Farm Equipment Mechanics And Service Technicians
Morrison Chopping LLC (2027.1)
📍 Yerington, NV · Lyon County
- ✔ Housing provided
- ✔ Daily transportation
How to apply
Contact the employer directly. Mention the job title and the case number. Case number: JO-A-300-26307-337960
- ✉️ Email: info_morrison_chopping@smartrecruitpro.com
- 🌐 Website: form.jotform.com/UDWSS/morrison-chopping
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 report to the worksite listed on the ETA 790 or email info_morrison_chopping@smartrecruitpro.com for an application, Monday through Friday 8:00 am - 12:00 pm or 2:00 pm - 4:30 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.
Job duties
Original text, as filed with the Department of Labor.
Farm equipment mechanics and service technicians' duties include:
1. Maintain, repair, and overhaul farm machinery and vehicles, such as tractors and harvesters.
2. Dismantle defective machines for repair, using hand tools.
3. Record details of repairs made and parts used.
4. Reassemble machines and equipment following repair, testing operation and making adjustments, as necessary.
5. Clean and lubricate parts.
6. Test and replace electrical components and wiring, using test meters, soldering equipment, and hand tools.
7. Tune or overhaul engines.
8. Examine and listen to equipment for mechanical issues.
9. Repair or replace defective parts using hand tools, milling and woodworking machines, lathes, welding equipment, grinders, or saws.
10. Drive trucks to haul tools and equipment for on-site repair of large machinery.
11. Fabricate new metal parts, using drill presses, engine lathes, and other machine tools.
12. Repair bent or torn sheet metal.
Morrison Chopping LLC owns all of the farm machinery and vehicles that will be maintained and repaired by the worker.
Driving duties from worksite to worksite:
The employee will be compensated for all duties performed work-related wise, such as actual drive time, processing paperwork, trips to the gas station, and cleaning the vehicle. They will remain on the clock and be compensated accordingly. Driving duties will be performed for less than the majority (meaning less than 50 percent) of the workdays during the contract period.
The employer is an H-2ALC engaged in custom combining activities. The MSPA exempts any custom combine operation from 29 C.F.R. § 500.30(g). (See In the Matter of Morrison Chopping, LLC, BALCA Case No. 2024-TLC-00053, ETA Case No. H-300-24113-913849 (July 29, 2024). The employer, as an itinerant custom combine employer, will submit all of the other documentation required of H-2ALCs by regulation.
Work quality: worker must attend required orientation, which time will be compensated.
All employees must respect and follow company policies as stated in the company handbook including any new or changed policies which may be communicated to workers during the course of the season. Workers who become ill or injured for non-work-related reasons and are unable to perform essential functions of the job will be released for cause if not covered by any protected leave. Employees must work in a safe manner and adhere to all safety training provided by the company. Employees must follow the directions of their supervisors regarding work efficiency and quality.
Regarding work efficiency and quality:
Workers will be expected to comply with all provisions of this clearance order and the company's work rules, policies and procedures, and to perform any and all assigned tasks in a work-person-like and efficient manner. Failure to do so will subject the worker to the employer's disciplinary procedures.
Requirements
| Education | None required |
|---|---|
| Experience | 3 months |
| Other requirements | Driver's license required Lifting up to 75 lb Drug test |
We require three (3) months of recent and verifiable experience within the past two (2) years for the job duties listed. This position requires a minimum of three (3) months for the employee to get a full understanding of the job and responsibilities.
Once hired, workers may be required to take a random drug test at no cost to the workers. Testing positive or failure to comply with the drug test may result in immediate termination from employment. Drug testing will be conducted after a job offer is made, and before commencing work at the Employer's expense.
Must be able to understand work & safety instructions in English or Spanish, the languages spoken and written in the workplace.
Please see Addendum C.
Benefits and conditions
| Schedule | 7:00 A.M. – 4:00 P.M. |
|---|---|
| Paid | Weekly |
| Pay details | See Addendum A. |
| Housing type | Employer-provided (including mobile or range) (Wellington, Nv) |
| Housing | The common area has a kitchen, dining room, and laundry area. In the kitchen, there is one stove, refrigerator, and sink. |
| 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 vehicles to transport themselves if they have a valid driver's license to a grocery store at least once per week for workers to purchase groceries. If the workers do not possess a valid driver’s license the employer will provide transportation at no cost to workers occupying employer provided housing to and from stores in the locality of the housing 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: 1 12- passenger van Workers will be picked up from the housing location approximately one hour before the day's start time and transported back to the housing location at the end of the workday. |
| 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 | Employer may give discretionary bonuses. 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). |
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| Case number | JO-A-300-26307-337960 |
|---|---|
| Official occupation | Farm Equipment Mechanics and Service Technicians (49-3041.00) |
| Posted | Nov 3, 2026 |