Beekeeper
Beerom Apiaries, Inc.
📍 Bradenton, FL · Manatee 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-300-26299-321866
- 📞 Teléfono: +1 (941) 720-6025
- ✉️ Correo: beerom@verizon.net
Instrucciones del empleador
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.
✉️ 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 Beekeeper (H-2A) - Case JO-A-300-26299-321866
Qué va a hacer
Texto original en inglés, tal como se registró en el Departamento de Trabajo.
Crops/Commodities: beekeeping.
Primary duties (performed the majority of workdays):
Worker must be familiar with working with bees in all stages, from the egg through fully developed workers, drones and queens; must work all aspects of commercial bee keeping, including assessing a colony to determine if it needs food or medicine, feeding and medicating bees, maintaining hives in a healthy state, increasing number of hives, raising and replacing queens, making divides, making, painting and cleaning boxes, supering hives. Run queen breeding yard and produce queen bees. Manipulate and service hive structures and haul bees to and from different hive locations to ensure healthy and productive honeybee colonies. Must respond correctly to bees to harmonize with their natural cycle and keep them in the healthiest state possible for survival and profitability. Assemble frames and build, paint and repair honey boxes. Load, unload and move bees/boxes. Extract honey and process honey beeswax. Prepare hives for pollination. Perform general maintenance of equipment and facility.
Work is to be done for long periods of time. Workers may assist in loading trucks with product weighing up to and including 60 pounds and lifting to a height of 5 feet. 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 need to have no fear of bees and be non-allergic to bee stings, pollen, honey or other products of the hive. Workers are exposed to wet weather early in the morning through the heat of the day. Temperatures may range from 10 to 110 F. Workers may be required to work during occasional showers not severe enough to stop operations. Workers should be physically able to do the work required with or without reasonable accommodations. Saturday work required.
Employer requires all newly-hired employees to take and pass an employer-paid drug test before starting work. Drug test not required for prospective applicants prior to hiring decision. All testing is conducted uniformly after an initial job offer has been extended and accepted by the new hire. Workers testing positive will be immediately terminated and paid for all hours worked between the first date of employment and the date of termination, if any. In the case of a non-local or foreign worker who is terminated for failure to pass a drug test, the employer will arrange least-cost transportation to the worker's place of recruitment, at the worker's expense. The employer will also test upon reasonable suspicion of use.
Workers with a clean driving record (no major moving violations such as but not limited to Driving While Intoxicated or Reckless Driving) and able to obtain an insurable driver's license may drive company vehicles. Workers with appropriate licenses and a valid doctor's certificate may transport other workers. Workers who obtain a valid insurable driver's license will receive an additional $1.00 per hour pay.
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).
Persons seeking employment as experienced Beekeeper 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.
Raises and/or bonuses may be offered to any seasonal worker employed pursuant to this job order, at the company's sole discretion, based on factors including work performance, skill, and tenure.
Requisitos
| Estudios | No se exigen |
|---|---|
| Experiencia | 3 meses |
| Otros requisitos | Cargar hasta 60 lb (27 kg) Prueba de drogas |
This job requires a minimum of three months of verifiable prior experience working on a honeybee farm handling both manual and machine tasks associated with beekeeping. Saturday work required. Must be able to lift/carry 60 lbs. Workers must have no fear of bees and be non-allergic to bee stings, pollen, honey or other products of the hive. Employer-paid post-hire drug testing is required upon hire and upon reasonable suspicion of use. Workers with a clean driving record (no major moving violations such as but not limited to Driving While Intoxicated or Reckless Driving) and able to obtain an insurable driver's license may drive company vehicles. Workers with appropriate licenses and a valid doctor's certificate may transport other workers.
Beneficios y condiciones
| Horario | 8:00 A.M. – 7:00 P.M. |
|---|---|
| Pago | Weekly |
| Tipo de vivienda | Employer-provided (including mobile or range) (Bradenton, Fl) |
| Vivienda | Housing provided only to non-local workers residing outside normal commute distance. Separate bed / bathroom facilities provided for each gender. Workers must vacate unit promptly at the completion of tenancy (i.e. contract end date). A worker separating from employment prior to the end date must vacate no later than the end of the most current pay period, and employer may deduct prorated, fair market rent for any occupancy between the day following separation and the date worker vacates. |
| 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. For non-local workers, 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 | 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
- Bradenton, FL · 7 ene 2027 – 7 nov 2027 · 8 puestos
- Palmetto, FL · 7 ene 2027 – 7 nov 2027 · 8 puestos
- Palmetto, FL · 7 ene 2027 – 7 nov 2027 · 8 puestos
- Bradenton, FL · 7 ene 2027 – 7 nov 2027 · 8 puestos
- Palmetto, FL · 7 ene 2027 – 7 nov 2027 · 8 puestos
- Ruskin, FL · 7 ene 2027 – 7 nov 2027 · 8 puestos
- Myakka City, FL · 7 ene 2027 – 7 nov 2027 · 8 puestos
- Ruskin, FL · 7 ene 2027 – 7 nov 2027 · 8 puestos
- Bradenton, FL · 7 ene 2027 – 7 nov 2027 · 8 puestos
- Bradenton, FL · 7 ene 2027 – 7 nov 2027 · 8 puestos
- Bradenton, FL · 7 ene 2027 – 7 nov 2027 · 8 puestos
- Parrish, FL · 7 ene 2027 – 7 nov 2027 · 8 puestos
- Myakka City, FL · 7 ene 2027 – 7 nov 2027 · 8 puestos
- Myakka City, FL · 7 ene 2027 – 7 nov 2027 · 8 puestos
- Myakka City, FL · 7 ene 2027 – 7 nov 2027 · 8 puestos
- Palmetto, FL · 7 ene 2027 – 7 nov 2027 · 8 puestos
- Bradenton, FL · 7 ene 2027 – 7 nov 2027 · 8 puestos
- Parrish, FL · 7 ene 2027 – 7 nov 2027 · 8 puestos
| Número de caso | JO-A-300-26299-321866 |
|---|---|
| Ocupación oficial | Farmworkers, Farm, Ranch, and Aquacultural Animals (45-2093.00) |
| Agente o abogado del empleador | Mas Labor H2A, LLC |
| Publicado el | 6 nov 2026 |