Posted by Silverado Farms II

, air drills, fertilizer spreaders, augers, grain carts, pumps, hay chopper, plows, skid steer, balers, swathers, ATVs, bale bed pickups, post drivers ( gas powered and hand drivers), grain sweeps, pressure washers, pickups, and cars.
Non CDL farm trucks will be loaded with agricultural products and water and driven on the farm and to storage facilities as needed.
Employees will also be tending to livestock which includes but is not limited to feeding cattle; carrying bags and buckets of feed; calving cattle, birthing beef cattle; care for sick or injured animals; assisting with vet visits; assisting with medication administration as needed; nightly checks for active calving; dystocia care; separating, loading, and hauling cattle using 4-wheelers, side by sides, horses, or on foot as needed; and branding cattle and calves as needed.
Manual duties included loading seed into planters; properly mixing chemicals; loading chemicals into sprayers; loading and unloading chemical shuttles, barrels and boxes with skid steer and by hand; changing combine cutting heads; rouging fields and using hand tools to remove undesirable plant varieties, trash, and other objects from fields; place and maintain property borders; performing general maintenance, repairs and/or clean-up of storage sheds, buildings, grain bins, and all farm equipment; ensuring operational areas are organized and well maintained; using hand tools and equipment to repair, clean and maintain farm vehicles, machinery and specialized machinery and agricultural equipment with water and air; regularly servicing equipment; loading coolers; mowing and maintaining yards; and pulling weeds.
There are few typical days and workers may be required to change duties and/or locations often and engage in various general functions.
Daily duties may vary depending on crop, weather, and field conditions.
The employer reserves the right to increase workers' pay or provide bonuses based on tenure, performance, or other factors that are solely based on the discretion of the employer.
3 months experience required.
DL within 30 days. In view of the statutorily established basic function of the Employment Service (ES) as a no-fee labor exchange that is as a forum for bringing together employers and job seekers, neither the Employment and Training Administration (ETA) nor the State Workforce Agencies (SWA) are guarantors of the accuracy or truthfulness of information contained on job orders submitted by employers.
Nor does any job order accepted or recruited upon by the ES constitute a contractual job offer to which the ETA or a SWA is in any way a party. Prospective applicants will be considered for employment by applying through the local SWA or contacting the employer/hiring manager and showing proof that they meet the qualification/experience requirements.
All applicants must apply directly to the employer during normal business hours of 8:00 am 4:00 pm, Monday through Friday.
In-person or phone interviews will be required.
Applicants must call Glendon Reid at 406-737-4443 prior to coming to the employers location to schedule an appointment.
Applicants are NOT to come in for an interview without having scheduled an interview prior to arrival.
Applicants must be able to furnish verbal or written proof establishing prior work experience.
References may be contacted by employer to verify work experience.
Workers should be notified of terms, conditions and nature of employment by the local employment office prior to referral.
This notification will ensure applicants are able to review all information regarding employment, make an informed decision regarding the job, and compliance with disclosure requirements in accordance with 20 CFR 655.122(q).
Interstate and Intrastate candidates will be interviewed over the phone. Compliance screens of workers will be done using the following criteria: 1) confirm availability, qualifications, ability, and willingness to perform work described in work contract/agreement and confirm intention to work the entire season, 2) confirmation of full disclosure of all terms, conditions, and nature of work/job by local employment agency, 3) local workers confirm availability of reliable daily transportation to and from the job site for the entire season.
Non local workers confirm availability of transportation to job site to begin work, 4) affirmative confirmation of legal qualifications to work in the US as described below.
If employer discovers a criminal conviction record or status as a registered sex offender that employer reasonably believes, consistent with current law, will impair the safety and living conditions of other workers, the employer may terminate the worker (foreign and/or domestic) with notification to OFLC and DHS in accordance with 20 CFR 655.122(n).
Workers who are reasonably able to return to their residence within the same day will not be provided with housing, subsistence and transportation. Employer will only complete the hiring process with workers who possess original identity and employment eligibility documents sufficient to complete USCIS Form I-9, as required by the Immigration Reform and Control Act.
This is to ensure that the employer is only hiring workers legally entitled to work in the United States.
All new hires must complete the Form I-9, as required by IRCA, prior to their first day of work.
Workers that cannot provide this documentation will not be allowed to work until it is provided.