Farmworker
Cindys Red Wagon
📍 Dodgeville, WI · Iowa County
- ✔ Housing provided
- ✔ Daily transportation
How to apply
Contact the employer directly. Mention the job title and the case number. Case number: JO-A-300-26295-316351
- 📞 Phone: +1 (608) 574-7338
- ✉️ Email: reynoldsreceivables@gmail.com
Employer instructions
Workers may be reached at the following address and phone number:
ADDRESS: 3725 Reynolds Road Dodgeville Wisconsin 53533
PHONE NUMBER: 608-574-7338
An applicant or State Workforce Agency Representative should contact the person listed below concerning employment:
Name: Cynthia Rae Reynolds
Phone: 608-574-7338
Applicants may call Monday - Friday between the hours of 8:30 am and 4:30 pm
Applicants, Workforce Agency Personnel, Walk-ins, Gates Hires, etc. may:
1. Call for an interview during normal business hours at the number listed above.
2. Report to the farm office or worksite listed above.
3. Employee must be available and indicate willingness to work the entire season. Must have transportation to the job site at the start of the season. Transportation will be reimbursed. Must be familiar with the terms, conditions and nature of employment. Are legally entitled to work in the US. and able, willing and qualified to perform the work. Must possess documentation required to enable employer to comply with the employment verification requirements of IRCA. Accurate completion of Form I-9 will be required from each worker within (3) days of employment and/or hiring of individual referred through the clearance system. All candidates must be able to communicate in English to ensure safety at the workplace.
✉️ 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-300-26295-316351
Job duties
Original text, as filed with the Department of Labor.
At Cindy’s Red Wagon, 100% of the work under SOC 45-2092 involves preparing growing beds, soil mixes, pots, and planting containers and carrying out the full cycle of crop production for vegetables, herbs, apples, rhubarb, pumpkins, and flowers that are sent to a local market. The work begins by planting seeds and seedlings into prepared beds and containers, then fertilizing and mulching the soil, watering the plants, and weeding the garden plots so the crops can develop properly. The vegetables raised include Vandalia onions, sweet onions, radishes, sweet potatoes, Russet potatoes, several varieties of peppers and tomatoes, cucumbers, dill, herbs, and zucchini squash, along with flowers and pumpkins. As the crops mature, the work shifts to harvesting, cleaning, and packing the vegetables and fruits for market. Apple tree care includes spraying the trees with natural sprays for scab and insects, pruning the trees, and disposing of unwanted branches and leaves. At the end of the season, the garden plots are cleaned, and fruit and vegetable seeds are dried and prepared for storage after the drying process so they can be used for the next season. The employer, at its sole discretion, may grant pay increases based on factors such as performance, longevity, and/or experience. Workers returning for a consecutive season will be paid at their previous season’s rate if that rate exceeds the current published rate. Employer will conduct post-hire drug tests at no cost to the employee to enforce a drug free workplace policy. Failing a drug test will result in termination.
Requirements
| Education | None required |
|---|---|
| Experience | 3 months |
| Other requirements | Driver's license required Drug test Background check |
Job requires exposure to extreme outdoor temperatures, extensive pushing or pulling, and repetitive movements. Must possess a valid, standard, non-commercial driver's license (e.g., Class C, D, R, E, F or 3 depending on state). Employer will conduct post-hire criminal background checks at no cost to the employee and will not employ anyone with a felony/theft criminal background as required by the workplace safety policy and company HR hiring practices as allowed by law. Employer will conduct post-hire drug tests at no cost to the employee to enforce a drug free workplace policy. Failing a drug test will result in termination. Employee must have 3 months of verifiable experience.
Benefits and conditions
| Schedule | 7:00 A.M. – 5:00 P.M. |
|---|---|
| Paid | Biweekly |
| Pay details | $16.73/hr (wage offered to H2A workers only) |
| Housing type | Employer-provided (including mobile or range) (Dodgeville, Wi) |
| Housing | Family housing not available. Housing will be clean & meet applicable Fed, State &local housing standards. Workers must maintain neat & clean housing. Housing/utilities are provided at no cost to workers who are unable to return to place of residence the same day. If both male & female workers are hired: separate toilet, bathing and sleeping rooms will be provided. |
| Meals | The employer will furnish free and convenient cooking and kitchen facilities and space for food preparation, as well as the necessary equipment, appliances (including refrigeration), cooking accessories, and dish washing facilities (e.g. adequate sinks with hot and cold water under pressure) that are in working condition and will be used by workers to sufficiently prepare three (3) meals a day. Employer will offer free transportation to town for personal services (i.e. banking, groceries) at least once per week for non range workers. |
| Daily transportation | See Addendum C for daily transportation arrangements and vehicle information. |
| Travel to the job | The employer will pay the worker for reasonable costs incurred by the worker for transportation and daily subsistence from the place from which the worker has come to work for the employer, whether in the U.S. or abroad to the place of employment (inbound/outbound). The employer will 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. |
| Pay deductions | Deductions required by law. Employer may deduct the reasonable cost of damages &/or replacement of tools &/or equipment if such repair or replacement results from willful neglect or gross negligence after damage has occurred & after gaining the employee's written authorization to make the deduction. Employer may deduct the reasonable cost of damages and/or replacement of tools and/or equipment/lodging/vehicles if such repair or replacement results from willful neglect or gross negligence after the damage has occurred and after gaining the employee's written authorization to make the deduction. Workers may voluntarily elect to receive optional cleaning/housekeeping services. If elected, a deduction of $25.00 per week will be made from the worker’s paycheck. This deduction is strictly voluntary and will only apply if the worker provides written authorization. No deduction will be made without the worker’s prior consent. |
Other work sites
- Dodgeville, WI · Jan 1, 2027 – Oct 31, 2027 · 5 openings
- Dodgeville, WI · Jan 1, 2027 – Oct 31, 2027 · 5 openings
| Case number | JO-A-300-26295-316351 |
|---|---|
| Official occupation | Farmworkers and Laborers, Crop, Nursery, and Greenhouse (45-2092.00) |
| Employer's agent or attorney | Golden Opportunities Int. LLC |
| Posted | Nov 3, 2026 |