Field Workers
MCF4 Solutions, LLC
📍 Geyserville, CA · Sonoma County
- ✔ Housing provided
- ✔ Daily transportation
How to apply
Contact the employer directly. Mention the job title and the case number. Case number: JO-A-300-26306-337648
- 📞 Phone: +1 (707) 867-7048
- ✉️ Email: shaun@mcf4.com
Employer instructions
MCF4 Solutions Referral Contact: Shaun Kajiwara at 414 Aviation Blvd., Santa Rosa, CA 95403, telephone: (707) 867-7048; email address: shaun@mcf4.com. Contacts may be made by email, phone, or in person on the following days Monday through Friday, between the hours of 9 a.m. to 1 p.m. All referrals from State Workforce Agencies must be sent to the employer by email and must include referral contact name, phone number, and email address if an email address is available. Directions to our facilities are provided. Applicants will be interviewed by telephone or in person and job offers will be extended to able, willing, and qualified applicants. The employer will explain the job description at the time of the interview and if the applicant is interested in the job, an application will be provided. Telephone or in-person interviews will be at no cost to workers.
Documentation of identity and employment authorization (original documents only) sufficient to complete an I-9 Form, as required by the Immigration Reform and Control Act, must be in the possession of the worker at the time the worker reports for work. Documents will be examined by Employer as a condition for completing the hiring process. Walk-in applicants whose preemployment paperwork (i.e. employer application) was completed at the time of hire must have a valid identity and employment verification document when they report to work. No worker will be considered to have completed the hiring process, nor be permitted to start work, and/or occupy. Employer-provided housing, without completing (the pertinent sections of) an I-9 Form and presenting required documentation of identity and employment eligibility within the legally required time frames. Although the job holding office is not required to verify employment authorization documentation, Employer requests that the referring offices apprise applicants that they will be required to provide documentary proof of work authorization to the Employer.
✉️ 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 Field Workers (H-2A) - Case JO-A-300-26306-337648
Job duties
Original text, as filed with the Department of Labor.
Perform vineyard work under close supervision with limited discretion. Tasks may be routine and repetitive.
Vineyard Work
• Pruning by hand – removal of unwanted wood from vine
• Suckering by hand – removal of any extra unwanted shoots on cordons/canes, trunks, removal of any short canes and shoots from the cordon/cane
• Erosion control by hand – install fiber roll, straw mulch, silt fence, water bars
• Replant grapevines by hand in existing vineyards
• Training young vines by hand to stake and onto the fruit wire
• Canopy management by hand – moving wires to position shoots within the trellis system to maintain a vertical growing grapevine
• Leafing and lateral removal by hand – removing leaves from the fruit zone during the growing season; removing lateral growth from the canes within the fruit zone and growing canopy
• Installation and repair of trellis by hand, wires, stakes, hoses and drip emitters in existing vineyards and new developing.
• Pest Control by hand (growth tubes, milk cartons, netting) – install growth tubes and or cartons around young vines to protect plants from feeding animals and to promote good vine growth; install bird netting over the vineyards fruit zone to protect fruit from feeding birds
• Weed control by hand – using mechanical string trimmer for weed abatement and or a shovel (long-handled) to cut weeds from under the vines and for weed control around slopes of vineyards and along adjacent roads
• Crop thinning by hand – removal of clusters during specific times of year to enhance fruit quality
• Harvesting grapes by hand, sort grapes in vineyards
All hand-related harvesting will be in accordance with California law.
• Tractor mowing, disking, leafing, hedging, spraying, and small repair work: Set up and operate a tractor with mowing, disking, leafing, hedging, or spraying implements. Also complete small repair work on tractor as needed.
• Tractor harvest: Set up and operate a tractor for harvest
• ATV Irrigation: Use an ATV to turn on and off irrigation valves and fix leaks to the irrigation system.
• Hand Vineyard Maintenance: Ranch clean up
• Vineyard Development: Land preparation, trellis installation, irrigation installation, vine planting, vine training, push out vines; May need to use tractors.
Requirements
| Education | None required |
|---|---|
| Experience | 1 month |
| Other requirements | Lifting up to 50 lb Drug test |
One month work experience working with wine grapes in vineyards/vineyard work. Workers must be able to lift 50 lbs frequently. No smoking, drinking alcohol, or illegal weapons or controlled substances in the fields or in housing. Able to stoop, bend, and work in cold and wet conditions. Able to use tools such as pruning shears, hand saws, weed eaters, hedgers, shovels. Safety use and training provided by employer. Workers must abide by Employer housing rules. Ability to communicate in English or Spanish is required for training and safety purposes. (i.e. Workers must listen to, understand and follow instructions of Employer crew leaders, supervisors and managers.)
Benefits and conditions
| Schedule | 6:00 A.M. – 1:30 P.M. |
|---|---|
| Paid | Weekly |
| Pay details | Wine Grape harvest work is paid at a piece rate of $140.00 per ton crew, each crew consists of 12 workers. Estimated 13.8 tons per crew needed to reach average piece rate. SEE ADDENDUM A |
| Housing type | Employer-provided (including mobile or range) (Annapolis, Ca) |
| Housing | JFW Housing: Annapolis 313103 - 31303 Annapolis Road, Annapolis, CA 95412: (Sonoma) The property will provide accommodation for 5 workers during the period of this Job Order. 1 unit (single family dwelling) will be rented with a total capacity of 6 workers. |
| Meals | Employer will furnish free and convenient cooking and kitchen facilities, so workers may prepare their own meals. Kitchens, utilities and cooking and eating utensils will be provided at no cost to occupants of Employer-provided housing. 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. No kitchen facilities or meals are provided to workers not occupying Employer-provided housing. Employer to provide access to groceries. |
| Daily transportation | Employer will offer transportation at no cost to workers occupying Employer-provided housing to the worksite and return on a daily basis. Such transportation will be in accordance with applicable laws and regulations. The use of this transportation is voluntary, and workers are free to use their own transportation. No worker will be required, as a condition of employment, to utilize any of the transportation offered by the Employer. |
| Travel to the job | The following provisions pertaining to provision or reimbursement for inbound and return transportation and subsistence apply only to persons recruited from outside normal commuting distance. |
| 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); recovery of any loss to the Employer due to damage or loss of equipment; housing or furnishings (beyond normal wear and tear) caused by the willful, dishonest, or grossly negligent conduct of the worker (if any) - the employer will not make any deduction from the wage or require any reimbursement from an employee for any cash shortage, breakage, or loss of equipment/tools, 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; deductions expressly authorized by the worker in writing (if any); medical insurance payments, if applicable; and any repayment of cash advances made by employer to employee provided that such repayment will not result in a wage violation under this section in any given pay period. |
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| Case number | JO-A-300-26306-337648 |
|---|---|
| Posted | Nov 2, 2026 |