Farmworker
McNeill Labor Management, Inc. (FL)
📍 Belle Glade, FL · Palm Beach County
- ✔ Housing provided
- ✔ Daily transportation
How to apply
Contact the employer directly. Mention the job title and the case number. Case number: JO-A-300-26258-235735
- 📞 Phone: +1 (561) 996-1148
- ✉️ Email: h2ainfo@mcneilllabor.com
Employer instructions
Employer accepts referrals and applicants from all sources. Interview required. Employer 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 Monday through Friday during the hours of 9:00 AM - 5:00 PM ET If unavailable, contact employer 's agent during the hours of 9:00 AM - 5:00 PM ET.
Employer Agent:
MAS Labor H2A, LLC (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 Farmworker (H-2A) - Case JO-A-300-26258-235735
Job duties
Original text, as filed with the Department of Labor.
Crops/Commodities:
Sweet Corn, Sugarcane
Primary duties (performed the majority of workdays):
Sweet Corn:
Workers will manually harvest and pack sweet corn by hand and machine. Corn harvesting will be performed mule train and corn belt style in crews on approximately 20 pullers. Workers will be pulling sweet corn off the stalk and tossing it into a metal bin on the mule train or corn belt. Workers will walk behind, in front of, or drive the mule train or corn belt. Workers must keep up with the mule train/corn belt as it moves slowly through the field at a speed ranging from ½ mile to one mile per hour. Assemble boxes/crates on the top of the mule train. Packers will pick corn out of the bins and place 48 ears into pre-made crates. Packed crates are then moved to workers who will fold and close the lid of the crates and push them down the conveyor belt system. Loaders will then lift and stack the full crates of corn onto the truck. Timekeepers will count and check the crates as they are loaded onto the truck and maintain daily log of hours and record the number of harvested boxes. Corn is harvested in the early morning hours starting before daylight, while temperatures are cooler. This ensures that the sugar content of the corn is higher and provides a better-quality product. A generator powered lighting system is used during early morning hours. Workers will avoid harvesting ears of corn with discolored husks, unacceptable shanks (longer than 6 inches) or visible worn or damaged shanks. Sweet corn must be harvested by pulling down while bending and reaching to select mature ears. Workers must carefully select ears of corn of correct size and maturity and toss into bin. Workers will assist in Good Agricultural Practices policies. Long-sleeved shirts and long pants are recommended to minimize contact with plants and thereby reduce exposure to cuts and scrapes. Gloves are recommended when working with wooden crates. 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 drug testing and background checks will occur during the interview process and will be conducted at the sole cost and discretion of the employer.
Cane Planting:
Plant and harvest sugarcane. Prepare fields for planting. Hand plant sugarcane in rows at designated intervals. Drain excess water from fields. Chop/segment sugarcane stalks with machetes or other tools as directed by employer. Operate and control sugarcane combine, and/or follow harvester on foot through field and pick up dropped sugarcane. Load and unload harvested sugarcane. Transport harvested sugar cane on farm and/or to mill for processing.
Farm Equipment Operations:
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). Repair or replace defective parts. Attach farm implements (e.g., plows, harrows, discs, sprayers) using hand tools. May assist with other general farm maintenance or repairs.
Workers will perform assigned duties as instructed by supervisors in the planting, cultivation, maintenance, weeding, harvesting, packing, and post-harvest handling of agricultural commodities. Duties may include field preparation, irrigation installation and maintenance, hand weeding, planting, staking, tying, harvesting, field packing, sanitation, and general farm labor activities.
Requirements
| Education | None required |
|---|---|
| Experience | 2 months |
| Other requirements | Lifting up to 70 lb Drug test |
This job requires a minimum of 2 months of verifiable agricultural experience handling both manual and mechanized tasks including agricultural field work. Applicants must be able to furnish verifiable job reference(s) or comparable third party documentation from recent employer(s) establishing acceptable prior experience. Saturday work will required and Sunday work will be available on a voluntary basis. Must be physically able to meet and perform all job specifications stated in job order.Workers must be able to lift/carry 70lbs. Must be able to work in the hot humid weather for extended periods of time. Workers are subject to post hire and random drug testing at no cost to the employee. Failing or refusing a drug test will result in immediate termination.
Benefits and conditions
| Schedule | 6:30 A.M. – 1:00 P.M. |
|---|---|
| Paid | Weekly |
| Pay details | Harvest sweet corn (mule train pullers), per 48 ear container of corn. Group rate of approximately 18 people. Based on 18 workers packing 700 crates/hr on average. Estimated hourly rate $16.35/hr. Guaranteed $15/hr. |
| Housing type | Employer-provided (including mobile or range) (Labelle, Fl) |
| Housing | Housing provided only to non-local workers residing outside normal commute distance. Separate bed / bathroom for each gender. Workers must vacate unit promptly at the completion of tenancy (i.e. contract end date). A worker separating from employment prior to the end date must vacate no later than the end of the most current pay period, and employer may deduct prorated, fair market rent for any occupancy between the day following separation and the date worker vacates. 11/15/26 - 12/15/26. |
| Meals | Some employer-provided housing units include free and convenient kitchen facilities. For housing units without kitchen facilities (or in circumstances in which kitchen facilities become unavailable during the contract period), employer provides three daily meals in accordance with 20 CFR 655.122(g). Employer will deduct the cost of such meals up to the maximum allowable published in the Federal Register, or as otherwise approved by the U.S. Department of Labor. 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 shared by all workers. |
| Daily transportation | Employer provides incidental transportation between worksites at no cost to workers. For workers residing in employer-provided housing, employer also provides free daily transportation to and from the worksite, and weekly transportation to closest town/city for personal errands (e.g., groceries, banking services). Exact transportation schedule varies depending on work location, work/weather conditions, and other factors, but shall occur within a reasonable time before/after workday begins/ends. |
| Travel to the job | Employer pays/reimburses foreign workers for all visa-related costs (excluding passport fees) in the first workweek. For non-local workers, employer arranges/provides inbound transportation via common carrier mode of transportation (e.g., bus or plane) and reimburses workers for daily subsistence and reasonable lodging costs, if applicable. Use of employer-offered transportation is voluntary. |
| 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. |
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| Case number | JO-A-300-26258-235735 |
|---|---|
| Official occupation | Farmworkers and Laborers, Crop, Nursery, and Greenhouse (45-2092.00) |
| Employer's agent or attorney | Mas Labor H2A, LLC |
| Posted | Sep 30, 2026 |