Nursery Laborer
Creekside Nursery, LLC
📍 Hempstead, TX · Waller County
- ✔ Housing provided
- ✔ Daily transportation
How to apply
Contact the employer directly. Mention the job title and the case number. Case number: JO-A-300-26301-327300
- 📞 Phone: +1 (713) 265-4345
- ✉️ Email: visahiring@creeksidenursery.com
Employer instructions
Employer accepts referrals/applicants from all sources. Interview required - conducted at no cost to applicant, via phone or in-person. Employer will conduct interview as expeditiously as possible. Contact employer at (Dalia Santana at 713-265-4345, M - F, 8am-5pm or by email at visahiring@creeksidenursery.com. Interviews will be conducted M - F, 7 am - 4 pm). Employer will hire those who meet the following conditions: be able, willing, and available to perform the specified job duties for the duration of the contract period; have been apprised of all material terms and conditions of employment; agree to abide by all material terms and conditions of employment; be legally authorized to work in the United States; and satisfy all minimum job requirements.
Referring State Workforce Agency (SWA) is responsible for informing applicants of all terms and conditions of employment, and to notify the employer in advance of any referrals. If appropriate, the SWA should furnish translator services.
✉️ 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 Nursery Laborer (H-2A) - Case JO-A-300-26301-327300
Job duties
Original text, as filed with the Department of Labor.
Manual labor associated with nursery work such as planting, watering, weeding, staking, potting, fertilizing, pruning, and maintaining plants, trees and shrubs; replanting into larger pots moving, loading and unloading plants, trees, and shrubs; maintaining and operating nursery equipment such as tractors, wheel loaders, and utility vehicles; setting up, operating, maintaining, and regulating nursery irrigation equipment; cleaning and maintaining work area. Lifting required up to 50lbs. U.S. Workers: $15.00 - $16.04 depending on experience. H2A Workers: $14.05 - $15.25 depending on experience.
Requirements
| Education | None required |
|---|---|
| Experience | Not required |
| Other requirements | Lifting up to 50 lb |
Benefits and conditions
| Schedule | 7:00 A.M. – 4:00 P.M. |
|---|---|
| Paid | Weekly |
| Pay details | 14.05/hr (H-2A wage) |
| Housing type | Employer-provided (including mobile or range) (Hempstead, Tx) |
| Housing | Housing is only available to non-local workers (permanent residence outside normal commuting distance) and is not offered to non-working family members. 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 will furnish free and convenient cooking and kitchen facilities and space for food preparation, as well as the necessary equipment, appliances including refrigerator, cooking accessories, and sinks with hot and cold water for dishwashing, for workers to prepare their own meals. Employer will provide transportation, at no cost to the workers, to local grocery store on a weekly basis for workers to purchase groceries, supplies, and run other errands as needed. |
| Daily transportation | See Addendum C |
| Travel to the job | Employer pays/reimburses foreign workers for all visa-related costs (excluding passport fees) in accordance with H-2A regulations and FLSA wage requirements. For non-commuting domestic workers, employer pays/reimburses reasonable travel costs (transportation, daily subsistence, and lodging if applicable) from the place the worker departed from to the employer's place of employment. |
| Pay deductions | Worker must authorize in writing all voluntary deductions, such as cash advances/loans, health insurance payments, cell phones, and other services to benefit the worker. Employer will make all deductions required by state/federal law, if applicable, such as: FICA, federal, state and/or local income tax withholding. Employer may deduct reasonable repair or replacement costs if worker is found to have been responsible for damage to or loss of equipment, tools, vehicles, housing or furnishings - beyond normal wear and tear - caused by the worker through willful, dishonest, or grossly negligent actions. Employer will pay each worker by check, pay card, or direct deposit (employer pays any associated fees). Work performed under the contract is exempt from federal overtime pay requirements under the FLSA, but may be subject to state overtime requirements, if applicable. |
| Case number | JO-A-300-26301-327300 |
|---|---|
| Official occupation | Farmworkers and Laborers, Crop, Nursery, and Greenhouse (45-2092.00) |
| Posted | Oct 28, 2026 |