Farm Worker
Honey Rock, LLC
📍 Delta, CO · Delta County
- ✔ Housing provided
- ✔ Daily transportation
How to apply
Contact the employer directly. Mention the job title and the case number. Case number: JO-A-300-26308-342160
- 📞 Phone: +1 (970) 222-8782
- ✉️ Email: tabitha@honeyrocklanding.com
- 🌐 Website: www.honeyrocklanding.com
Employer instructions
Applicants referred to or applying to this job order must possess legal, suitable documents to complete the I-9 Form as required by the Immigration Reform and Control Act (IRCA). All applicants must be able, willing, and qualified to do the duties required. The applicant should contact the employer directly at the phone number or address listed below during regular business hours.
Workers must meet all of the following criteria:
1. Are able and indicate a willingness to work the entire season.
2. Local workers must have transportation to the job site at the start of the season and daily.
3. Be fully apprised of the employment terms, conditions, and nature.
4. Are legally entitled to work in the United States.
5. Are able, willing, and qualified to perform the work.
Phone: 970-222-8782
Mail:
Honey Rock, LLC
2444 Dominguez Canyon Road
Delta, CO 81416
Business Hours: Monday through Friday, 8:00 a.m. to 3:00 p.m.
The employer, Tabitha Covey, will have sole hiring authority, and they or a designated employee will be available for interviews or referrals during regular business hours using the contact methods above. Phone and in-person interviews will be conducted at no cost to the applicant.
----------------
Los solicitantes a los que se hace referencia o que solicitan esta orden de trabajo deben poseer documentos legales adecuados para completar el formulario I-9 segn lo exige la Ley de Control y Reforma Migratoria (IRCA). Todos los solicitantes deben poder, querer y estar calificados para realizar las tareas requeridas. El solicitante debe comunicarse con el empleador directamente al nmero de telfono o direccin que figura a continuacin durante el horario comercial habitual.
Los trabajadores deben cumplir todos los siguientes criterios:
1. Son capaces e indican voluntad de trabajar durante toda la temporada.
2. Los trabajadores locales debern contar con transporte al lugar de trabajo al inicio de la temporada y diariamente.
3. Estar plenamente informado de los trminos, condiciones y naturaleza del empleo.
4. Tienen derecho legal a trabajar en los Estados Unidos.
5. Son capaces, dispuestos y calificados para realizar el trabajo.
Telfono: 970-222-8782
Correo:
Honey Rock, LLC
2444 Dominguez Canyon Road
Delta, CO 81416
Horario de atencin: de lunes a viernes, de 8:00 a. m. a 3:00 p. m.
El empleador, Tabitha Covey, tendr la autoridad exclusiva de contratacin y l o un empleado designado estarn disponibles para entrevistas o referencias durante el horario laboral habitual utilizando los mtodos de contacto anteriores. Las entrevistas telefnicas y en persona se realizarn sin costo para el solicitante.
✉️ 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 Farm Worker (H-2A) - Case JO-A-300-26308-342160
Job duties
Original text, as filed with the Department of Labor.
Workers will perform advanced orchard and vineyard maintenance, including pruning fruit trees and grapevines, tying, training, shoot removal, and pre- and post-harvest crop input handling. At least three (3) months of prior experience performing similar agricultural duties is required to ensure workers can independently perform these advanced tasks, safely operate equipment, and meet established production standards without training, consistent with a Skill Level II position. Workers must be skilled in operating and driving farm machinery for cultivation, spraying, hazardous material handling, and/or data entry and recordkeeping. Duties may include harvest, sorting, and quality control of fruit and vegetables, and maintaining harvest performance standards (10-bushel fruit bags or 400 lbs of grapes per hour). During non-harvest periods, experienced workers may assist with on-farm construction, repair, and maintenance directly related to crop production. These tasks include installing or repairing trellises, irrigation systems, fencing, shade structures, and field equipment. Workers may also support farm-level implementation of ecological services, including erosion-mitigation and soil-stabilization projects such as grading, berm construction, drainage improvements, and planting erosion-control cover crops. Additional responsibilities may include supervising or performing the cleaning and sanitization of farm equipment, storage and processing areas, bathrooms, and worker living spaces, using approved cleaning agents and ensuring compliance with food safety and workplace hygiene standards. Other specialized tasks may include beekeeping and honey extraction, as well as assisting with poultry production and processing activities during warmer months, including care, feeding, and egg collection. Qualified workers may operate farm vehicles or trucks to transport crops, equipment, and inputs between employer-owned orchards, storage areas, and affiliated processing locations. At least three (3) months of prior experience performing similar agricultural duties is required. The employer will provide no training.
Requirements
| Education | None required |
|---|---|
| Experience | 3 months |
| Other requirements | Lifting up to 35 lb |
Benefits and conditions
| Schedule | 7:00 A.M. – 3:00 P.M. |
|---|---|
| Paid | Biweekly |
| Pay details | H-2A rate: $18.11 per hour |
| Housing type | Employer-provided (including mobile or range) (Delta, Co) |
| Housing | Reg #2022 & 2860 - Fixed Workers are responsible for maintaining housing in a neat, clean manner. The reasonable repair cost of damage, other than normal wear and tear, may be billed to workers found responsible for damage to housing or furnishings. No tenancy in employer-provided housing is created by this arrangement. The employer retains possession and control of the housing premises at all times. Workers provided housing shall vacate the housing promptly upon termination of employment. |
| Meals | The employer does not provide meals unless a worker is rehoused in a temporary location with no cooking facilities due to COVID or other circumstances beyond the employer's control. In this case, Section E.1 Provision of Meals will apply. Employer-provided housing includes free and convenient cooking and kitchen facilities with appropriate equipment, appliances, cooking accessories, and dishwashing facilities for meal preparation. For workers residing in employer-provided housing, the employer also provides free transportation once weekly to/from the closest town or city for personal errands (e.g., groceries, banking services, etc.). All workers share dining, kitchen/cooking facilities, and other common areas. If kitchen facilities become unavailable during the contract period, the employer will provide three daily meals per 20 CFR 655.122(g). |
| Daily transportation | Local workers and workers who decline employer-provided housing are responsible for their daily transportation to and from the job's designated worksite locations. Workers who accept employer-provided housing: 1. The employer-provided housing is located at the worksite so workers can walk to and from the worksite daily. The Employer also provides workers with a vehicle for transportation to go to the grocery store weekly and for personal errands at no cost to the worker. |
| Travel to the job | The employer will provide or pay for inbound and outbound transportation by commercial bus service or chartered vans, daily subsistence, and, where necessary, lodging when traveling to and from the employer's location. The employer also allows workers to select any means of transport they choose and will reimburse workers at no less than the most economical and reasonable common carrier transportation charges for the distance involved. |
| Pay deductions | Employer will make all deductions required or authorized by laws (e.g., FICA, Medicare, Federal Taxes, state-mandated statutory tax deductions, including court-ordered deductions, etc.). Workers must pre-authorize voluntary deductions, which may include repayment of advances and/or loans, health insurance premiums, retirement plan contributions, and/or payment of other services for worker's convenience and benefit. All deductions will comply with the Fair Labor Standards Act (FLSA) and applicable state law. If the worker is responsible for damage to housing and furnishings beyond normal wear and tear, the employer may charge the worker reasonable repair costs. The employer may charge the worker for the reasonable cost of damages and/or replacement of tools and/or equipment if such damage results from the worker's willful misconduct or gross negligence. |
| Case number | JO-A-300-26308-342160 |
|---|---|
| Official occupation | Farmworkers and Laborers, Crop, Nursery, and Greenhouse (45-2092.00) |
| Employer's agent or attorney | Noland H-2A Agent Services |
| Posted | Nov 9, 2026 |