Hatchery Worker - Maintenance
Hoover's Hatchery NM LLC
📍 Portales, NM · Roosevelt County
- ✔ Housing provided
- ✔ Daily transportation
How to apply
Contact the employer directly. Mention the job title and the case number. Case number: JO-A-300-26299-321518
- 📞 Phone: +1 (641) 548-8419
- ✉️ Email: hr@hoovershatchery.com
Employer instructions
Workers may be reached at the following address and phone number:
ADDRESS: 2301 W 18th St Portales New Mexico 88130
PHONE NUMBER: 641-548-8419
An applicant or State Workforce Agency Representative should contact the person listed below concerning employment:
Name: Suzzee Muesel
Phone: 641-548-8419
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 Hatchery Worker - Maintenance (H-2A) - Case JO-A-300-26299-321518
Job duties
Original text, as filed with the Department of Labor.
In this chicken hatchery production facility, SOC 45-2093 represents 100% of the work performed, and employees carry out the full flow of hatchery operations from handling incoming chicken eggs through incubation, hatching, chick sexing, order preparation, and shipment to customers. Work begins with receiving eggs, placing them on trays, loading trays into incubators, and later transferring eggs from incubators to hatchers, while also receiving, loading, and unloading eggs and chicks at the hatchery, at farms, and at shipping locations. After chicks hatch, employees examine feathers and colors to segregate chicks according to sex, load chicks into the separator, and assist with toe, wing, and beak clipping and vaccinating as needed in the hatchery and on farms. They fill customer chick orders, package chicks for shipment, and load and unload chicks for transport, including driving to farms and shipping locations using vans as part of the movement of eggs and chicks between work sites. Throughout the operation, they also support maintenance duties across machinery, fleet, and facility, clean and sanitize equipment and work areas, dump product waste, and perform all other duties as assigned to keep hatchery and farm operations running efficiently. The employer, at its sole discretion, may grant pay increases based on factors such as performance, longevity, and/or experience. Employer may also, at its sole discretion, offer performance-based incentive bonuses that are not guaranteed and are determined by the employer. Workers returning for a consecutive season will be paid at their previous season’s rate if that rate exceeds the current published rate. Job requires extensive sitting or walking, frequent stooping or bending over, repetitive movements, and lifting up to 75 lbs.
Requirements
| Education | None required |
|---|---|
| Experience | 3 months |
| Other requirements | Driver's license required Lifting up to 75 lb Drug test |
Job requires extensive sitting or walking, frequent stooping or bending over, repetitive movements, and lifting up to 75 lbs. 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 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 | 8:00 A.M. – 5:00 P.M. |
|---|---|
| Paid | Weekly |
| Pay details | $14.39/hr (wage offered to H2A workers only) |
| Housing type | Employer-provided (including mobile or range) (Portales, Nm) |
| 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. |
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| Case number | JO-A-300-26299-321518 |
|---|---|
| Official occupation | Farmworkers, Farm, Ranch, and Aquacultural Animals (45-2093.00) |
| Employer's agent or attorney | Golden Opportunities Int. LLC |
| Posted | Nov 2, 2026 |