Nursery Worker

30 temporary/full time Nursery Workers needed for 08/31/2026 to 06/30/2027. The nursery worker position includes duties associated with the planting, cultivation, harvesting and packing of soft fruit crops. This work can require standing, walking, stooping, bending, and lifting up to 50 pounds for long periods of time outdoors in all weather conditions. This work requires adherence to important food safety and quality standard operating procedures and the ability to work quickly and consistently alongside fellow workers with a positive, professional, team based attitude, attention to detail and a high level of accuracy and a consideration for the safety and health of fellow workers and of the consumers who will purchase and consume the crops grown, harvested, packed, and shipped from the farm. Key Responsibilities Include: Trough Filling: Preparing growing mediums for planting. Planting: Establishing plants according to production plans. Irrigation Setup: Installing and maintaining irrigation systems. Crop Care: Performing tasks such as flower removal, leaf removal, and applying biological controls to ensure plant health. Harvesting: Picking fruits according to ripeness and quality standards. Packing: Packaging fruits for distribution in our packhouse. Cleaning and Maintenance: Ensuring all areas of the glasshouse and production site are clean and organized, including end-of-cycle crop removal and site preparation for new planting. General Maintenance: Performing routine maintenance tasks and ensuring tools and equipment are cared for. Strawberries Workers will remove weeds from around the plants and from the row middles. Workers will bend and stoop to pick strawberries according to size, color, shape and degree of maturity and place into field containers. Workers will be expected to pick fully ripe strawberries, discard any cat-faced, deformed, decayed or undersized berries according to supervisors instructions. Also, workers must carefully remove any undesirable berries from plant that would later cause fungi to attack the plant. Workers may carry full container weighing approximately twelve (12) lbs. and empty into field bin or load onto trailer. When full, carried to end of rows at designated truck-loading place. Then the buckets of berries will be inspected for quality and loaded for transportation to roadside market. Depending on market demand, workers may also be required to pick strawberries in cups, clamshells and/or flats. Strawberries harvested specifically for sale at a roadside stand as fresh market specialty basket container must be field graded. For berries harvested for sale at roadside stands, extra care must be used to ensure that each strawberry is undamaged and perfect. All berries must be handled carefully to prevent bruises or fingernail cuts. Pickers will take extreme care not to damage the delicate berries. Quality and workmanship is of the utmost importance. Pre-harvest activities for strawberries may include weeding and transplanting. Workers may be required to perform other tasks maintenance activities in the strawberry operation. When harvest is completed, the workers will assist in removing the strawberry plants from the plastic to prepare for planting the next crop. Employer makes all payroll deductions required by law. Employer does not envision other workforce-wide payroll deductions. Voluntary deductions must be pre-authorized in writing and may include the following: Voluntary advances and/or loans made to workers, if any, may be repaid by pre-authorized payroll deductions. Employer deducts reasonable fair market value cost of rent/utilities based on number of occupants for workers electing to reside in employer-arranged housing (cost TBD). Employer may deduct retirement/savings plan contributions and/or health insurance premiums for workers voluntarily participating in plan(s). All deductions from the worker's paycheck required by law will be made. Employer pays in advance or reimburses work rs in the first workweek for all government-mandated and visa-related fees (excluding passport fees). For non-local workers (i.e., residing outside normal commuting distance), employer reimburses inbound travel costs at the 50% point in the contract (unless paid in advance). Inbound travel includes transportation costs from workers permanent residence or place of recruitment, a daily meal subsistence (based on rates required by law, currently $16.78 per day minimum or $68.00 per day maximum for workers with acceptable receipts), and reasonable lodging costs, if applicable. Travel reimbursements based on least-cost common carrier rate. Employer provides or pays outbound travel costs upon completion of the contract period or early dismissal, except where the worker has subsequent employment. Employer guarantees to offer hours equal to at least three-fourths of the workdays in each 12-week period of the total contract period, beginning with the workers first workday and ending on the contract end date or any extension thereof. Employer may count all hours worked, as well as any hours offered within the standard work schedule that a worker chooses to not work, up to the maximum number of daily hours on the job order. Workers who voluntarily abandon employment are not entitled to payment for outbound travel costs or the full three-fourths period guarantee described above. ---- Note: 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 Agency (SWA)s 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;