Beekeeper
Blaylock Family Farm Partnership
📍 Widener, AR · St. Francis County
- ✔ Housing provided
- ✔ Daily transportation
How to apply
Contact the employer directly. Mention the job title and the case number. Case number: JO-A-300-26260-240399
- 📞 Phone: +1 (870) 270-0721
- ✉️ Email: judysee52@gmail.com
Employer instructions
Prospective applicants will be considered for employment by applying through the local SWA or contacting the employer/hiring manager and showing proof that they meet the qualification/experience requirements. All applicants must apply directly to the employer during normal business hours of 8:00 am 4:00 pm, Monday through Friday. In-person or phone interviews will be required. Applicants must call Richard Blaylock at (870) 270-0721 prior to coming to the employers location to schedule an appointment. Applicants are NOT to come in for an interview without having scheduled an interview prior to arrival. Applicants must be able to furnish verbal or written proof establishing prior work experience. References may be contacted by employer to verify work experience. Workers should be notified of terms, conditions and nature of employment by the local employment office prior to referral. This notification will ensure applicants are able to review all information regarding employment, make an informed decision regarding the job, and compliance with disclosure requirements in accordance with 20 CFR 655.122(q). Interstate and Intrastate candidates will be interviewed over the phone.
Compliance screens of workers will be done using the following criteria: 1) confirm availability, qualifications, ability, and willingness to perform work described in work contract/agreement and confirm intention to work the entire season, 2) confirmation of full disclosure of all terms, conditions, and nature of work/job by local employment agency, 3) local workers confirm availability of reliable daily transportation to and from the job site for the entire season. Non local workers confirm availability of transportation to job site to begin work, 4) affirmative confirmation of legal qualifications to work in the US as described below. If employer discovers a criminal conviction record or status as a registered sex offender that employer reasonably believes, consistent with current law, will impair the safety and living conditions of other workers, the employer may terminate the worker (foreign and/or domestic) with notification to OFLC and DHS in accordance with 20 CFR 655.122(n). Workers who are reasonably able to return to their residence within the same day will not be provided with housing, subsistence and transportation.
Employer will only complete the hiring process with workers who possess original identity and employment eligibility documents sufficient to complete USCIS Form I-9, as required by the Immigration Reform and Control Act. This is to ensure that the employer is only hiring workers legally entitled to work in the United States. All new hires must complete the Form I-9, as required by IRCA, prior to their first day of work. Workers that cannot provide this documentation will not be allowed to work until it is provided.
✉️ 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 Beekeeper (H-2A) - Case JO-A-300-26260-240399
Job duties
Original text, as filed with the Department of Labor.
Job requires performing manual labor associated with the care and maintenance of honey bee colonies during the winter (overwintering) season. Duties include: prepare and mix supplemental feed (sugar syrup, fondant, and/or pollen substitute) and feed bee colonies as directed, including filling and maintaining feeding boxes and feeders; construct, assemble, repair, and paint beehive boxes, feeding boxes, hive stands, frames, and related woodenware; install foundation and replace lost or damaged beeswax comb and foundation in frames; repair and/or replace damaged hive parts and components; install entrance blocks/reducers and mouse guards; install, remove, and stage queen excluders and honey supers in preparation for the spring nectar flow; build windbreaks and take other measures to protect hives from winter weather, including adjusting hive ventilation and moisture control; inspect colonies on days when weather permits to monitor food stores, colony strength, queen status, disease, and parasites; apply approved pest and parasite treatments as directed by the employer; control wood lice, termites, wax moths, small hive beetles, and other pests affecting hives and stored equipment; take measures to deter and exclude predators and vermin (including rodents, skunks, raccoons, and birds), including maintaining fencing and traps; remove dead colonies; clean, scrape, sterilize, and store hive equipment; maintain apiary grounds, including clearing vegetation and debris from around hives; load and unload equipment and supplies; drive to town to pick up bee supplies and materials; keep simple written records of colony status and feeding; and perform general maintenance and cleanup duties incidental to the beekeeping operation. There are few typical days and workers may be required to change duties and/or locations often and engage in various general functions. Daily duties may vary depending on crop, weather, and field conditions. The employer reserves the right to increase workers' pay or provide bonuses based on tenure, performance, or other factors that are solely based on the discretion of the employer.
Requirements
| Education | None required |
|---|---|
| Experience | 1 month |
| Other requirements | Driver's license required Lifting up to 50 lb |
Job requires having or being able to obtain a drivers license within 30 days of hire. Basic English literacy skills are required. Job requires adhering to strict biosecurity, company policies, and food safety guidelines, ensuring compliance with health and safety regulations.
Benefits and conditions
| Schedule | 8:00 A.M. – 4:00 P.M. |
|---|---|
| Paid | Weekly |
| Pay details | Wage offer for H-2A workers only is $12.71 per hour. |
| Housing type | Employer-provided (including mobile or range) (Widener, Ar) |
| Housing | Employer provided trailer; 2 bedrooms; 2 beds; accommodates 2 people. Employer will house worker and family. |
| Meals | The employer will provide, without charge or deposit, free and convenient kitchen and cooking facilities to prepare meals. The workers will be allowed time to drive themselves or will be transported to a store or market to purchase their own food and cooking supplies. Employer provided housing contains a refrigerator, stove, oven, and operational sink with hot and cold water under pressure. In the event that the workers are unable to prepare meals at the housing location, the employer will provide three sufficient meals a day free of charge. |
| Daily transportation | Employer will provide workers that reside in employer provided or secured housing with transportation from the housing to the worksite daily at no cost to the worker. Workers who are reasonably able to return to their residence within the same day will not be provided with housing, subsistence and transportation. Continued in Addendum C. |
| Travel to the job | After worker has completed 50% of the work contract period, employer will reimburse worker for the cost of transportation and subsistence from the place of recruitment to the place of employment. Employee transportation will be arranged to and from their country of origin by either plane, train, bus, taxi service or own vehicle; whichever is most economical. The employer will properly reimburse employees for such travel as defined in 20 CFR 655.122(h). Continued in Addendum C. |
| Pay deductions | Employer will make all deductions required by law (e.g., federal/state tax withholdings, court ordered child support, etc.). If workers voluntarily and explicitly authorize the employer in writing, the employer may deduct income taxes from H-2A worker wages. When explicitly authorized by the worker in writing, the cost of elected healthcare benefits; reimbursement of approved cash advances; retirement plan contributions; cell phone, cable/satellite TV, internet or other service(s) for workers’ benefit and convenience may be deducted from workers’ pay. Employer may charge reasonable costs for lost, replacement, or damaged tools, equipment, or property or fines for acts committed by the worker on the road while driving an employer provided vehicle, and he or she is at fault. Continued in Addendum C. |
| Case number | JO-A-300-26260-240399 |
|---|---|
| Official occupation | Farmworkers, Farm, Ranch, and Aquacultural Animals (45-2093.00) |
| Employer's agent or attorney | C.O.C. Placement Service |
| Posted | Sep 30, 2026 |