Nursery Workers
GreenForest Nursery, Inc.
📍 Perkinston, MS · Stone County
- ✔ Housing provided
- ✔ Daily transportation
How to apply
Contact the employer directly. Mention the job title and the case number. Case number: JO-A-300-26312-349885
- 📞 Phone: +1 (601) 928-7266
- ✉️ Email: joseph@greenforestnursery.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.
Job duties
Original text, as filed with the Department of Labor.
Crops/Commodities:
Nursery Work: Flowering and ornamental plants, shrubs and trees..
Primary duties (performed the majority of workdays):
Perform manual and mechanized labor to plant, cultivate and harvest flowering and ornamental plants, shrubs and containerized trees and maintain nursery field stock using hand gardening tools. Operate tractors and other machines and equipment. Spray, weed, fertilize, water, transplant, pot and label plants, shrubs and trees. Prune, stake, tie and trim plants, shrubs and trees into forms according to individual varietal needs using hand tools and ladders. Label, tie, drag, lift, stack and load plants onto trailers, vans and trucks. As a minor duty, workers may utilize mechanical equipment to assist in the loading of product. By way of example, and not limited to, equipment used to load may include front end loaders, pallet forks, and forklifts. Feel plants' leaves and note their coloring to detect the presence of insects or disease. Fertilize, cultivate, harvest and spray plants. Inspect plants to assess quality. Cut and transplant seedlings, trees and shrubs. Take, prepare and place cuttings for propagation. Identify proper variety and growth stage of cuttings for propagation. Inspect, adjust and replace micro irrigation tubes and emitters. Move and transport containerized shrubs, plants, trees and plant material using carts, wheelbarrows or tractors with clutches. Clean work areas and maintain grounds and landscaping. Haul and spread topsoil, fertilizer, pine bark media and other materials to condition soil using wheelbarrows or carts, shovels and tractors with clutches. Dig, rake and prepare irrigation ditches. Workers may perform minor task associated with the repair or general maintenance of farm vehicles, implements and mechanical equipment. Workers with appropriate licenses and a valid doctor's certificate may be asked to drive other workers to and from worksites and into town for weekly visits. GreenForest Nursery, Inc. is dedicated to providing a positive work environment. We always encourage the opportunity for our employees to suggest improvements and changes in production practices to ensure efficiency and equality.
Allergies to ragweed, goldenrod, honey bees, insecticides, herbicides, fungicides, or related chemicals may affect a worker's ability to perform the job. Persons seeking employment in this position must be available for the entire period requested by the employer. Overly loose clothing and jewelry are not acceptable due to the possibility of getting caught in equipment. Sandals and similar open-toed footwear pose a safety hazard and should not be worn in the workplace.
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. Employer may terminate a worker for cause if the worker's performance consistently and/or substantially fails to satisfy the employer's reasonable expectations (in accordance with the criteria set forth herein), or otherwise engages in serious or egregious misconduct that endangers health, safety, or property.
Requirements
| Education | None required |
|---|---|
| Experience | 1 month |
| Other requirements | Lifting up to 50 lb Drug test |
One month of verifiable nursery work experience required. Applicants must be able to furnish verifiable job reference(s) or comparable third party documentation from recent employer(s) establishing acceptable prior experience. Perform prolonged walking, bending, reaching, heavy lifting, carrying and loading up to 50 lbs., pushing and pulling nursery carts weighing up to 200 lbs. and climbing 6 ft. ladders. Most job duties require workers to work in extremely cold, wet and/or hot weather. Must be 18 or older. Employer is a Drug Free Workplace. Drug testing is conducted post hire at the employer's expense and is not part of the interview process. Negative results are required before starting work.
Benefits and conditions
| Schedule | 7:00 A.M. – 5:30 P.M. |
|---|---|
| Paid | Weekly |
| Housing type | Employer-provided (including mobile or range) (Perkinston, Ms) |
| Housing | At intersection of US Hwy 49 and Hwy 26, go west about 2 miles on Hwy 26. Turn left on Old Hwy 26. Drive 6 miles and turn right at Trucks loading sign. |
| 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 | Housing located within walking distance (i.e., less than one mile); workers will walk to work each work day. For any work locations outside of walking distance, and any incidental transportation between worksites, employer provides daily transportation from the employer-provided housing to the place of work at no cost to workers. For workers residing in employer-provided housing, employer also provides free transportation at least once per week to closest town/city for personal errands (e.g. |
| 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-300-26312-349885 |
|---|---|
| Official occupation | Farmworkers and Laborers, Crop, Nursery, and Greenhouse (45-2092.00) |
| Employer's agent or attorney | MAS Labor H2A, LLC |
| Posted | Nov 10, 2026 |