Truck Drivers

H-2A and corresponding domestic workers must be available to perform each of the following job activities in connection with the harvesting and farming operations: Truck drivers deliver harvested perishable crops packed and loaded in bins and cartons. The hauling/truck driving activities are performed directly in connection with and as an integral part of the harvest and farming operations. The truck drivers must be available to perform each of the crop activities described in this job order and will perform various activities throughout the work week. Truck drivers are subject to DOT Hours of Service regulations (49 CFR Part 395) and may be exempt from overtime under the FLSA Motor Carrier Act exemption, where applicable. The essential work activity involves moving a highly perishable agricultural crop (i.e., lettuce/vegetables) directly from the farmer's fields to the processing plant. The truck drivers are required to complete each step of the haul, as part of necessary field-to processing facility activities for the crop harvest. The truck drivers must be physically and mentally healthy. Each worker is expected to operate hauling vehicles efficiently and safely through all types of routes. Workers must be able to operate tractors, trailers, semi trailers, and have adequate knowledge to make minor adjustments or repairs to these vehicles. Must have a CDL or equivalent license, pass a required drivers license background check, and mandated drug and alcohol test. Drivers must have and maintain a suitable driving record, and be insured by the employer's insurance company. 1. Employee may drive Class 8 over the road Commercial trucks with a GVW (Gross Vehicle Weight) capacity of 80,000 GVW 2. In connection with the harvest and farming operations, employee picks up loaded trailers filled with bins in the fields and transports/hauls to the plant's refrigeration storage site -cooling facility (initial point of distribution). 3. In order to drive trucks, Employees must possess valid authorized commercial drivers' license (foreign or state issued) and must be able to pass DOT (Department of Transportation) -recognized medical exam. All employees in this position (H-2A as well as corresponding domestic workers), will be given the opportunity to obtain a commercial driver's license (CDL) on a voluntary basis. The CDL is not a prehire job requirement. No job applicant will be denied an employment opportunity due to a lack of a CDL at the time of application and/or hiring. Further, no worker (H-2A or corresponding domestic worker) will be terminated for failure to obtain a CDL.

Reasonable Accommodations Statement:

To accomplish this job successfully, an individual must be able to perform, with or without reasonable accommodation, each essential function satisfactorily. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions. Poor work performance, low production, substandard work quality, or inappropriate or aggressive conduct will result in an early end to the workday (minimum 4 hours) upon the first notice, with transportation provided immediately back to employer-provided housing. A second event of the above will result in suspension or termination.

Requirements:

2-month experience in general farm work and harvesting to avoid crop damage and personal injury. Written verification of experience is required. Cannot be color blind due to the need to distinguish colors of the product. Must be able to use shears, clippers and other agricultural tools (i.e., hand saw (can be powered by gas)); no smoking, illegal drugs, alcohol, or weapons of any sort in the housing or work fields. Worker safety on the job and in employer-provided housing is our top priority. Workers may not possess, consume, or be under the influence of alcohol, cannabis, illegal drugs, or other controlled substances at the worksite or in the employer-provided housing. Fighting, including but not limited to, verbal, physical, or through social media or texts, and any threats or act of violence, and/or disruptive behavior against another individual or against property will not be tolerated, particularly acts of violence committed while under the influence of alcohol or drugs. Any employee found in the possession of any alcohol, cannabis, illegal drugs, or controlled substances, whether or not they have been consumed or any violation of these rules will be subject to immediate termination for cause upon a finding of violation after an investigation, without any intervening steps of progressive discipline. Proficiency in English or Spanish is required for training and safety purposes. Work is performed outdoors in open fields and can involve exposure to sun, wind, mud, dust, heat, cold and other elements of the normal field environment. Temperatures can range from 20 degrees F to over 100 degrees F during the period of employment. Workers should come prepared with appropriate clothing and footwear for the work and working conditions described. This work may entail exposure to plant pollens, insects and noxious plants, and to fields and plant materials which have been treated with insect and/or disease control sprays. The employer will comply with all worker protection standards and re-entry restrictions applicable to pesticides and other chemicals used in the fields. Workers are also required to comply with all applicable worker protection standards and re-entry times. Workers must stand, sit, crouch, bend, reach, lift and carry items weighing from 50 pounds in the course of performing required activities. Workers must be able to listen, understand, and follow instructions of company supervisors and managers. The company's Employment Arbitration Agreement is set forth in this Clearance Order outlining the procedures to follow in raising concerns to seek their prompt resolution with an option to arbitrate unresolved matters.

General Specifications:

Daily individual and/or crew work assignments will be made by, and at the sole discretion of, the employer as the needs of the business operation dictate. Workers must perform the assigned work and may not switch work assignments without specific authorization of a company supervisor. Workers must be willing, able, available, and qualified to perform the job duties described herein, with reasonable accommodations. manner that exhibits Generally Accepted Practices (GAP) and the utmost in food safety at all times. Instructions and general supervision will be provided by a designated crew leader or company supervisor. However, workers are expected to perform their duties in a timely and proficient manner and to maintain production and quality standards without close direct supervision. This is a very demanding and competitive business in which quality inspections and good agricultural practices must be rigorously adhered to. Sloppy, inconsistent, or improper work will not be tolerated. All workers will be evaluated by their supervisor(s) after seven days of actual harvesting with respect to factors such as ability to maintain sufficient pace, to correctly identify the crop for harvesting and similar factors. Workers whose job performance is sloppy, inconsistent, inefficient, or improper may be terminated for cause. All safety rules and instructions must be meticulously observed throughout the workday. All Company rules and policies must be followed, to the extent that they do not conflict with the provisions of this Clearance Order and/or the U.S. Department of Labor's H-2A regulations. All Food Safety rules must be adhered to, including the wearing of, but not limited to, hairnets, beard nets, plastic gloves, aprons, sleeves. A copy of the applicable rules and policies will be provided to each worker on or before the first day of work, which includes a Dispute Resolution Agreement/Arbitration Agreement (provided herein) outlining procedures to follow in raising concerns to seek their prompt resolution with an option to arbitrate unresolved matters. Failure to comply with the Company policies and/or meet expectations will result in the applications of disciplinary procedures, up to and including termination. No persons conducting activities prohibited by law are permitted on company premises or in housing. Workers residing in employer-furnished housing are permitted to invite, or accept at their discretion, guests to their living quarters and/or the common areas or outdoor spaces near such housing during time that is outside of the workers' workday, subject to reasonable restrictions designed to protect worker safety or prevent interference with other workers' enjoyment of these areas. Visitors are not permitted to remain in the housing overnight. Importantly, no non-working children may be present at or adjacent to the work site or left in vehicles at or adjacent to the work site or in Company provided housing during the workday. Workers arriving to work with non-working children or other non-workers will be sent home. Workers may not report for work, enter the work site, or perform services while under the influence of or having used alcohol or any illegal controlled substance. The possession or use of illegal drugs or any alcohol on any work site, housing site or property of the employer is prohibited and will be cause for termination and/or suspension. Worker safety on the job and in employer-provided housing is our top priority. Workers may not possess, consume, or be under the influence of alcohol, cannabis, illegal drugs, or other controlled substances at the worksite or in the employer-provided housing. Fighting, including but not limited to, verbal, physical, or through social media or texts, and any threats or act of violence, and/or disruptive behavior against another individual or against property will not be tolerated, particularly acts of violence committed while under the influence of alcohol or drugs. Any employee found in the possession of any alcohol, cannabis, illegal drugs, or controlled substances, whether or not they have been consumed or any violation of these rules will be subject to immediate termination for cause upon a finding of violation after an investigation, without any intervening steps of progressive discipline. Workers must not report for work, or perform services, while under the influence of, or impaired by, prescription drugs, medications or other substances that may in any way adversely affect their alertness, coordination, reaction response or safety. The Company may require the worker to submit to a drug/alcohol test, at the employer's expense, upon the occurrence of a reportable accident, or upon reasonable suspicion, or if the employee's name is randomly drawn in conjunction with the Company's Substance Abuse Policy (e.g., for employees in safety sensitive positions such as forklift and tractor drivers). The company may conduct laboratory exams or any other means of testing or medical evaluations when situations occur during the course of job that require it. The medical exam will be conducted by a designated physician and/or laboratory selected by the employer. All costs associated with the medical evaluation will be paid by the employer. Smoking is not permitted inside the farm. They will be informed, however, that the Company will base any disciplinary decision on the information that is available, including their refusal to consent to the search as well as the information that gave rise to the reasonable suspicion that the employees were in possession of prohibited materials, if applicable, and that their failure or refusal to cooperate could deprive the Company of information that clear them of suspicion. With the exception of activities involved in labor organization under the NLRA or other applicable laws, authorized persons or invited guests must announce their presence on the premises upon request - check in / check out with the H-2A housing supervisor on site. The employment described in this Clearance Order is not covered by a collective bargaining agreement. The terms of this Clearance Order, and accompanying documents, will govern the employment, including provisions for discipline, discharge and grievances.

Employer-Provided Tools and equipment:

Employer agrees to provide to the worker, without charge or deposit charge, all tools, supplies, and equipment required to perform the duties assigned. 20 CFR 655.122(f), .210(d), or .302(c). Tools and equipment include knives, hairnets, beard nets, plastic gloves, aprons, sleeves if needed to perform the job. The reasonable repair and or replacement cost of tools or equipment may be deducted from the worker's paycheck for willful damage or loss of such tools or equipment. 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. The normal work week is 6 hours per day, Monday through Friday, 5 hours on Saturday (35 hours per week). Saturday work is required. Workers may be requested to work on Sundays or Federal Holidays depending on the conditions of the fields, weather, and maturity of the crop. Truck drivers are subject to DOT Hours of Service regulations (49 CFR Part 395) and may be exempt from overtime under the FLSA Motor Carrier Act exemption, where applicable. This is regular, full-time work for a temporary period of time requiring the worker to be available for work on a daily basis. This is not "day work". Excessive tardiness and/or absences will not be tolerated and will result in disciplinary action, in accordance to Company policies. The normal work hours are 6:00 a.m. to 12:30 p.m., but workers may be requested to start earlier or later depending on the time of year, hours of daylight, weather, and production requirements. Workers may also be requested to work split shifts, depending on operational needs. Workers are notified of any change in the start time.

Meal and Rest Periods:

The Company will adhere to applicable laws governing meal and rest periods based on the jurisdiction where work is performed and as outlined in the job order. All employees not occupying employer-provided housing must provide the Company with contact information before the worker commences employment. This contact information may be used to notify the worker not to report work due to inclement weather or when work is not available or to notify the workers of any change in the worker's daily schedule, or for any other reason. To view full details and how to apply, please login or create a Job Seeker account