Farm Labor/Worker

Interested candidates are to contact their local CareerSource (SWA). Candidates should be fully apprised by the local CareerSource office of the terms, conditions and nature of employment prior to referral and may be given a copy of the ETA Form 790 and its corresponding attachments. SWA agents who have screened candidates for all season availability, legality to work in the US, and who are willing, able and qualified to perform the job duties may fax referrals to 941-761-6608 or mail them to 503 10th Street W Palmetto, FL 34221. The office holder is the Bainbridge Career Center 310 S. Scott Street Bainbridge, GA 39819, Ph# 229-248-2168. Walk-in applicants may apply in person (Monday Thursday, 9:00am 4:00pm), 1691 Faceville Attapulgas Rd, Bainbridge GA 39819 (Monday Thursday, 9:00am 4:00pm) or call 941-722-3291 to interview by telephone Monday Friday from 8:00 am - 5:00pm. Applicants referred on this job order should be advised that they must possess legal, suitable documents to complete Form I-9 as required by USCIS and the Department of Homeland Security. Person seeking employment as a farm laborer must be available for the entire period requested by the employer, possess 1 month experience in production of fruits and vegetables with verifiable sources, may be subject to a post hire background check at no expense of their own and pass a post-hire free of charge drug test. These steps are intended to ensure that the safety of the work environment and end consumer is not compromised as mandated by the Global G.A.P Audit, the FDA Food Safety Modernization Act (FSMA) and the USDA Good Agricultural Practices & Good Handling Practices Audit. Convictions of criminal conduct that present a potential compromise of food security in accordance with the Public Health Security and Bioterrorism Preparedness and Response Act of 2002 will be cause for discharge. The employer may terminate the worker (foreign and/or domestic) with notification to the employment service if employer discovers a criminal conviction record or status as a registered sex offender that employer reasonably believes, consistent with current law, will impair the safety and living conditions of other workers.