Beekeeper
Skeye Honeybees
📍 Flasher, ND · Morton County
- ✔ Housing provided
- ✔ Daily transportation
How to apply
Contact the employer directly. Mention the job title and the case number. Case number: JO-A-300-26306-337310
- 📞 Phone: +1 (605) 786-4384
- ✉️ Email: skeyeillum@gmail.com
Employer instructions
Employer accepts referrals and applicants from all sources. Interview required. Employer 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 Monday through Friday during the hours of 9:00 AM - 5:00 PM CT If unavailable, contact employer 's agent during the hours of 8:00 AM - 4:00 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.
The employer requests an exemption from the 50% rule under 20 CFR 655.135. It did not, during any calendar quarter of the preceding calendar year, use more than 500 man-days of agricultural labor as defined in the Fair Labor Standards Act of 1938, 29 USC 203(u). The employer is not a member of an association which has applied for a temporary alien agricultural labor certification for its members, and has not otherwise associated with other employers who are applying for H-2A workers.
Job duties
Original text, as filed with the Department of Labor.
Crops/Commodities: honeybees.
Primary duties (performed the majority of workdays): This job requires a minimum of three months of prior experience working on a honeybee farm handling both manual and machine tasks associated with beekeeping. Workers must be able to perform manual as well as mechanized activities with accuracy and efficiency. Prepare bees and bee equipment for pollination. Worker must be familiar with working with bees in all stages, from the egg through fully developed workers, drones and queens; must work all aspects of commercial bee keeping, including accessing a colony to determine if it needs food or medicine, feeding and medicating bees, maintaining hives in a healthy state, increasing number of hives, raising and replacing queens, making divides, making, painting and cleaning boxes, supering hives. Harvest/extract honey. Run queen breeding yard and produce queen bees. Manipulate and service hive structures and haul bees to and from different hive locations to ensure healthy and productive honeybee colonies. Must respond correctly to bees to harmonize with their natural cycle and keep them in the healthiest state possible for survival and profitability. General maintenance and servicing of equipment and facility. Workers need to have no fear of bees and be non-allergic to pollen and bee stings.
Work is to be done in the field for long periods of time. Workers are expected to perform duties including boxing, weighing and loading of product. Workers will assist in loading trucks with product weighing up to and including 75 pounds and lifting to a height of 5 feet for long periods of time.
Employer assures that workers will be provided transportation from living quarters to work site every day (for workers who must be provided housing under the applicable regulations).
Persons seeking employment as experienced Beekeeper must be available for the entire period requested by the employer. Applicants must be able to furnish verbal or written statement establishing relevant prior work experience.
An applicant for this job must be available to work for the entire job order. An applicant referred to the employer after the labor certification has been granted, but before 50 percent of the work contract period for the entire contract period has elapsed, must be available and willing to join the employer at whatever place the employer is located at the time and remain with the employer for the duration of the beekeeping job order.
All terms and conditions included in the job order will apply equally to all workers, both U.S. workers and H-2A workers, employed in the occupation described in this clearance order.
Employer may request, but not require, workers to work more than the stated daily hours and/or on a worker's Sabbath or federal holidays. Workers will have an unpaid lunch break. Worker must report to work at designated time and place each day. Daily or weekly work schedule may vary due to weather, sunlight, temperature, crop conditions, and other factors. Employer will notify workers of any change to start time.
Job opportunity is Skill Level I. All primary duties are entry-level and require close supervision and/or a short demonstration of the task by a more experienced worker.
Employer may request, but not require, workers to work more than the stated daily hours and/or on a worker's Sabbath or federal holidays. Worker must report to work at designated time and place each day. Daily or weekly work schedule may vary due to weather, sunlight, temperature, crop conditions, and other factors. Employer will notify workers of any change to start time. Workers will have an unpaid lunch break.
TERMINATION. Prior to any termination for cause, employer evaluates workers' performance of required tasks and compliance with Work Rules and other employer policies.
Requirements
| Education | None required |
|---|---|
| Experience | 3 months |
| Other requirements | Lifting up to 75 lb |
This job requires a minimum of three months of prior experience working on a honeybee farm handling both manual and machine tasks associated with beekeeping. Workers must be able to perform manual as well as mechanized activities with accuracy and efficiency. Applicants must be able to furnish verbal or written statement establishing relevant prior work experience. Workers should be able to work on their feet in bent positions for long periods of time. Work requires repetitive movements and extensive walking. Allergies to ragweed, goldenrod, insect spray, related chemicals, etc. may affect workers ability to perform the job. Workers are exposed to wet weather early in the morning through the heat of the day, working in fields. Temperatures may range from 10 to 110 F. Workers may be required to work during occasional showers not severe enough to stop field operations. Workers should be physically able to do the work required with or without reasonable accommodations.
Benefits and conditions
| Schedule | 8:45 A.M. – 5:15 P.M. |
|---|---|
| Paid | Biweekly |
| Housing type | Employer-provided (including mobile or range) (Morton, Nd) |
| 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. Workers responsible for securing inbound transportation arrangements. For non-local workers, employer reimburses reasonable travel costs (transportation, daily subsistence, and lodging if applicable), at least-cost economy-class rates, from the place worker departed to the employer’s place of employment. |
| 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. |
| Case number | JO-A-300-26306-337310 |
|---|---|
| Official occupation | Farmworkers, Farm, Ranch, and Aquacultural Animals (45-2093.00) |
| Employer's agent or attorney | Mas Labor H2A, LLC |
| Posted | Nov 10, 2026 |