Sheepherders (Open Range Lamb And Wool)
Midland Livestock Company
📍 Rock Springs, WY · Sweetwater County
- ✔ Housing provided
- ✔ Daily transportation
How to apply
Contact the employer directly. Mention the job title and the case number. Case number: JO-A-300-26259-240208
- 📞 Phone: +1 (307) 354-8261
- ✉️ Email: midlandranch@hotmail.com
Employer instructions
Midland Livestock Company Referral Contact: Peter Arambel, 1366 Sage Court, Rock Springs, WY 82901; P.O. Box 636, Rock Springs, WY 82902, phone: (307) 354-8261; email address: midlandranch@hotmail.com. All referrals from State Workforce Agencies must be sent to the employer by mail, telephone or email and must include referral contact name, phone number, and email address if an email address is available.
All applicants who contact the local State Workforce Agency (SWA) should be made thoroughly familiar with the job specifications and terms and conditions of employment on the job order by the SWA personnel. Workers meeting all qualifications of the job order should be referred to employer. Employer will receive eligible referrals, interview workers and make hiring commitments.
Three months prior experience as a sheepherder, as described herein, and one satisfactory reference are required. (If the worker's experience as a sheepherder has not been in the immediately preceding 12 months, up to two references will be required.) The name and address and telephone number or email address of the reference who can verify the worker's experience and performance will be required at the time of interview. The assistance of the referring office in helping the worker provide this information will be appreciated.
The employer will also receive phone calls from and consider the applications of all walk-in applicants and applicants who hear of the job opening(s) by word of mouth.
If hired, the applicant must be able to provide the document(s) required by the regulations to the Immigration and Nationality Act, as amended, at 8 CFR 274a.2(b) to establish his or her identity and eligibility for employment in the U.S. The worker will be afforded the time allowed by these regulations to produce the proper documentation. Employer will complete the required I-9 Form for each worker. The assistance of the referring office in helping workers provide required documentation will be appreciated.
✉️ 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 Sheepherders (Open Range Lamb And Wool) (H-2A) - Case JO-A-300-26259-240208
Job duties
Original text, as filed with the Department of Labor.
Under extreme and changing drought conditions:
Using horses, trained dogs, and motorcycles, single herder tends large flock of sheep on open range in the winter; moves sheep to and about areas assigned for grazing; prevents animals from wandering or becoming lost; rounds up strays; beds down sheep near campsite at night; guards flock against predators and from eating poisonous plants. Assist with supplemental feed of sheep using wagon pulled by draft horses; cares for dogs and horses; shoeing horses; examine animals for signs of illness/injury and apply medication/treatment. May repair/construct fences. As needed, repairs tack and other equipment used by worker. May assist with water pipeline delivery systems using related equipment to control water supply to ensure sheep do not become trapped in ice, snow, or mud and have adequate water supply.
Lives in isolated mobile camps and performs following tasks almost exclusively out on desert range to protect pregnant sheep from harsh winter conditions: trail groups of pregnant sheep to areas designated by the employer and employer-designated representative using winter trailing methods to avoid undue stress on sheep; prevent hypothermia/abortion/death; move sheep at a pace/distance sufficient to ensure they receive ample water/native forage during daylight hours to arrive at natural shelters by nightfall to protect sheep during blizzards/high winds/extreme cold, ride unmarked perimeters of open range area designated by the employer and employer-designated representative.
Keep sheep in small groups to allow grazing on proper mix of native forage, gradually herd sheep in direction specified by the employer and employer-designated representative using methods which move sheep slowly & orderly through desert ravines/washed out areas/tall sagebrush, avoiding deep snow, herd/trail sheep to a viable water source, use ax to chop large holes in frozen creeks/reservoirs to water 20-30 sheep at a time, trail pregnant sheep across ice to water sources or to native forage area by choosing safe crossing area; making a sanded trail; keeping sheep calm & moving in slow orderly manner on trail. Report to the employer and employer-designated representative on water/native forage/weather conditions, detect direction from which wind or prevailing storm is coming to prevent sheep from scattering, trail/herd sheep & properly place them in shelters/direction of wind/prevailing storm, in canyons, washed out or cut banks, cedar breaks, or draws with tall sagebrush.
Report to the employer and employer-designated representative dehydration & other indicators of deterioration in sheep' body condition/behavioral changes indicating malnutrition. Remember and report location of sick & injured sheep. Administer emergency minor medical care to sick/injured pregnant sheep in early term pregnancy using roping methods to gently immobilize sheep without causing undue stress. Count all red and black sheep daily and rams. Keep rams in herds during breeding period. (There are no rams in the herd in the summer and breeding occurs in January and early February. Ewes are pregnant in February and early March.) Detect through winter tracking methods where employer and employer-designated representative’s as well as other rancher(s)' livestock has been to avoid overgrazing of native forage. Shoe horses with sharp shoes for better footing on frozen creeks/slopes and properly hobble camp horses. Maintain and set up camp and supply wagons in appropriate direction to provide for wind break/shelter/protection for horses & dogs. Make sufficient water from snow for horses/dogs at camp. Properly use/store food supplies for herder/horses/dogs, reporting to the employer and employer-designated representative when supplies are low. Operate camp stove appropriately to provide/conserve heat in extreme cold/high winds.
Requirements
| Education | None required |
|---|---|
| Experience | 3 months |
| Other requirements | Lifting up to 80 lb Drug test |
Three months prior experience as a sheepherder in the winter/cold climate and mountainous terrain, including breeding sheep and experience with early term pregnant ewes. Experience with duties described in this job order and one satisfactory reference are required. (If the worker's experience as a sheepherder has not been in the immediately preceding 12 months, up to two references will be required.)
Must be able to ride and handle horses in a manner to assure safety of the worker, co-workers, horses, dogs, and sheep. Must be able to find and maintain bearings to assigned work areas in the winter on the open range. Worker will be directed and controlled by the employer and/or employer-designated representative. However, workers are often required to work alone for long periods without supervision and to perform the required work reliably and properly. Workers must be willing and able to live and work singly or in small groups in isolated areas for extended periods of time.
Benefits and conditions
| Paid | Other |
|---|---|
| Housing type | Employer-provided (including mobile or range) (Bolder, Wy) |
| Housing | Housing and utilities are provided at no cost to employees who are not reasonably able to return to their permanent residence at the end of the workday. Located at various places on the range, the employer has three (3) permanent bunkhouses with an occupancy of nine (9) for all permanent housing and six (6) mobile range housing units with an occupancy of six (6). Total occupancy certified for Mobile and Permanent Housing is fifteen (15) individuals. |
| Meals | Each housing unit for the workers has free and convenient cooking and kitchen facilities to enable the workers to prepare their own meals. Employer will provide all food to workers from employer’s own supply at no cost to workers. Workers will prepare their own meals. During certain seasons of the year, employer may at the employer's option, provide the workers with prepared meals. Further, the Employer will provide potable water (at least 4.5 gallons per day) per worker for drinking and cooking, a method for testing potable water, and additional water for bathing and laundry (where needed) as required under 20 CFR § 655.235. |
| Daily transportation | The employer will provide transportation between the worker’s living quarters (i.e., housing provided or secured by the employer) and the employer’s worksite at no cost to the worker, and such transportation must comply with all applicable Federal, State, or local laws and regulations, and must provide, at a minimum, the same vehicle safety standards, driver licensure, and vehicle insurance as required under 29 U.S.C. 1841 and 29 CFR part 500, subpart D. |
| Travel to the job | The employer may advance to workers the required transportation and subsistence costs (or otherwise provide them) from the place from which the worker has departed to the employer’s place of employment. For an H–2A worker coming from outside of the U.S., the place from which the worker has departed is the place of recruitment. |
| Pay deductions | The employer will make the following deductions: employer will comply with any applicable Federal, State, and local laws regarding deductions for taxes and FICA; the employer can withhold federal income tax only if both the H-2A agricultural worker and the employer agree to the withholding; loans and advances to worker (if any); worker's long-distance telephone charges (if any); costs of personal items such as coat, clothing, boots, gloves (the employer provides gloves 3 times a year but any gloves needed by the employee will be provided at employee cost), etc., and the reasonable repair or replacement cost (other than normal wear and tear) of housing/furnishings, and employer-provided sleeping bag, tools, and equipment due to worker’s willful or grossly negligent damage (including loss); any upgrading of cell phones will be at employee cost including chargers that are lost or damaged and any other cell phone attachments. |
| Case number | JO-A-300-26259-240208 |
|---|---|
| Official occupation | Farmworkers, Farm, Ranch, and Aquacultural Animals (45-2093.00) |
| Employer's agent or attorney | Malitzlaw, Inc. |
| Posted | Sep 17, 2026 |