Beekeeper
Wonderful Bees, LLC (2027.1)
📍 Mckittrick, CA · Kern County
- ✔ Housing provided
- ✔ Daily transportation
How to apply
Contact the employer directly. Mention the job title and the case number. Case number: JO-A-300-26300-325463
- ✉️ Email: info_wonderful_bees@smartrecruitpro.com
- 🌐 Website: form.jotform.com/UDWSS/wonderful-bees
Employer instructions
Applicants may apply at and be referred by any local office of a State Workforce Agency (SWA). The SWA is responsible for informing applicants of all terms and conditions of employment and notifying the employer in advance of any referrals. If appropriate, the SWA should furnish translator services. Applicants should thoroughly familiarize themselves with the job specifications and terms and conditions of employment in the Clearance Order before contacting the employer or seeking a referral. Only workers who meet all the qualifications for employment, who are work authorized, and who are willing and able to perform the work, with or without reasonable accommodation, and who will be available at the time and place needed for the duration of the contract, should contact or be referred to the employer. Applicants, workforce agency personnel, walk-ins, gate hires, etc. may call for an interview during regular business hours at the number listed on the ETA 790, report to the worksite listed on the ETA 790 or email info_wonderful_bees@smartrecruitpro.com for an application, Monday through Friday 9:00 am - 5:00 pm. ("regular business hours"), except on federal holidays.
If a Job Service Office refers several applicants at the same time, it is requested that the employer be advised in advance so that sufficient time may be allowed to schedule interviews. Applicants will be interviewed in person or by telephone and job offers will be extended to qualified, eligible applicants. Original documents (no copies) of identity and employment authorization sufficient to complete an I-9 Form as required by the Immigration Reform and Control Act must be in possession of the worker at the time the worker reports for work and will be examined by the employer as a condition for completing the hiring process. Referring local offices should fully apprise workers of this requirement. The employer will review each applicant's completed application individually immediately after the interview.
The employer will accept referrals from any source and continue to cooperate with the SWA by accepting referrals of all eligible U.S. workers who apply (or on whose behalf an application is made) for the job opportunity until the end of the recruitment period as specified in the job order. Applicants and referrals will not be considered until a completed and signed application is provided to the employer indicating that the worker has received a written copy of the Migrant and Seasonal Agricultural Worker employment disclosures (or contract containing such disclosures)required by law.
✉️ 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-300-26300-325463
Job duties
Original text, as filed with the Department of Labor.
Attend to live bees to produce honey and maintain colony health through feed/supplements; Medicate bees; Find and cage queens, install queen cells; Inspect, maintain, and repair equipment, boxes, yards, and fences; Assemble bee hives, inserts honeycomb of bees into hives; Force bees from hives; Put on and take off supers; Uncap harvested honeycombs and extract honey from honeycombs; Move equipment or bees from one location to another manually or using trucks; Drive farm vehicle to obtain supplies, honey extracting equipment, and misc. tools used to work with honey bees; Clean work area.
Operating tools and equipment as applicable and noted in the job description as well as operating a motor vehicle under the influence of drugs and/or alcohol is dangerous. Operator manuals have label warnings – Do Not Operate Under the Influence of Drugs or Alcohol. Workers' compensation insurance as well as vehicle insurance companies require safety compliance. Poor judgment, improper driving, etc. can result in serious and fatal accidents. Employer has a strict policy prohibiting drug use. Any drug testing will be post-hire and at the employer's expense.
Assisting with the employer's farming operation includes lifting agricultural tools and equipment that weigh up to the lifting requirement listed at B.4.e. Employer may request but cannot require workers to work on their Sabbath. The nature of farm work may require workers to work after dark and possibly weekends depending on weather conditions. Hours offered may vary based on factors such as weather or other unpredictable variables that impact the farm’s operation. Employer may, at the company's sole discretion, pay workers an hourly rate above the minimum required and/or offer a bonus, PTO, insurance, etc. to any seasonal worker employed pursuant to this job order depending on how many years of experience they have obtained by working for the employer or other factors such as work performance, skill, punctuality, licensing, training, prior work experience, etc. While the employer's frequency of pay is defined in the job order, the frequency may change during the contract period because of factors such as payroll service provision, internal business operations, etc., but in no event will the frequency be less than twice per month in which case, all days and payday hours, as applicable by local, state, or federal law would be paid.
Should the Employer's worker’s compensation insurance policy expire during the work contract period in which workers are employed under the H-2A program, the workers' compensation insurance policy will be renewed so that workers are covered for the entire duration of the contract. The Employer may terminate a worker if a worker: refuses without justified cause to perform work for which the worker was recruited and hired; or commits a serious act of misconduct; or fails, after completing any training, to be able to perform all of the tasks described in the job order. If the worker voluntarily abandons employment before the end of the contract period, or is terminated for cause, and the employer notifies the SWA, DOL, DHS and USCIS in the case of an H-2A worker, the employer will not be responsible for providing or paying for the subsequent transportation and subsistence expenses of that worker, and the worker is not entitled to the three-fourths guarantee.
Requirements
| Education | None required |
|---|---|
| Experience | 3 months |
| Other requirements | Lifting up to 75 lb Drug test |
Employer requires 3 months of recent and verifiable experience within the past two years for the job duties listed. This position requires a minimum of 3 months for the employee to get a full understanding of the job and responsibilities. May not have bee, pollen or honey-related allergies. Must be able to understand work & safety instructions in English or Spanish, the languages spoken and written in the workplace. Drug testing is conducted at employer's expense: At random and at no cost to the worker. Testing positive for an illegal/controlled substance or failure to comply may result in immediate termination from employment.
Benefits and conditions
| Schedule | 8:00 A.M. – 5:00 P.M. |
|---|---|
| Paid | Biweekly |
| Pay details | See Addendum A. |
| Housing type | Employer-provided (including mobile or range) (Mckittrick, Ca) |
| Housing | Housing includes full-kitchen and laundry machines at no cost to the workers. The employer will offer housing, bedding (mattresses, blankets, sheets, pillows and pillow cases), storage for personal belongings, and utilities at no cost to workers recruited from beyond normal commuting distances who are unable to return to their place of residence on a daily basis. |
| Meals | Employer-provided housing includes free and convenient kitchen, cooking and eating facilities. Workers will purchase food at their own expense and prepare their own meals. Kitchen and eating facilities will be shared with other workers occupying the employer-provided housing facilities. The employer will provide transportation at no cost to workers occupying employer-provided housing to and from stores in the housing location where workers may purchase food and other necessities once a week. In the event kitchen facilities become unavailable due to unanticipated circumstances, the employer will provide three (3) meals per day at a reasonable cost (not to exceed $16.78 for three meals per day). |
| Daily transportation | For daily transportation, the employer will provide 2 vans with a capacity of 16 passengers. |
| Travel to the job | The employer will provide workers with inbound and outbound transportation as set forth in Section I. paragraph 7(A) and (B). The employer will pay for charter bus services or other modes of transportation to the group of workers or permit workers to select any means of transportation they choose, including common carrier transportation. |
| Pay deductions | The following deductions will be made from the worker’s pay: FICA (if applicable); federal income tax withholding (if applicable); state and/or local tax withholding (if applicable). Re-issued check policy: After the first loss, mutilation or expiration of a worker's check, the company will charge a $25.00 processing fee for every reissued check, for any reason other than the company's negligence. The employer will not deduct from the wage or require any reimbursement from an employee for any cash shortage, breakage, or loss of housing, furnishings, tools or equipment, unless it can be shown that such shortage, breakage, or loss is caused by a dishonest or willful act, or by the gross negligence of the employee; medical insurance payments, if applicable; cash advances, if applicable; state sponsored retirement savings plan deductions, if applicable; and deductions expressly authorized by the worker in writing (if any). |
Other work sites
- Firebaugh, CA · Mar 2, 2027 – Mar 30, 2027 · 12 openings
- Shafter, CA · Jan 10, 2027 – Mar 30, 2027 · 12 openings
| Case number | JO-A-300-26300-325463 |
|---|---|
| Official occupation | Farmworkers, Farm, Ranch, and Aquacultural Animals (45-2093.00) |
| Employer's agent or attorney | Western Growers Association |
| Posted | Nov 10, 2026 |