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Job Description
Job Description Help for Job Description. Opens a new window. •
FOR STATEWIDE RECRUITMENT
•
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 . 2026-0732 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 Hillsborough, Manatee, Highlands, Polk, and Hardee Counties. Housing is located in Bartow and Wahneta, Florida (Polk County), and Wauchula and Zolfo Springs, Florida (Hardee County). D.
Job Offer:
Multiple contract dates available. Alternative start date(s) include: 10/01/2026 (1 worker); 11/01/2026 (1 worker); 11/15/2026 (1 worker); 11/23/2026 (2 workers). The exact start date and/or number of workers may vary based on weather, crop conditions or other factors.
Crops/Commodities:
fruit and vegetables including, but not limited to berries. Primary duties (performed the majority of workdays): First-line supervision and coordination of agricultural workers. Under the direction of farm management, assign tasks and monitor crop production operations. Train workers in techniques such as planting, cultivating, or harvesting and in use of safety measures. Train workers in safe equipment operation. Take directions from managers on work schedules, production requirements, and conditions of equipment and supplies. Maintain details of personnel actions. Operate employer's electronic time keeping system. First-line supervisors do not have direct hiring or firing authority, but may be asked by farm management to give warnings or take disciplinary action against workers for safety or work rule violations.
Hand-Harvesting Raspberries:
Each worker will be assigned a picking badge for identification to the workers employment number. The worker will keep the picking badge throughout the workday. Each worker must place a pre-printed numeric sticker to each box. The numeric sticker roll will be assigned to the worker by the supervisor. Workers will move down to the assigned rows picking all ripe berries, grading berries in the field while harvesting, taking care to sort by size, shape, color, quality, and quantity as directed by the supervisor. Each worker must pick the plants clean of all ripe fruit, sort all good berries into specified containers within the box, according to very high-quality standards set forth in the company food safety policy and standard operating procedures. Bad berries will be disposed of as determined by the supervisor. Each worker shall handle berries carefully to avoid bruising. Bruising will weaken the berry. Each harvesting worker is expected to move with the crew from row to row to maintain the efficiency level. Upon completion of each box picked, the worker will take his/her completed box to the crate shed to be viewed for grade, palletized and receive credit on his/her picking badge. Upon completion of the assigned row, the worker will move to the next vacant row to be picked. Harvester may receive disciplinary notice if quality continues to be an issue. At the end of the workday, workers will keep picking badge for the next workday.
Hand-Harvesting Strawberries:
Each worker will be assigned a picking badge for identification to the workers employment number. The worker will keep the picking badge throughout the workday. Each worker must place a pre-printed numeric sticker to each box. The numeric sticker roll will be assigned to the worker by the supervisor. Workers will move down to the assigned rows picking all ripe berries, grading berries in the field while harvesting, taking care to sort by size, shape, color, quality, and quantity as directed by the supervisor. Each worker must pick the plants clean of all ripe fruit, sort all good berries into specified containers within the box, according to very high-quality standards set forth in the company food safety policy and standard operating procedures. Bad berries will be disposed of as determined by the supervisor. Each worker shall handle berries carefully to avoid bruising. Bruising will weaken the berry. Each harvesting worker is expected to move with the crew from row to row to maintain the efficiency level. Upon completion of each box picked, the worker will take his/her completed box to the crate shed to be viewed for grade, palletized and receive credit on his/her picking badge. Upon completion of the assigned row, the worker will move to the next vacant row to be picked.
Pay:
Florida Adverse Effect Wage Rate (AEWR) - $15.15 per hour ¾ Guarantee is in effect.
Wage Offer:
$15.15 per hour
Piece Rates:
N/A Bonus:
None Pay is: Weekly 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 August 20, 2026 to May 6, 2027 .
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): 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. 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 H-2A workers : 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. AI Translation Assistant Opens in new window
