H-2A · Agriculture

Farmworker, Beef Cattle

Farmworkers and Laborers, Crop, Nursery, and Greenhouse

Gulf South Growers Association, Inc.

Lucedale, MS — United States

Job duties

Official text in English.

Crops/Commodities: Cattle. Primary duties (performed the majority of workdays): Perform general care and management of beef cattle throughout the cooler months, including cows, fall-born calves, and weaned cattle. Duties include feeding and watering cattle; distributing hay, forage, minerals, and supplemental feed; monitoring animals for illness, injury, nutritional condition, and calving difficulties; assisting with calving and care of newborn calves; and assisting with weaning, feeding, and management of calves to promote healthy growth and desired weight and condition before spring marketing. Safely gather, sort, herd, move, weigh, load, and unload cattle between pastures, feeding areas, pens, corrals, scales, and trailers. Assist with routine livestock-management procedures, including tagging, branding, castration, dehorning, vaccinations, deworming, medication, and other animal-health treatments as directed by the employer or veterinarian. Maintain records of animal identification, health, treatments, and weights as required. Maintain livestock facilities and equipment, including barns, shelters, corrals, pens, feed bunks, water troughs, fences, and gates. Remove manure and debris; maintain adequate access to feed and water; break or remove ice from water sources when necessary; and make minor repairs to fences, gates, and livestock facilities. Operate tractors, loaders, feed wagons, trucks, and other farm equipment used for feeding, handling, transporting, and caring for cattle. Allergies to ragweed, goldenrod, honey bees, insecticides, herbicides, fungicides, or related chemicals may affect a worker's ability to perform the job. Persons seeking employment in this position must be available for the entire period requested by the employer. The Employer may, at its discretion, increase an employee's pay based on performance or other merit-related factors. Employer may request, but not require, workers to work more than the stated daily hours and/or on a worker's Sabbath or federal holidays. Worker must report to work at designated time and place each day. Daily or weekly work schedule may vary due to weather, sunlight, temperature, crop conditions, and other factors. Employer will notify workers of any change to start time. Workers will have an unpaid lunch break. TERMINATION. Prior to any termination for cause, employer evaluates workers' performance of required tasks and compliance with Work Rules and other employer policies. Employer may terminate a worker for cause if the worker's performance consistently and/or substantially fails to satisfy the employer's reasonable expectations (in accordance with the criteria set forth herein), or otherwise engages in serious or egregious misconduct that endangers health, safety, or property. In assessing whether workers' performance meets reasonable expectations, employer evaluates, among other reasonable criteria, whether the worker: (1) has adequately complied with the Work Rules and any other policies or procedures; (2) has complied with all health and safety guidelines, including the use of tools or equipment in accordance with best practices to protect the employer's property, crops, and in a manner that avoids injury or damage; (3) has treated company property (tools, equipment, crops, fixtures, etc.

Requirements

One month of experience working with cattle is required. Work is performed primarily outdoors in adverse weather conditions. Perform prolonged walking, bending, stooping, kneeling, reaching, lifting, carrying and loading up to 50 lbs. and pushing and pulling up to 75 lbs. Work may require climbing ladders 6 ft. tall. Employer is a drug-free workplace. Drug testing is conducted post hire at the employer's expense and is not part of the interview process.

Transportation

Employer pays/reimburses foreign workers for all visa-related costs (excluding passport fees) in the first workweek. Workers responsible for securing inbound transportation arrangements. For non-local workers, employer reimburses reasonable travel costs (transportation, daily subsistence, and lodging if applicable), at least-cost economy-class rates, from the place worker departed to the employer’s place of employment.

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Source: U.S. Department of Labor (seasonaljobs.dol.gov). Look Jobs only shares these jobs; hiring and visas are the responsibility of the employer and the U.S. government. Case: H-300-26259-239413