Agricultural Worker
Mimbres Valley Development LP
📍 Deming, NM · Luna County
- ✔ Housing provided
- ✔ Daily transportation
How to apply
Contact the employer directly. Mention the job title and the case number. Case number: JO-A-300-26261-244220
- 📞 Phone: +1 (575) 546-3333
- ✉️ Email: mvdlp@zianet.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 MT If unavailable, contact employer 's agent during the hours of 7:00 AM - 3:00 PM MT.
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 Agricultural Worker (H-2A) - Case JO-A-300-26261-244220
Job duties
Original text, as filed with the Department of Labor.
Crops/Commodities:
Farmwork: Pecans and Hay.
Primary duties (performed the majority of workdays):
Crops: Pecans and Hay
-Irrigate soil.
-Observe and listen to machinery operation to detect equipment malfunctions.
-Manipulate controls to set, activate, and adjust mechanisms on machinery.
-Operate or tend equipment used in agricultural production, such as tractors, UTVs, loaders, and irrigation equipment such as sprinklers and drips.
-Adjust, repair, and service farm machinery and notify supervisors when machinery malfunctions.
-Attach farm implements such as plows, discs, forks, sprayers, or harvesters to tractors, using items such as bolts and hyrdraulic couplings.
-Use hand tools including hand saws and chain saws.
-Operate and maintain farm equipment, general maintenance of farm and buildings.
-Set up, maintain, and operate irrigation systems.
-Participate in weed control, mowing, harvesting pecan nuts and sorting and packing pecans.
-Trimming, pruning, planting, and removing treess.
-Maintain safe and clean working area, including shop, plant, fields, and out buildings.
-Workers must possess or be able to obtain a New Mexico Drivers license within 30 days and will be subject to the appropriate testings and checks, which may include drug testing and background or MVR. Associated drug testing, background check, or MVR will be at the employer's expense.
-Workers will be responsible for transporting equipment between worksites, when needed.
-Drug testing is performed upon accident, incidence, or suspicion and is at the cost of the employer. Positive results are cause for immediate termination.
-Allergies to ragweed, goldenrod, honey bees, insecticides, herbicides, fungicides, or related chemicals may affect a worker's ability to perform the job.
Job opportunity is Skill Level II. Workers must be able to perform all primary duties independently and without close supervision.
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 an unpaid lunch break.
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 | 3 months |
| Other requirements | Driver's license required Lifting up to 50 lb Drug test |
Three months verifiable experience required, must have experience with farming and 100+hp tractor operation. Applicants must be able to furnish verifiable job reference(s) or comparable third party documentation from recent employer(s) establishing acceptable prior experience. Workers must possess or be able to obtain a New Mexico drivers license within 30 days. Drug testing is performed upon accident, incidence or suspicion, at the cost of the employer. Must be able to lift, pull, push, or carry up to 50 lbs. Role requires extensive or repetitive pushing, pulling, sitting, walking, stooping, or bending over. Workers will be subject to general adverse weather conditions associated with outdoor fieldwork. Conditions may include high or low temperartures, dust, mud, and precipitation.
Benefits and conditions
| Schedule | 7:00 A.M. – 5:30 P.M. |
|---|---|
| Paid | Weekly |
| Housing type | Employer-provided (including mobile or range) (Deming, Nm) |
| Housing | Housing provided only to non-local workers (i.e. permanent residence outside normal commuting distance). Only workers may occupy housing. Employer provides separate sleeping and bathroom facilities for each gender. Employer possesses and controls premises at all times. Workers must vacate housing promptly at end of contract period or upon termination, in accordance with state law. |
| 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 | 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. 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. |
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| Case number | JO-A-300-26261-244220 |
|---|---|
| Official occupation | Farmworkers and Laborers, Crop, Nursery, and Greenhouse (45-2092.00) |
| Employer's agent or attorney | AgWorks H2, LLC |
| Posted | Sep 23, 2026 |