting, stooping, bending, reaching, pushing, pulling, lifting and carrying up to 75 lbs. Must be 18 years or older. Drug testing is conducted post-hire at the employers expense and is not part of the interview process. Negative drug test results are required before starting work.
Benefits and conditions
| Schedule | 7:00 A.M. – 7:00 P.M. |
|---|---|
| Paid | Weekly |
| Housing type | Employer-provided (including mobile or range) (Brooklet, Ga) |
| Housing | Availability of 12. |
| Meals | Employer does not provide meals. Employer-provided housing includes free and convenient kitchen facilities with appropriate equipment, appliances, cooking accessories, and dishwashing facilities for meal preparation. For workers residing in employer-provided housing, employer also provides 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 | Housing located within walking distance (i.e., less than one mile); workers will walk to work each work day. For any work locations outside of walking distance, and any incidental transportation between worksites, employer provides daily transportation from the employer-provided housing to the place of work at no cost to workers. For workers residing in employer-provided housing, employer also provides free transportation at least once per week to closest town/city for personal errands (e.g. |
| Travel to the job | Employer pays/reimburses foreign workers for all visa-related costs (excluding passport fees) in the first workweek. Workers responsible for securing inbound transportation arrangements. For non-local workers, employer reimburses reasonable travel costs (transportation, daily subsistence, and lodging if applicable), at least-cost economy-class rates, from the place worker departed to the employer’s place of employment. |
| Pay deductions | DEDUCTIONS. Employer makes all deductions required by law (e.g., FICA, federal/state tax withholdings, court-ordered child support, etc.). Workers must pre-authorize voluntary deductions, which may include repayment of wage advances and/or loans, health insurance premiums, retirement plan contributions, and/or third-party payments or wage assignments for products or services furnished for the worker’s benefit or convenience. All deductions comply with the Fair Labor Standards Act (FLSA) and applicable state law. Employer may deduct reasonable repair costs if the worker is found to be responsible for damage to housing beyond normal wear and tear. Employer may charge worker for reasonable cost of damages to property and/or replacement of tools and/or equipment if such damage is found to have been the result of worker's willful misconduct or gross negligence. |
| Case number | JO-A-300-26213-140450 |
|---|---|
| Official occupation | Farmworkers and Laborers, Crop, Nursery, and Greenhouse (45-2092.00) |
| Employer's agent or attorney | AgWorks H2, LLC |
| Posted | Aug 11, 2026 |