Nursery Workers
Meeks Farms & Nursery, Inc.
📍 Kite, GA · Emanuel County
- ✔ Housing provided
- ✔ Daily transportation
How to apply
Contact the employer directly. Mention the job title and the case number. Case number: JO-A-300-26243-205267
- 📞 Phone: +1 (478) 469-3417
- ✉️ Email: steve@mfni.biz
Employer instructions
All interested local and intrastate candidates should contact their nearest career center for pre-employment screening before contacting the employer. Career center staff may only refer candidates who have been apprised of all the material terms and conditions of employment and have indicated, by accepting referral to the job opportunity, that he or she is qualified, able, willing, and available for employment. Career center staff should email a referral card containing the referral candidates name, address and telephone number to employer first, then instruct the candidate to call the employer directly to schedule a personal interview. Hours for referral candidate to call the employer are 9:00 a.m. to 1:00 p.m., Monday-Friday, excluding all federal holidays. Referral candidates MUST call the employer and schedule an interview appointment prior to coming. No referral candidate is to go to the employers address or work site without a scheduled interview appointment. Candidates recruited from outside normal commuting distance are not required to appear in person for interview. Employer may schedule telephone interview appointments to candidates recruited from outside normal commuting distance.
All interstate applicants interested in this job offer should first contact the nearest career center in their state. Career center staff should contact Work Source Georgia, 1800 Century Place NE, Atlanta, GA 30345 at (770) 202-5689, foreignlabor_h2a@worksourcega.org, prior to contacting the employer.
Workers should be fully apprised by the local employment office of the terms, conditions and nature of employment prior to referral. Workers recruited against the job offer from within normal commuting distance will not be provided housing, subsistence or transportation. All workers hired under this job order will be required to provide documentation attesting to legal status to work in the United States. All applicants must be able (with or without reasonable accommodation), willing, and qualified to perform all the work described, and must be available for the entire anticipated period of employment.
✉️ 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 Nursery Workers (H-2A) - Case JO-A-300-26243-205267
Job duties
Original text, as filed with the Department of Labor.
Pine tree nursery worker: Sow and plant pine tree seeds in seeding barn. Extract pine tree seedlings to cartons and boxes for shipment. Load and unload pine seedlings. May gather green pine cones for seeding. Perform farm, field and shed sanitation duties. Mow grass and operate trimmer around farm buildings. Workers will perform assigned duties as instructed by their supervisor. Direct and monitor the work of casual and seasonal help during planting and harvesting. Operate farm vehicles to haul crops and drive other farmworkers from place to place around the farm properties (including on public roads to reach farmer’s fields) during the workday. May operate truck with GVWR of less than 13 tons to transport crops produced on the farm (in its unmanufactured state) to storage or to market or to a carrier for transportation to market. Though not a hiring requirement, if a worker drives a company vehicle during the period of employment then at the time of operating the company vehicle the driver must possess a valid driver’s license issued by a U.S. state or foreign equivalent and operate the company vehicle in accordance with the license restrictions and vehicle classifications applicable to that license.
Requirements
| Education | None required |
|---|---|
| Experience | Not required |
| Other requirements | Lifting up to 50 lb Drug test |
Workers may be requested to submit to random drug or alcohol tests at no cost to the worker. Failure to comply with the request or testing positive may result in immediate termination. All testing will occur post-hire and is not a part of the interview process. Negative result may be required post-hire and before commencing work. Must be able to lift 50 lbs. to shoulder height repetitively throughout the workday and able to lift and carry 50 lbs. Must not hinder another workers productivity. Use of personal cell phone or other personal electronic device during working hours strictly prohibited except for work-related calls or emergencies and violation may result in immediate termination. Must commit to work the entire anticipated period of employment. Workers are expected to perform any of the listed duties and work on any crop as assigned by the employer and/or workers supervisor.
Benefits and conditions
| Schedule | 9:00 A.M. – 5:00 P.M. |
|---|---|
| Paid | Weekly |
| Pay details | Wage Offer to H-2A workers is no less than $10.80 per hour. La oferta salarial para los trabajadores H-2A no es inferior a $10.80 por hora. |
| Housing type | Employer-provided (including mobile or range) (Kite, Ga) |
| Housing | Housing is group housing. If a female worker is hired, separate toilet, shower, and sleeping room will be provided. Family housing is not available and the provision of family housing is not a prevailing practice in the area of intended employment. La vivienda es para grupo. Si se contrata a una trabajadora, se proporcionarn bao, ducha y habitacin separadas. Vivienda para toda la familia no es disponible y la provisin de casa para toda una familia no es imperante para el rea de traba |
| Meals | The employer will furnish free and convenient cooking and kitchen facilities so that workers may prepare their own meals. Workers will buy their own groceries. In addition, and to assure access to stores where workers can buy groceries, the employer will provide access to one or more passenger vehicles with a GVWR of less than 13 tons and that require a standard driver's license to operate. The passenger vehicle may be used on or off the farm by the workers to transport themselves around the farm during working hours and off-the-farm to the grocery store, bank, etc. outside of working hours at their discretion. Workers are neither required nor expected to arrange for the routine pick-up of another worker or group of workers on a regular schedule at other housing locations or centralized pick-up points. The employer does not control when the workers go to the grocery store during the week or designate any particular worker to drive. |
| Daily transportation | Employer will offer voluntary transportation at no cost to those workers living in housing provided by the employer and for commuting workers who report to a designated daily job reporting site. The mode of transportation may be a passenger automobile or van as follows: car (various sizes) sedan or station wagon, 2-7 passengers; SUV (various sizes/configurations), 2-11 passengers; pickup truck (various sizes/configurations), 2-5 passenger; van, up to 15 passengers. |
| Travel to the job | Inbound transportation and subsistence will be reimbursed at the end of the first work week. The employer will provide or pay for charter bus or van or other modes of inbound and outbound transportation to groups of workers, or permit workers to select any means of transportation they choose and reimburse workers at no less than the most economical and reasonable common carrier transportation charges for the distances involved. Mode of transportation to be arranged by the employer is unknown. |
| Pay deductions | The employer will make the following deductions from the worker?s wages: FICA, Medicare and income taxes as required by law (unlike U.S. workers, foreign H-2A workers are not subject to payroll tax deductions for FICA, Medicare or federal withholding.); cash advances and repayment of loans; repayment of overpayment of wages to the worker; recovery of any loss to the employer due to the worker?s damage, beyond normal wear and tear, or loss of equipment or housing items where it is shown that the worker is responsible. No deduction not required by law will be made that brings the worker?s hourly earnings below the higher of the federal minimum wage and State minimum wage. |
| Case number | JO-A-300-26243-205267 |
|---|---|
| Official occupation | Farmworkers and Laborers, Crop, Nursery, and Greenhouse (45-2092.00) |
| Employer's agent or attorney | Andrew Jackson Law P.C. |
| Posted | Sep 8, 2026 |