Vineyard Farmworker
Horton Vineyards, Inc.
📍 Orange, VA · Orange County
- ✔ Housing provided
- ✔ Daily transportation
How to apply
Contact the employer directly. Mention the job title and the case number. Case number: JO-A-300-26313-350488
- 📞 Phone: +1 (540) 222-7724
- ✉️ Email: seehorton@gmail.com
Employer instructions
Employer accepts referrals and applicants from all sources. Interview required. Employer's agent 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 's agent Monday through Friday during the hours of 9:00 AM - 5:00 PM ET If unavailable, contact employer directly during the hours of 9:00 AM - 5:00 PM ET.
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.
✉️ 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 Vineyard Farmworker (H-2A) - Case JO-A-300-26313-350488
Job duties
Original text, as filed with the Department of Labor.
Multiple contract dates available. Alternative start date(s) include: 04/16/2027 (5 workers). The exact start date and/or number of workers may vary based on weather, crop conditions or other factors.
Crops/Commodities: grapes.
Primary duties (performed the majority of workdays):
Workers must be able to perform manual as well as mechanized activities with accuracy and efficiency. Performs a variety of tasks under supervision in vineyard/winery operation. Primary tasks are grape production and cultural activities, including planting and cultivating vines and harvesting grapes. Performs vineyard canopy management to permit light and air to circulate around grapevines, including thinning fruit and removing shoots and vines. Performs vineyard maintenance activities, such as weed control with mowers, hand rakes and chemicals. Sprays vines and fruit with herbicides, pesticides and fungicides. Installs and maintains vine trellises and ties vines to trellises. May load and unload trucks, install irrigation equipment and clean equipment. Assists in moving harvested fruit from field to processing area. May perform general indoor tasks or post-harvest activities (e.g., packing or moving products to storage at winery facility) when outdoor vineyard work is not available (all such activities will be performed incident to or in conjunction with vineyard operation).
Work may also include mechanized field work using power equipment. By way of example and not limitation power equipment may include tractors, planters, sprayers, cultivators and other equipment. Workers will be expected to be able to operate agricultural equipment with or without direction.
Work is to be done 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 packaged product weighing up to and including 70 pounds and lifting to a height of 5 feet for long periods of time. 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 100 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. Saturday work required. Must be able to lift/carry 70 lbs.
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.)
The employer may discipline the worker, including brief suspension of work activities (“time out”) for a period determined by the supervisor, suspension from employment for a set period of days or termination of employment as described in the Work Rules.
Workers may not report for work while under the influence of alcohol or drugs. Except for moderate alcohol consumption in company housing during non-working hours, the possession or use of illegal drugs or alcohol on Company property is prohibited and will be cause for termination.
While the employer does not require prospective applicants to take and pass a drug test prior to a hiring decision, the employer has a no-exceptions drug policy requiring newly-hired employees to take and pass an employer-paid drug test. Every new hire must undergo testing before starting work with the company. All testing is conducted uniformly after an initial job offer has been extended and accepted by the new hire. If an employee tests positive, he/she is immediately terminated and paid for all hours worked between the first date of employment and the date of termination, if any.
Requirements
| Education | None required |
|---|---|
| Experience | 3 months |
| Other requirements | Lifting up to 70 lb Drug test |
This job requires a minimum of 3 months of agricultural experience, preferably working in a vineyard handling both manual and mechanized tasks associated with production of grapes and nursery stock. Applicants must be able to furnish verbal or written statement establishing relevant prior work experience. Saturday work required. Must be able to lift/carry 70 lbs. Employer-paid post-hire drug testing is required.
Benefits and conditions
| Schedule | 7:00 A.M. – 3:30 P.M. |
|---|---|
| Paid | Weekly |
| Pay details | Harvesting Grapes, Grapes: $.05/lb. Estimated hourly wage rate equivalent for this piece rate is $15/hr. based on workers filling 12 25lb lugs per hour on average. Guaranteed $18.40/hr. for U.S workers and $16.32 for H2A workers. |
| Housing type | Employer-provided (including mobile or range) (Gordonsville, Va) |
| 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. |
Other work sites
- Gordonsville, VA · Jan 23, 2027 – Nov 13, 2027 · 8 openings
- Aroda, VA · Jan 23, 2027 – Nov 13, 2027 · 8 openings
| Case number | JO-A-300-26313-350488 |
|---|---|
| Posted | Nov 9, 2026 |