Six workers needed, the period of work is 02/17/2025 to 11/29/2025 positions will be in Cabell county. This job requires a minimum of 3 months experience working in a nursery handling both manual and machine tasks associated with commodity production and harvest activities. Workers must be able to perform manual as well as mechanized activities with accuracy and efficiency. Jobs may include any combination of planting, cultivation, hoeing, transplanting, fertilizing, propagation, pruning, preparing soil, weeding, spraying and watering, mowing, loading/unloading trucks.. May operate tractors and other mechanical equipment under supervision. Workers are expected to perform duties which includes lifting product weighing up to 60 lbs. and lift to a height of 5 feet for long periods of time. Workers should be able to work on their feet in bent positions for long periods of time and do repetitive movements and extensive walking. Allergies to ragweed, goldenrod, insect spray, related chemicals, etc. may affect workers ability to perform the job. Workers are exposed to wet weather early in the morning through the heat of the day, working in fields. Temperatures may range from 10 to 100 F. Will work Mon – Fri 7:30 a – 3:00p and 5 hours on Sat. Work is in Lesage, WV. Will be paid biweekly. Employer will make all deductions required by law (e.g., FICA, federal/state tax withholdings, court-ordered child support, etc.). Workers must pre-authorize voluntary deductions, which may include repayment of advances and/or loans, health insurance premiums, retirement plan contributions, and/or payment of cell phone, cable/satellite, etc. All deductions will comply with the Fair Labor Standards Act (FLSA) and applicable state law. Housing provided only to non-local workers. Employer provides separate sleeping and bathroom facilities for each gender. Workers must vacate housing promptly at end of contract period or upon termination, in accordance with state law. Employer assures that workers will be provided transportation from living quarters to work site every day. Employer doesn’t provide meals. Employer-provided housing includes free and convenient kitchen facilities with appropriate equipment, appliances, cooking accessories, and dishwashing facilities for meal preparation. For workers residing in employer-provided housing, employer also provides free transportation once per week to/from closest town or city for personal errands (e.g., groceries, banking services). Dining, kitchen/cooking facilities and other common areas are shared by all workers. In the event that kitchen facilities become unavailable during the contract period, employer will provide three daily meals in accordance with 20 CFR 655.122(g). In such circumstances, employer will deduct the cost of such meals up to the maximum allowable amount published in the Federal Register, or as otherwise approved by the U.S. Department of Labor. Provision for meals will be charged $15.46 per worker per day. For workers residing in employer-provided housing, employer provides, at no cost to workers, daily transportation to and from the worksite. Use of employer-provided transportation is voluntary. Local workers and workers who decline employer-provided housing are responsible for own daily transportation. Employer provides, at no cost, incidental transportation between worksites. Unless paid in advance, employer reimburses inbound travel costs with pay for the first workweek to the extent that worker’s out-of-pocket expenses reduce earnings below FLSA minimum wage; remainder of travel costs reimbursed upon completion of 50% of the contract period. Employer provides or pays outbound travel costs to workers who complete the contract or are dismissed early. Employer does not pay or reimburse travel costs to any worker who voluntarily resigns, abandons employment, or is terminated for cause. Travel reimbursements are based on the least-cost, economy-class common carrier rate. Note: “In view of the statutorily established basic function of the ES as a no-fee labor exchange, that is, as a forum for bringing together employers and job seekers, neither the ETA nor the SWAs 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;”