in County, ID
Job Description
Consultant please conduct a seated interview.
Job title :Beekeeping, Location: Othello , Washington, Period of Employment: 01/28/2023-10/20/2023. Basic Job Requirements: Driver requirements, Drug screen, Lifting requirement 60lbs, Exposure to extreme temperatures, Extensive pushing or pulling , Extensive sitting or walking, Repetitive movements. Three (3) months recent and verifiable experience with references required as a beekeeper. May not have bee, pollen or honey related allergies. Must be able to obtain a drivers license following hire and obtain clean driving record. Must be able to lift 60 lbs. Once hired, worker may be required to take a random drug test at no cost to the worker. Testing positive or failure to comply may result in immediate termination from employment. Job Duties: Raising honey bees to produce honey and maintain health through feeding and medicating; assembling frames and boxes; pulling and extracting honey; moving and placing hives; minor daily and incidental upkeep to equipment, worksite, and colony boxes. Job Requirements: Operating tools and equipment as applicable and noted in the job description as well as operating a motor vehicle under the influence of drugs is dangerous. Operator manuals have label warnings – Do Not Operate Under the Influence of Drugs. Work Comp Insurance as well as vehicle insurance companies require safety compliance. Poor judgment, improper driving, etc. can result in serious and fatal accidents. Employer has a strict policy prohibiting drug use. Any drug testing will be post hire and at the employer's expense. Assisting with the employers farming operation includes lifting agricultural tools and equipment that weigh up to the lifting requirement listed. Employer may request but cannot require workers to work on their Sabbath. The nature of farm work may require workers to work after dark and possibly weekends depending on weather conditions. Hours offered may vary based on factors such as weather or other unpredictable variables that impact the farm’s operation. (as applicable and per the job description) Employer may pay workers more depending on how many years of experience they have obtained by working for the employer or other factors such as job performance, skill, punctuality. Should the Employers worker’s compensation insurance policy expire during the work contract period in which workers are employed under the H-2A program, the worker’s compensation insurance policy will be renewed so that workers are covered for the entire duration of the contract. Bonus may be offered to any seasonal worker employed pursuant to this job order, at the company's sole discretion, based on individual factors including work performance, skill, and tenure. The Employer may terminate a worker if a worker: refuses without justified cause to perform work for which the worker was recruited and hired; or commits a serious act of misconduct; or fails, after completing any training or break-in period, to be able to perform all of the tasks described in the job order. If the worker voluntarily abandons employment before the end of the contract period, or is terminated for cause, and the employer notifies the SWA, DOL, and USCIS in the case of an H2A worker, the employer will not be responsible for providing or paying for the subsequent transportation and subsistence expenses of that worker, and the worker is not entitled to the three-fourths guarantee. Reasonable repair cost of damage from deliberate or negligent destruction, other than that caused by normal wear and tear for damage to housing, furnishings, tools, or equipment, applicable Federal or State Taxes, and wage garnishments required by law may be deducted from the workers pay. Employer may make voluntary deductions at workers request for items not required to perform the job such as internet, tv, no interest cash advances, non-work related medical expenses, etc. No deductions which are for the benefit of the employer and that would bring the employee’s hourly wage below the Federal Minimum Wage will be made. The employer will withhold from the worker’s wages the applicable amount under WA State RCW 50A.04, Paid Family and Medical Leave Program. The Employer will provide sick leave to employees. The employee will accrue paid sick leave at a minimum rate of 1 hour for every 40 hours worked. Employees are entitled to use accrued paid sick leave beginning on the 90th calendar day after the start of their employment, and sick leave will be paid at the employees’ normal hourly rate. Unused paid sick leave of 40 hours or less will be carried over to the following year for those workers returning to employment with the employer. Employer will furnish free and convenient cooking and kitchen facilities, all of which are in working order, including refrigeration, space for food preparation, cooking accessories and utensils, appliances, and dishwashing facilities so that workers may prepare their own meals. Kitchen facilities include adequate sinks with hot and cold water under pressure. Employer will provide transportation once a week to assure workers access to stores where they can purchase groceries. While in employer-controlled housing. Living & laundry facilities available. Housing will be clean and in compliance with OSHA Housing Standards at 29 CFR 1910.142 when occupied. Workers will be responsible for maintaining housing in a neat, clean manner. Housing and utilities are provided at no cost to workers who are unable to return to their place of residence the same day. Workers eligible for and offered employer-provided housing may choose not to occupy the employer provided housing. Workers eligible for employer provided housing may elect to obtain their own housing at worker’s expense. Workers eligible for employer-provided housing who elect to decline the employer provided housing and instead obtain their own housing may withdraw such election at any time during the period of employment, and upon doing so will be provided housing by the employer as set forth in the Clearance Order or as amended and approved by DOL. The Company assumes no responsibility whatsoever for housing arranged by workers on their own. The employer will not provide a housing allowance or assistance to workers eligible for employer-provided housing who elect to obtain their own housing. Employer will provide three (3) meals per day to the worker. While in Motel. Employer provided transportation will be airplane, charter bus, employer operated vehicle, or other common means depending on the workers' country/State of origin. All common means of transportation will meet all applicable safety standards and will abide by 20 CFR 655.122(h)(1) & (2). If worker is terminated for cause or abandons employment prior to the completion of the contract, and the employer had already paid for the outbound transportation, the worker may be required to reimburse employer.
