Mechanic
Olson's Greenhouses of Colorado, LLC
📍 Fort Lupton, CO · Weld County
- ✔ 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-300-26295-316311
- 📞 Teléfono: +1 (303) 720-7636
- ✉️ Correo: kpowell@ogg.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 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 MT If unavailable, contact employer 's agent during the hours of 7:00 AM - 3:00 PM MT.
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.
Qué va a hacer
Texto original en inglés, tal como se registró en el Departamento de Trabajo.
Crops/Commodities: sod, nursery stock, trees, shrubs, perennials, annuals.
Primary duties (performed the majority of workdays): Perform engine tune-ups, including diagnostics for repair or replacement, and adjust or replace items as necessary. Inspection and preventative service of fleet will regularly expose workers to moving mechanical parts.
Workers must work on their feet in bent positions for long periods of time. Work requires repetitive movements and extensive walking. Workers should be able to do the work required with or without reasonable accommodations. Saturday work required. Must be able to lift/carry 75 lbs.
Supervisor(s) will provide instructions and directions to workers. Workers must be able to comprehend and follow instructions and communicate effectively to supervisors. Unusual, complex or non-routine activities will be supervised. Workers expected to perform basic duties in a timely and proficient manner without close supervision. Workers must obey all safety rules and basic instructions and be able to recognize, understand and comply with safety, pesticide warning/re-entry and other essential postings.
Persons seeking employment in this position must be available for the entire period requested by the employer.
Applicants must be able to furnish verifiable job reference(s) or comparable third party documentation from recent employer(s) establishing acceptable prior experience.
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 grow a premium quality product, or for any other lawful reason.
The employer may discipline the worker, including brief suspension of work activities/employment for a set period determined by the supervisor or termination of employment as described in the Work Rules.
Employer assures that workers will be provided, at no cost, transportation from living quarters to work site every day (for workers who must be provided housing under the applicable regulations).
Clean driving record required. Must have or be able to obtain driver's license within 30 days following hire. Workers with appropriate licenses and a valid doctor's certificate may be asked to drive other workers.
All terms and conditions included in the job order will apply equally to all workers, both U.S. workers and H-2A workers, employed in the occupation described in this clearance order.
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.
Requisitos
| Estudios | No se exigen |
|---|---|
| Experiencia | 3 meses |
| Otros requisitos | Necesita licencia de conducir Cargar hasta 75 lb (34 kg) |
This job requires a minimum of 3 months of prior experience working with gas or diesel engines, handling both manual and mechanized tasks. Applicants must be able to furnish verifiable job reference(s) or comparable third party documentation from recent employer(s) establishing acceptable prior experience.. Saturday work required. Must be able to lift/carry 75 lbs. Clean driving record required. Must have or be able to obtain driver's license within 30 days of hire.
Beneficios y condiciones
| Horario | 7:00 A.M. – 2:30 P.M. |
|---|---|
| Pago | Biweekly |
| Tipo de vivienda | Employer-provided (including mobile or range) (Fort Lupton, Co) |
| Vivienda | 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. |
| 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, 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 | 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. |
| Viaje hasta el trabajo | 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. |
| Descuentos del salario | 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. |
Otros lugares de trabajo
- Brighton, CO · 5 ene 2027 – 5 nov 2027 · 2 puestos
- Fort Lupton, CO · 5 ene 2027 – 5 nov 2027 · 2 puestos
| Número de caso | JO-A-300-26295-316311 |
|---|---|
| Ocupación oficial | Farm Equipment Mechanics and Service Technicians (49-3041.00) |
| Agente o abogado del empleador | Mas Labor H2A, LLC |
| Publicado el | 28 oct 2026 |