Agricultural Field Worker: Wine Grapes
Hirsch Vineyards, LLC
📍 Cazadero, CA · Sonoma County
- ✔ Moradia oferecida
- ✔ Transporte diário
Como se candidatar
Entre em contato direto com o empregador. Em inglês, diga a função e o número do caso. Número do caso: JO-A-300-26300-325638
- 📞 Telefone: +1 (707) 892-3587
- ✉️ E-mail: robledo099@gmail.com
Instruções do empregador
Hirsch Vineyards Referral Contact: Everardo Robledo at 45075 Bohan Dillon Road, Cazadero, CA 95421, telephone: 707- 892-3587; email robledo099@gmail.com. Contacts may be made by phone or in person on the following days Monday through Friday, between the hours of 8:00 a.m. to 1:00 p.m. Directions to our facilities are provided. All referrals from State Workforce Agencies must be sent to the employer by telephone and must include referral contact name, phone number, and email address if an email address is available.
Applicants will be interviewed by telephone or in person. Telephone or in-person interviews will be at no cost to the workers. The employer will explain the job description and if the applicant is interested in the job, an application will be provided. There is an orientation on the first day of the job which workers are required to attend. Workers will be compensated for attending the orientation.
Walk-in applicants whose pre-employment paperwork (i.e. employer application) was completed at the time of hire must have a valid identity and employment verification document when they report to work. No worker will be considered to have completed the hiring process, nor be permitted to start work, and/or occupy Employer-provided housing, without completing (the pertinent sections of) an I-9 Form and presenting required documentation of identity and employment eligibility within the legally required time frames. Although the job holding office is not required to verify employment authorization documentation, Employer requests that the Employment Service staff apprise applicants that they will be required to provide documentary proof of work authorization to the Employer.
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Subject: Application for Agricultural Field Worker: Wine Grapes (H-2A) - Case JO-A-300-26300-325638
O que vai fazer
Texto original em inglês, como foi registrado no Departamento do Trabalho.
Agricultural Field Worker (Wine Grapes)
This job offer includes the following crop activities:
Non-Harvest activities include the following:
Work in grape vineyards performing non-harvest activities from January through August, and then again after the harvest season from September through November. Workers will perform non-harvest activities including hoeing, pruning, vine suckering, leaf removal, early season crop removal, moving wires, picking, root picking, irrigation, field maintenance, stake removal and replacement. Workers will also perform post removal and replacement, drainage, field gutters, and harvest, Plant new vineyard including digging, raking, clean up and post pounding. Use sharp picking knives, standing and kneeling on ground to pick the fruit, brush clearing for wildfire risk mitigation, and occasional groundswork in gardens. Daily work requires lifting, bending, kneeling, walking and carrying up to 50 pound trays. Work in cold, hot, windy and damp weather. Work hours vary and night shifts may be required.
Hoeing is conducted using a wooden handled hoe which is approximately 54 inches long while standing. Slight bending may be required but employees will not be kneeling. Hoeing is conducted in the vineyards in between the vines.
Weeding includes using approximately the same 54-inch hoe tools as stated above while standing with some minor bending. Hoeing is conducted in the vineyards in between the vines.
Employees will work under close supervision of a Supervisor and receive specific instructions on required tasks and results expected. Employees perform routine tasks that require a limited exercise of judgment to eventually build harvesting skills and efficiencies. On-the-job training is provided as specified below. Use standard and basic tools such as rakes, hoes (wooden handled hoe which is approximately 54 inches long while standing) and shovels. Workers may occasionally and/or sporadically perform duties associated with and directly related to wine grape field and non-harvest work including, but not limited to: packing, closing/stacking boxes in and around the vineyard, and clean-up functions in and around the vineyard. Such work will be temporary and insubstantial agricultural labor and will be performed less than 50% of the work days.
Harvest activities include the following:
The harvest season occurs from August through mid-September. During that time period workers will perform harvest labor, which consists of picking and packing grapes in the vineyard.
Requisitos
| Escolaridade | Nenhuma exigida |
|---|---|
| Experiência | Não exige |
| Outros requisitos | Carregar até 50 lb (23 kg) Exame toxicológico |
Workers must be able to lift 50 lbs frequently. No smoking, drinking, or illegal weapons or controlled substances in the fields or in housing. Cannot be color blind due to the need to distinguish colors of crops. Able to stoop, bend, and work in cold and wet conditions. Able to use tools such as pruning shears, grape knives, hand saws, weed eaters, hedgers, shovels. Workers may use chains saws. Safety use and training provided by employer. Workers must abide by Employer housing rules. Ability to communicate in English or Spanish is required for training and safety purposes. (i.e. Workers must listen to, understand and follow instructions of Employer supervisors and managers.)
Benefícios e condições
| Horário | 7:00 A.M. – 3:30 P.M. |
|---|---|
| Pagamento | Other |
| Informações do salário | Per Ton Picking Crew |
| Tipo de moradia | Employer-provided (including mobile or range) (Cazadero, Ca) |
| Moradia | The employer will offer housing, bedding (mattresses, blankets, sheets, pillows and pillow cases), storage for personal belongings, and utilities at no cost to workers recruited from beyond normal commuting distances who are unable to return to their place of residence on a daily basis. |
| Refeições | Employer will furnish free and convenient cooking and kitchen facilities so workers may prepare their own meals. Kitchens, utilities and cooking and eating utensils will be provided at no cost to occupants of Employer-provided housing. Workers will purchase food at their own expense and prepare their own meals. Kitchen and eating facilities will be shared with other workers occupying the Employer-provided housing facilities. No kitchen facilities or meals are provided to workers not occupying Employer-provided housing. The employer will transport the workers to a grocery store at least once a week. In the event kitchen facilities become unavailable, workers living in employer provided housing without kitchen facilities will receive three meals per day. A deduction of $16.78 for three meals per day (or higher when the Department of Labor publishes the new maximum meal deduction rate and/or approves a higher meal charge at the employer’s request) for caterer-provided meals. |
| Transporte diário | Employer will offer transportation at no cost to workers occupying Employer-provided housing to the worksite and return on a daily basis. Such transportation will be in accordance with applicable laws and regulations. The use of this transportation is voluntary and workers are free to use their own transportation. No worker will be required, as a condition of employment, to utilize the transportation offered by the Employer. |
| Viagem até o trabalho | The following provisions pertaining to provision or reimbursement for inbound and return transportation and subsistence apply only to persons recruited from outside normal commuting distance. |
| Descontos no salário | The following deductions will be made from the worker’s pay: FICA (if applicable); federal income tax withholding (if applicable); state and/or local tax withholding (if applicable); recovery of any loss to the Employer due to damage or loss of equipment/tools; housing or furnishings (beyond normal wear and tear) caused by the willful, dishonest, or grossly negligent conduct of the worker (if any) - the employer will not make any deduction from the wage or require any reimbursement from an employee for any cash shortage, breakage, or loss of equipment, unless it can be shown that such shortage, breakage, or loss is caused by a dishonest or willful act, or by the gross negligence of the employee; |
| Número do caso | JO-A-300-26300-325638 |
|---|---|
| Publicada em | 27 de out. de 2026 |