Job Details

Seasonal/Temporary Agricultural Job Opportunity

This seasonal/temporary work is from February 18, 2026, to December 1, 2026. Crops grown include soybeans, rice, and corn. Primary duties include planting, cultivating, and harvesting corn, rice, and soybeans. Assist with mechanical planting and harvesting of soybeans and ensure that the hopper is filled properly. Operate tractors and other equipment to plant, cultivate, and harvest crops. Participate in irrigation activities, field cleaning, and maintenance. Repair equipment such as irrigation systems and other farm equipment prior to and after crops are planted and harvested as well as related tasks. Operate tractors and equipment to apply chemicals such as pesticides, herbicides, and/or fertilizers. Employee will demonstrate proper handling of equipment as not to endanger other employees or employer. Drive trucks to haul crops, supplies, tools, or farm workers on the farm. Assists with Good Agricultural Practices policies. Allergies to ragweed, goldenrod, honey bees, insecticides, herbicides, fungicides, or related chemicals may affect a workers ability to perform the job. Persons seeking employment in this position must be available for the entire period requested by the employer. Job opportunity is Skill Level I. All primary duties are entry-level and require close supervision and/or a short demonstration of the task by a more experienced worker. Employer may request, but not require, workers to work more than the stated daily hours and/or on a workers 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 workers performance consistently and/or substantially fails to satisfy the employers reasonable expectations, 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 employers property, crops, and in a manner that avoids injury or damage; (3) has treated company property (tools, equipment, crops, fixtures, etc.), with care and respect, avoiding damage or improper cleanliness or maintenance standards; (4) has timely and consistently followed instructions duly communicated by supervisors, crew leaders, and management personnel; (5) has complied with the employers quality control standards for ensuring a marketable product; (6) is not repeatedly tardy or absent, has reported to work at the time and place instructed, and remained at work for the agreed-upon work hours, unless such absence was excused or the worker timely communicated and sought approval for any deviation from such schedule; (7) has consistently performed the duties assigned, in the manner instructed, and has not purposefully malingered or acted in a recalcitrant manner (i.e., refusing without cause to perform certain duties, refused to follow instructions, performed work in in a careless or reckless manner that poses a risk to the employers crops/commodities, company property, or the health/safety of others, et.). Non-U.S. workers may be displaced as a result of one or more U.S. workers becoming available for the job during the employers recruitment period. Job abandonment will be deemed to occur after five consecutive workdays of unexcused absences. Workers may not report for work under the influence of alcohol or drugs. Possession or use of illegal drugs or alcohol on company premises is prohibited and will be cause for immediate termination. Regardless of whether the employer requires a background check as a condition of employment, the employer may terminate for cause, in accordance with applicable laws and regulations, any worker found during the period of employment to have a criminal conviction record or status as a registered sex offender that the employer reasonably believes will endanger the safety or welfare of other workers, company staff, customers, or the public at large.