General Ranch Worker

About this opportunity

• Duties include prairie dog trapping, including locating prairie dog holes within fields and observing, setting, and checking traps
• Workers will have an unpaid lunch break.

Dates

Nov 1, 2026 – Mar 31, 2027

Duration

~5 months

Experience

2 month(s)

Category

agriculture

Requirements

• Experience: 2 month(s)
• A minimum of two months verifiable experience as a general ranch worker is required. Drug screen will occur post-hire and at the employer's expense.
• Prairie dog trapping.
• Primary duties (performed the majority of workdays):
• repairing and maintaining fences and water troughs in the fields after grazing is complete
• spreading manure on fields
• scraping livestock pens to collect manure for field application
• and unloading trucks carrying bales of hay. As needed, duties may also include assisting with handling and moving livestock, assisting with cow breeding and hoof trimming, operating tractors or other farm equipment, and performing routine equipment maintenance.
• Allergies to ragweed, goldenrod, honeybees, insecticides, herbicides, fungicides, or related chemicals may affect a worker's ability to perform the job. Supervisor(s) will provide instructions and directions to workers.
• Workers must be able to comprehend and follow instructions and communicate effectively to supervisors.
• 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 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.
• 2nd shift - 4:30 pm to 3:30 am
• 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.), 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 employer's 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 employer's crops/commodities, company property, or the health/safety of others, etc.).
• Non-U.S.
• workers may be displaced as a result of one or more U.S.
• workers becoming available for the job during the employer's 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.

Work authorization

Work authorization is separate from career match. This information comes from the opportunity source or an explicit program catalog — not from AI inference.

Work authorization

H-2A Temporary Agricultural Worker

International candidates

Yes

Employer sponsorship

Required

Confirmation

Confirmed by source

Official source

U.S. Department of Labor

Benefits & conditions

Housing

Employer-provided (including mobile or range) — Housing provided only to non-local workers (i.e. permanent residence outside normal commuting distance). Only workers may occupy housing. Employer provides separate sleeping and bathroom facilities for each gender. Employer possesses and controls premises at all times. Workers must vacate housing promptly at end of contract period or upon termination, in accordance with state law.

Transportation

Housing located within walking distance (i.e., less than one mile); workers will walk to work each work day. For any work locations outside of walking distance, and any incidental transportation between worksites, employer provides daily transportation from the employer-provided housing to the place of work at no cost to workers.

How to apply

Email

mtreto@aodmilk.com

Phone

+19707031459

The contact information above is free and comes from the official source. TechIA does not send applications automatically.

Official source

U.S. DOL SeasonalJobs

Case number

JO-A-300-26245-212108

Verification

Last verified: September 20, 2026

This page reproduces information from the original source. Always check the official source before applying.