Avian Agricultural Worker

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FOR STATEWIDE RECRUITMENT

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JOB SEEKERS:

THE EMPLOYER CONTACT INFORMATION FOR THIS JOB ORDER HAS BEEN

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"Apply for This Job" -- INDIVIDUALS

INTERESTED IN THIS JOB OPPORTUNITY MUST BE INTERVIEWED AND REFERRED BY A FLORIDA CAREER CENTER. SEE ITEM B, BELOW . 2026-0163 A.

This is an Agricultural Labor Program clearance order for temporary or seasonal agricultural workers.

ALL QUALIFIED U.S. DOMESTIC WORKERS

(CITIZENS

AND NON-CITIZENS WITH VALID WORK AUTHORIZATION

)

INCLUDING MSFW AND NON-MSFW WORKERS MAY BE REFERRED. B.

Interested applicants should report to any State Workforce Agency (SWA) career center for help in contacting the employer. Referral by a career center provides program guarantees and protections that may not be available to a worker not referred. Workers must have valid identification for I-9 preparation when they report to the employer location to begin work. The employer may use the U.S. Citizenship and Immigration Services E-Verify Program to verify employment eligibility. C. Workers referred to this job by a SWA should report to a career center between 5 and 9 work days before the job start date to verify the job start date is the same. Failure to do so may disqualify the worker from the assurances of this Job Order. Worksites are located in Manatee County . Housing is located in Duette, Florida (Manatee County) D.

Job Offer:

Job duties include assisting in the care and management of pheasants and other poultry, specifically laying hens and newly hatched chicks. Workers will be responsible for a variety of duties related to pheasant breeding, chick rearing, and general farm operations. Tasks include feeding and watering hens, collecting and inspecting eggs for incubation or sale, and maintaining cleanliness in nesting areas, feeders, and drinkers to ensure the health and welfare of the flock. During egg season, day-old chicks will begin hatching and require daily care, including feeding, watering, and bedding in indoor barns. Workers will assist in the incubation and hatching process, transferring chicks to brooder facilities, counting and sexing chicks (separating males from females), and boxing them for customer orders. Workers must monitor chick environments, including temperature, feed, and water levels, and report any signs of illness or injury to supervisors. Workers will also assist in catching mature pheasants by the feet, either by hand or with nets, and placing them in crates for shipment. While shipping preparations are underway, employees will continue routine bird care and brooder management. Additional duties include cleaning and maintaining pens, repairing or replacing fencing, inspecting water lines, and performing general property maintenance and organizing storage areas. Workers will also be responsible for restocking supplies such as feed, bedding, and health-related materials. Basic paperwork and recordkeeping are required, including logging egg production, chick counts, mortalities, feed usage, and vaccination dates. Employees will operate equipment including but not limited to small tractors, golf carts, ATVs, and road vehicles. There are few typical days and workers may be required to change duties and/or engage in various general functions. Daily duties may vary. The employer reserves the right to increase workers' pay or provide bonuses based on tenure, performance, or other factors that are solely based on the discretion of the employer.

Pay:

Florida Adverse Effect Wage Rate (AEWR) - $14.00 per hour ¾ Guarantee is in effect.

Wage Offer:

$14.00 per hour

Piece Rates:

N/A Bonus:

None Pay is: Biweekly Employer provides tools/equipment.

Withholding:

Federal Income Tax, Social Security and Medicare, and any deductions agreed to by the worker in writing. Work rules will be found in the Clearance Order. E. Contract period is February 1, 2026 to November 30, 2026.

Hours:

42 hours per week

Days/Hours:

Monday thru Saturday 7 hours per day . Work may be offered but not required on Sundays and holidays. Extra work hours may be offered based on weather and other conditions. F. Employer will refund workers living outside commuting distance the reasonable transportation and subsistence costs to report for the first day of work on the 50% date. Will provide workers who complete the contract period the reasonable cost of transportation and subsistence to return to place of recruitment or to report to the next H-2A job. G. Housing and Board.

Housing:

Will provide free housing for workers who arrive from outside daily commuting distance. Family housing is not available. Meals (Board): The employer will provide, without charge or deposit, free and convenient kitchen and cooking facilities to prepare meals. The workers will be allowed time to drive themselves or will be transported to a store or market to purchase their own food and cooking supplies. Employer provided housing contains a refrigerator, stove, oven, and operational sink with hot and cold water under pressure. In the event that the workers are unable to prepare meals at the housing location, the employer will provide three sufficient meals a day free of charge. Housing meets the requirements of Federal, State and Local regulations. Rules regarding living accommodations will be found in the Clearance Order. Transportation provided by the employer meets the requirements of Federal, State and Local regulations. H. Prohibition against preferential treatment of aliens: The employer's job offer must offer to U.S. workers no less than the same benefits, wages, and working conditions that the employer is offering, intends to offer, or will provide to H-2A workers. Job offers may not impose on U.S. workers any restrictions or obligations that will not be imposed on the employer's H-2A workers. This does not relieve the employer from providing to H-2A workers at least the same level of minimum benefits, wages, and working conditions which must be offered to U.S. workers. I. Mandatory 653.501

Statement:

In view of the statutorily established basic function of the Job Service office as a no-fee labor exchange, that is, as a forum for bringing together employers and job seekers, neither the ETA nor the SWAs are guarantors of the accuracy or truthfulness of information contained on job orders submitted by employers. Nor does any job order accepted or recruited upon by the Job Service office constitute a contractual job offer to which the ETA or a SWA is in any way a party. Please see ETA 790 for full details.