Farmworker
Mark Morgan
📍 Clarksville, AR · Johnson County
- ✔ Housing provided
- ✔ Daily transportation
How to apply
Contact the employer directly. Mention the job title and the case number. Case number: JO-A-300-26306-335964
- 📞 Phone: +1 (479) 979-4609
- ✉️ Email: markstevenmorgan@gmail.com
Employer instructions
Employer accepts referrals and applicants from all sources. Interview required. Employer's agent 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 's agent Monday through Friday during the hours of 8:00 AM - 4:00 PM CT If unavailable, contact employer directly during the hours of 9:00 AM - 5:00 PM CT.
Employer Agent:
MAS Labor H2A, LLC (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 Farmworker (H-2A) - Case JO-A-300-26306-335964
Job duties
Original text, as filed with the Department of Labor.
Crops/Commodities:
Peaches, cattle, turkeys.
Primary duties (performed the majority of workdays):
Plant, cultivate, and harvest tree fruit. Spot and/or strip pick fruit based on seasonal need. Snap fruit off tree with thumb and palm of hand to avoid stem pulls, punctures, bruising, or other damage. Pick culls and peelers. Fill fruit buckets, baskets and crates, must transfer fruit in different containers for selling. Add plastic liners to baskets, transfer crates, and sanitize crates. Must be able to carry fruit to customers vehicle or storage areas and haul fruit short distances. Workers may be asked to help at the produce shed and maintaining roads within the orchard. Follow supervisor/foreman instructions on color/size requirements. Must be able to differentiate between colors and fruit varieties accurately. Hand thin to control the size and quality of fruit. Remove fruit blossom, bud and/or identifiable fruit from within a cluster of other fruits. Must accurately identify and remove misshapen, damaged, or otherwise, unmarketable fruit. Hand prune based on fruit variety and foreman's instructions. Use manual and mechanized pruning tools and equipment. Must be able to apply paint to tree trunks, thin fruit, Identify and remove stubs or broken branches, pruning cuttings and other orchard debris, downward-growing branches, branches rubbing against each other, shaded interior branches, dead wood, and shoots-suckers. Workers injured on the job and unable to perform the full range of duties may be offered light duty, if available. Light duty tasks may vary depending on availability of task, nature of worker injury, and instructions from workers physician. Light duty tasks may include blight checking, fruit checking/quality control, light picking/pruning/thinning/sorting, transferring, or tree counting. Install/maintain irrigation systems and water lines. Move and install irrigation pipes and equipment. Dig and maintain ditches. Install and remove levee gates.
Apply pesticides, herbicides, fungicides, and other crop protectants. Apply fertilizers, plant growth chemicals, conditioners, and other plant related treatments at the correct times depending on plant type, growth, climate, and crop conditions. Workers must operate all equipment properly and in a manner that protects operator, others, the employer's products, and property. Failure to comply with safety requirements and operating instructions may result in disciplinary action up to and including immediate termination. Mow, cut, and weed fields, yards, and around the produce shed. Perform ditching, shoveling, hoeing, hauling, ground preparation, equipment and facility cleaning and other manual tasks. Bending, stooping, and kneeling required. Use hand tools including but not limited to hoes, shovels, shears, clippers, weed eaters, chainsaws, rakes, pressure washer, loppers, and saws. Lift, carry, and load/unload products or supplies. Assist with farm building/field and orchard maintenance and repairs. Clean ground in order to Repair / Maintain fences. Possible ground preparation for new plantings of trees as well as other small fruits. As minor duties the workers may perform duties associated with the care of livestock, turkeys, and a vegetable garden. Feed and water livestock, herd livestock to pasture for grazing, into lots, or catch pens. Herd animals into corral, chute, alley, and or stall. Moving turkeys, helping get set up for new poults and setting new poults. Plant, Cultivate, and harvest vegetables if garden is planted. Must wear assigned personal protective equipment when required. Must report for work daily wearing work clothing and boots or other durable footwear. Workers wearing clothing inappropriate for work will not be permitted to start work. Outdoor work required when plants are wet, or during light rain, snow, moderate winds, direct sun, high humidity, and extreme temperatures. Temperatures in fields during working hours may vary.
Requirements
| Education | None required |
|---|---|
| Experience | Not required |
| Other requirements | Lifting up to 55 lb Drug test |
Perform prolonged walking, sitting, bending, stooping, reaching, pushing, pulling, lifting and carrying up to 55 lbs. Most job duties require workers to work on their feet all day in extremely hot, cold and/or wet weather. Drug testing may be conducted post-hire at the employer's expense and is not part of the interview process.
Benefits and conditions
| Schedule | 8:00 A.M. – 5:00 P.M. |
|---|---|
| Paid | Weekly |
| Housing type | Employer-provided (including mobile or range) (Clarksville, Ar) |
| 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. For non-local workers, employer arranges/provides inbound transportation via common carrier mode of transportation (e.g., bus or plane) and reimburses workers for daily subsistence and reasonable lodging costs, if applicable. Use of employer-offered transportation is voluntary. |
| 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-300-26306-335964 |
|---|---|
| Official occupation | Farmworkers, Farm, Ranch, and Aquacultural Animals (45-2093.00) |
| Employer's agent or attorney | MAS Labor H2A, LLC |
| Posted | Nov 5, 2026 |