Farmworker
Brian Campbell Farms
📍 Berwick, PA · Columbia 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-300-26307-338855
- 📞 Teléfono: +1 (570) 855-6265
- ✉️ Correo: office@briancampbellfarms.com
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.
The employer requests an exemption from the 50% rule under 20 CFR 655.135. It did not, during any calendar quarter of the preceding calendar year, use more than 500 man-days of agricultural labor as defined in the Fair Labor Standards Act of 1938, 29 USC 203(u). The employer is not a member of an association which has applied for a temporary alien agricultural labor certification for its members, and has not otherwise associated with other employers who are applying for H-2A workers.
✉️ 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 Farmworker (H-2A) - Case JO-A-300-26307-338855
Qué va a hacer
Texto original en inglés, tal como se registró en el Departamento de Trabajo.
Crops/Commodities: Cows. Workers may work with vegetables and melons, including, but not limited to, broccoli, cauliflower, sweet corn, pumpkins.
Primary duties (performed the majority of workdays):
The worker must maintain sanitary conditions in the maternity area and keep accurate records of all reproductive activities and health treatments. Daily responsibilities include preparing and administering a proper nutrition for pregnant cows and newborns, monitoring animal health, and reporting concerns to farm veterinarians.
Perform farm duties related to calving and cattle raising: clean and prepare barn; feed cows; place and remove bulls from breeding service; examine cattle for illnesses and treat as necessary; vaccinate cattle; clean, repair, and maintain facilities; spread manure on pastures; clean manure from feed lanes; sort and lock-up cows; assist with calving; feed calves and wean calves from milk; load and transport herd. Monitor calves and keep accurate reports on their condition.
The worker will perform essential duties in the maternity section of the farm, including artificial insemination procedures and assistance with cow birthing processes. The position requires direct involvement in newborn calf care, feeding management, and monitoring the health of pregnant cows.
Workers may help full time U.S. workers doing seeding and early greenhouse preparation when work in the maternity area with the cows has slowed down. Workers may help with the cultivation of crops grown in the field as stated, including harvesting duties.
Must wear assigned personal protective equipment when required. Must report for work daily wearing work clothing and boots or other durable foot wear. Workers wearing clothing inappropriate for work will not be permitted to start work.
Work may be done for long periods of time and requires prolonged periods of standing and/or walking, repetitive movements, and frequent bending and/or stooping. Workers must be able to handle, lift, and carry heavy or bulky objects (product, containers) in accordance with the specified lifting requirements.
Tobacco use strictly prohibited. No smoking or tobacco use of any kind permitted in the fields, worker housing, or anywhere on company premises. This is necessary to protect against transmission of toxins and contamination from tobacco by-products. Employer reserves the right to discharge any employee found smoking or in possession of smoking materials, including cigarettes, cigars, snuff, chewing tobacco, pipe tobacco or smoking paraphernalia.
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 proficient manner without close supervision.
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).
Persons seeking employment as experienced Farm Worker 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 individual factors including work performance, skill, and tenure.
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.
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.
Requisitos
| Estudios | No se exigen |
|---|---|
| Experiencia | 3 meses |
| Otros requisitos | Cargar hasta 60 lb (27 kg) |
This job requires a minimum of 3 months of verifiable prior experience working on a farm, preferably handling manual tasks associated with production of cattle, and early spring seeding and greenhouse preparation. Workers must be able to safely perform all duties, manual as well as mechanized, with accuracy and efficiency. Saturday work required. Must be able to lift/carry 60 lbs.
Beneficios y condiciones
| Horario | 8:00 A.M. – 3:30 P.M. |
|---|---|
| Pago | Biweekly |
| Tipo de vivienda | Employer-provided (including mobile or range) (Orangeville, Pa) |
| 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. 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
- Benton, PA · 15 ene 2027 – 15 nov 2027 · 6 puestos
- Muncy, PA · 15 ene 2027 – 15 nov 2027 · 6 puestos
- Bloomsburg, PA · 15 ene 2027 – 15 nov 2027 · 6 puestos
- Berwick, PA · 15 ene 2027 – 15 nov 2027 · 6 puestos
- Berwick, PA · 15 ene 2027 – 15 nov 2027 · 6 puestos
- Northumberland, PA · 15 ene 2027 – 15 nov 2027 · 6 puestos
- Berwick, PA · 15 ene 2027 – 15 nov 2027 · 6 puestos
- Muncy, PA · 15 ene 2027 – 15 nov 2027 · 6 puestos
- Bloomsburg, PA · 15 ene 2027 – 15 nov 2027 · 6 puestos
- Benton, PA · 15 ene 2027 – 15 nov 2027 · 6 puestos
- Muncy, PA · 15 ene 2027 – 15 nov 2027 · 6 puestos
- Muncy, PA · 15 ene 2027 – 15 nov 2027 · 6 puestos
- Berwick, PA · 15 ene 2027 – 15 nov 2027 · 6 puestos
- Stillwater, PA · 15 ene 2027 – 15 nov 2027 · 6 puestos
- Stillwater, PA · 15 ene 2027 – 15 nov 2027 · 6 puestos
- Bloomsburg, PA · 15 ene 2027 – 15 nov 2027 · 6 puestos
- Muncy, PA · 15 ene 2027 – 15 nov 2027 · 6 puestos
| Número de caso | JO-A-300-26307-338855 |
|---|---|
| Ocupación oficial | Farmworkers, Farm, Ranch, and Aquacultural Animals (45-2093.00) |
| Publicado el | 3 nov 2026 |