Heavy And Tractor-Trailer Truck Drivers
Northern River Region Growers & Harvesters Association, Inc.
📍 White Castle, LA · Iberville Parish
- ✔ Vivienda ofrecida
- ✔ Transporte diario
Cómo postularse
Contacte directamente al empleador. En inglés, diga el puesto y el número de caso. Número de caso: JO-A-300-26181-069555
- 📞 Teléfono: +1 (225) 715-0411
- ✉️ Correo: northernriverregion@gmail.com
Instrucciones del empleador
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 are 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.
Referring State Workforce Agency (SWA) is 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
✉️ Modelo de correo en inglés para postularse
Cambie lo que está entre corchetes [ ] por sus datos. Si el empleador pidió otra forma de postularse, siga sus instrucciones.
Subject: Application for Heavy And Tractor-Trailer Truck Drivers (H-2A) - Case JO-A-300-26181-069555
Qué va a hacer
Texto original en inglés, tal como se registró en el Departamento de Trabajo.
Workers will operate trucks and equipment to transport sugarcane, in connection with the harvesting of the crop, from the fields to the mill. Pre-harvest duties include preparing trucks, equipment, and fields for harvest activities, including cleaning equipment, minor equipment maintenance and repairs. Perform manual labor to assist in loading and unloading sugarcane, transport cane and drop trailers at designated location. Assist with cleaning, maintenance, and repairing equipment such as farm vehicles, tractors, implements, trucks, and agricultural and mechanical equipment. Perform clean-up and post-harvest activities. Assist with cleaning equipment using steam cleaner or high-pressure water hose. Use brooms, blowers, shovels and vacuum cleaning devices to clean farm vehicles and other equipment. Use mowers and weed eaters on employer's premises and workers' housing around wells, buildings, farm equipment. Clean and maintain all work areas, grounds, and facilities. Workers may transport other workers and be offered additional hours. Assist with Good Agricultural Practices policies. Allergies to ragweed, goldenrod, honeybees, 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. Employer reserves the right to discharge an obviously unqualified worker, malingerer or recalcitrant worker who is physically able but is unwilling to perform the work necessary for the employer to transport the crop safely and efficiently or for any other lawful reason. Base hours offered is 56 hours; one-hour paid lunch inlcuded; additional hours are usually offered during a plentiful season and may include 10-20 additional hours of work based on crop production.
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. In assessing whether workers' performance meets reasonable expectations, employer evaluates, among other reasonable criteria, whether the worker: (1) has adequately complied with the Work Rules and any other policies or procedures; (2) has complied with all health and safety guidelines, including the use of tools or equipment in accordance with best practices to protect the employer's property, crops, and in a manner that avoids injury or damage.
Requisitos
| Estudios | No se exigen |
|---|---|
| Experiencia | 2 meses |
| Otros requisitos | Necesita licencia de conducir Cargar hasta 50 lb (23 kg) Prueba de drogas |
Must be 18 or older. A Commercial Driver's License is required. Post-hire required drug screening, paid for by employer. Negative results are required before starting work. Random drug screening may occur during contract as well as post-accident drug screening where applicable.
The worker must be able to read and speak the English language sufficiently to converse with the general public, understand highway traffic signs and signals in English, respond to official inquiries, and make entries on reports and records.
Applicants must have the following documents:
Police report from each state where the applicant has worked or lived for more than three months in the previous 10 years.
Copies of all commercial driver's licenses held by the applicant.
A copy of their driving record.
Beneficios y condiciones
| Horario | 6:00 A.M. – 3:00 P.M. |
|---|---|
| Pago | Weekly |
| Información del salario | Wage offer for H-2A workers only is $15.65 per hour. |
| Tipo de vivienda | Employer-provided (including mobile or range) (White Castle, La) |
| Vivienda | Merge onto I-10 W toward Port/ Allen/Lafayette, go 1.4 miles. Merge onto LA-1 S via exit 153 toward Plaquemine, go 20.9 miles. Turn right onto Catherine Rd., go 0.8 miles. Take the 1st left onto Lydia Ln |
| Comidas | 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, the 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. |
| Transporte diario | Please see Addendum C. |
| Viaje hasta el trabajo | Employer pays/reimburses foreign workers for all visa-related costs (excluding passport fees) in the first workweek. For non-local workers, the employer arranges/provides inbound transportation via common carrier mode of transportation (e.g., bus or plane) and reimburses workers for daily subsistence and reasonable lodging costs, if applicable. Use of employer offered transportation is voluntary. |
| Descuentos del salario | 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 the worker's willful misconduct or gross negligence. |
Otros lugares de trabajo
- Napoleonville, LA · 1 sept 2026 – 31 dic 2026 · 1 puesto
- Plaquemine, LA · 1 sept 2026 – 31 dic 2026 · 1 puesto
- Belle Rose, LA · 1 sept 2026 – 31 dic 2026 · 1 puesto
- Donaldsonville, LA · 1 sept 2026 – 31 dic 2026 · 1 puesto
- Paulina, LA · 1 sept 2026 – 31 dic 2026 · 1 puesto
- Convent, LA · 1 sept 2026 – 31 dic 2026 · 5 puestos
- Lone Star, LA · 1 sept 2026 – 31 dic 2026 · 1 puesto
- Thibodeaux, LA · 1 sept 2026 – 31 dic 2026 · 3 puestos
- Donaldsonville, LA · 1 sept 2026 – 31 dic 2026 · 1 puesto
- Erwinville, LA · 1 sept 2026 – 31 dic 2026 · 3 puestos
- Belle Rose, LA · 1 sept 2026 – 31 dic 2026 · 1 puesto
- Napoleaonville, LA · 1 sept 2026 – 31 dic 2026 · 1 puesto
- Bayou Goula, LA · 1 sept 2026 – 31 dic 2026 · 5 puestos
- Erwinville, LA · 1 sept 2026 – 31 dic 2026 · 3 puestos
- Paulina, LA · 1 sept 2026 – 4 sept 2026 · 2 puestos
- Lakeland, LA · 1 sept 2026 – 31 dic 2026 · 2 puestos
- Donaldsonville, LA · 1 sept 2026 – 31 dic 2026 · 1 puesto
- Modeste, LA · 1 sept 2026 – 31 dic 2026 · 1 puesto
- Paulina, LA · 1 sept 2026 – 31 dic 2026 · 2 puestos
- Napoleonville, LA · 1 sept 2026 – 31 dic 2026 · 1 puesto
- Labadieville, LA · 1 sept 2026 – 31 dic 2026 · 1 puesto
- Donaldsonville, LA · 1 sept 2026 – 31 dic 2026 · 2 puestos
- Belle Rose, LA · 1 sept 2026 – 31 dic 2026 · 1 puesto
- Convent, LA · 1 sept 2026 – 31 dic 2026 · 1 puesto
- Napoleonville, LA · 1 sept 2026 – 31 dic 2026 · 1 puesto
- Grammercy, LA · 1 sept 2026 – 31 dic 2026 · 1 puesto
- Plaquemine, LA · 1 sept 2026 – 31 dic 2026 · 2 puestos
- Labadieville, LA · 1 sept 2026 – 31 dic 2026 · 2 puestos
- St. James, LA · 1 sept 2026 – 31 dic 2026 · 2 puestos
- Belle Rose, LA · 1 sept 2026 – 31 dic 2026 · 1 puesto
| Número de caso | JO-A-300-26181-069555 |
|---|---|
| Ocupación oficial | Heavy and Tractor-Trailer Truck Drivers (53-3032.00) |
| Agente o abogado del empleador | Berry Appleman & Leiden LLP |
| Publicado el | 7 jul 2026 |