Farmworkers And Laborers, Crop
Chapa Global Contracting, Inc.
📍 Hargill, TX · Hidalgo County
- ✔ Housing provided
- ✔ Daily transportation
How to apply
Contact the employer directly. Mention the job title and the case number. Case number: JO-A-300-26314-352607
- 📞 Phone: +1 (832) 956-8390
- ✉️ Email: chgcinc2024@outlook.com
Employer instructions
Employer accepts referrals/applicants from all sources. Interview required - conducted at no cost to applicant, via phone or in- person. Employer will conduct interview as expeditiously as possible. Contact employer Monday through Friday during the hours of 9:00 AM - 5:00 PM Central Time at phone (+18329568390) or email (chgcinc2024@outlook.com).Employer will hire those who meet the following conditions: be able, willing, and available to perform the specified job duties for the duration of the contract period; have been apprised of all material terms and conditions of employment; agree to abide by all material terms and conditions of employment; be legally authorized to work in the United States; and satisfy all minimum job requirements. Referring State Workforce Agency (SWA) is responsible for informing applicants of all terms and conditions of employment, and to notify the employer in advance of any referrals. If appropriate, the SWA should furnish translator services.
✉️ 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 Farmworkers And Laborers, Crop (H-2A) - Case JO-A-300-26314-352607
Job duties
Original text, as filed with the Department of Labor.
Crops/Commodities: Citrus Fruits (grapefruits and oranges). CITRUS HARVESTING ACTIVITIES: Workers will engage in the hand harvesting of citrus fruits. Following the guidance of supervisors, they will traverse the rows of the grove while carrying a picking sack over their shoulder and an 12-foot ladder from the field truck to the designated harvesting area. Supervisors will explain and demonstrate the picking procedures at the start of the season and as needed throughout, ensuring that quality standards are met. The picking sack is a canvas bag with a shoulder strap for comfort, featuring an opening for inserting and removing fruit. A fully loaded sack can weigh up to 90 pounds, varying with the size and condition of the fruit. Workers will position the ladder securely against the tree, reaching the fruit while avoiding damage to the branches or interference with other workers. They will carefully remove the fruit and place it into the sack. Once full, they will transport the sack to the designated fruit bin and unload it. The workers' supervisors will conduct quality control checks to identify any bruised or damaged fruit. Workers with a high number of culls may receive verbal or written warnings, and repeated issues could lead to disciplinary measures, including termination. Worker will be required to scan and tag citrus bins throughout the day. Scanning and tagging is the process of tracking produce and harvest productivity during citrus harvest. Worker will be required to accurately enter company and harvester information, price, variety and block codes in handheld scanner. Workers may also operate agricultural machinery to manage the loading and unloading of harvesting containers from trailers. Certain tasks may require the operation of farm vehicles or machinery such as rough terrain forklifts, skid steers, or similar equipment, to assist with the movement of field boxes to and from harvest rows and onto transport trucks. Additionally, some workers may be designated to operate company vehicles to transport essential harvest-related materials such as ladders, potable water, portable restrooms, diesel fuel, spare parts, or tools to and from work areas as needed. Harvesting work is compensated primarily on a piece rate basis, encouraging productivity and efficiency. If a harvesting block lacks sufficient production volume due to factors beyond the workers' control, such as low fruit availability, the employer will ensure that workers are compensated at no less than the prevailing hourly wage for all time worked. Workers are expected to make a good faith effort to perform under the piece rate system when available. A consistent unwillingness or inability to meet reasonable productivity expectations under this system may result in verbal or written counseling and potential reassignment. GENERAL CITRUS PLANTING & GROVE MAINTENANCE: Following supervisory instructions, workers will drive and manage farm equipment for mowing, spraying, and maintaining citrus crops. If workers have physical restrictions or if harvesting is unavailable, they will perform various cleanup and maintenance tasks on the grove property, including the structures used in operations and housing for harvesting staff. Responsibilities include planting, cultivating, and harvesting citrus groves, as well as cleaning up by removing sprouts, debris, weeds, and vines. They will also repair irrigation systems, maintain operational structures and equipment, and fix fences.
Requirements
| Education | None required |
|---|---|
| Experience | Not required |
| Other requirements | Lifting up to 90 lb Drug test |
To perform these tasks, workers must possess the ability to lift 90 lbs to efficiently repeat the harvesting process and transport multiple sacks to the field bin.
Workers are not permitted to be under the influence of intoxicants of any kind during working hours. All employees are subject to employer-paid, post-hire random drug testing. Any employee who declines to take or fails this drug test will be terminated and paid for all hours worked, if any.
Benefits and conditions
| Schedule | 7:00 A.M. – 2:30 P.M. |
|---|---|
| Paid | Weekly |
| Pay details | 11.61/hr (H-2A wage) |
| Housing type | Rental or public accommodations (Mcallen, Tx) |
| Housing | Housing is only available to non-local workers (permanent residence outside normal commuting distance) and is not offered to non-working family members. Employer possesses and controls premises at all times. Female workers will be provided bedroom and bathroom facilities shared only with other female workers. Common areas of the housing may be shared with male workers. Workers must vacate housing promptly at end of contract period or upon termination, in accordance with state law. |
| Meals | Employer-provided housing includes free and convenient kitchen facilities with appropriate equipment, appliances, cooking accessories, and dishwashing facilities for meal preparation. Workers residing in employer-provided housing will be provided 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 will provide free daily transportation. Vehicle type, quantity, and seating capacity are TBD and may vary, but may include any combination of the following: 2 44-seating capacity buses |
| Travel to the job | Employer will permit workers to select any means of transportation they choose and reimburse workers at no less than the most economical and reasonable common carrier (e.g., van, bus, plane) transportation charges for the distances involved for both inbound and outbound transportation. Inbound transportation provided from the foreign worker's home city to the U.S. consulate and from the U.S. Consulate to the work site. |
| Pay deductions | Worker must authorize in writing all voluntary deductions, such as cash advances/loans, health insurance payments, cell phones, and other services to benefit the worker. Employer will make all deductions required by state/federal law, if applicable, such as: FICA, federal, state and/or local income tax withholding. Employer may deduct reasonable repair or replacement costs if worker is found to have been responsible for damage to or loss of equipment, tools, vehicles, housing or furnishings - beyond normal wear and tear - caused by the worker through willful, dishonest, or grossly negligent actions. Employer will pay each worker by check, pay card, or direct deposit (employer pays any associated fees). Work performed under the contract is exempt from federal overtime pay requirements under the FLSA, but may be subject to state overtime requirements, if applicable. |
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| Case number | JO-A-300-26314-352607 |
|---|---|
| Posted | Nov 10, 2026 |