Farm Laborer
Employer: David Pazour
Location: Kimball, SD
Workers needed: 2
Pay: $19.21/hour
Season: Dec 15, 2026 – May 15, 2027
Experience: 3 months
Employer-provided housing; Transportation provided/reimbursed
The job
Crops/Commodities:
hay, corn, grain, cattle.
Primary duties (performed the majority of workdays):
On farms, workers will assist in the harvesting of crops and haying, which involves operating tractors with plows, discs, sprayers, and combine harvesting equipment. Workers will drive trucks and trailers to haul equipment and crops after harvest. May occasionally assist with light maintenance on equipment in the event it is necessary to prevent damage, though not performing any major repairs to equipment. Duties will include feedlot chores and maintenance, such as loading feed wagon using a payloader and dumping loads of feed twice daily, rotating cattle between pens as needed to complete chores. Workers will conduct inspections of fencing and perform repairs/maintenance as needed. Additional duties include working in fields in early spring and after harvest, hauling hay, combining corn, scraping pens with a scraper attachment, and hauling manure.
Job opportunity is Skill Level II. Workers must be able to perform all primary duties independently and without close supervision.
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. 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 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. Possession or use of illegal drugs or alcohol on company premises is prohibited and will be cause for immediate termination.
Housing: Employer-provided (including mobile or range)
Meals: Employer does not 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.
Transport: Employer pays/reimburses foreign workers for all visa-related costs (excluding passport fees) in the first workweek. For non-local workers, employer arranges/provides inbound transportation via common carrier mode of transportation (e.g., bus or plane) and reimburses workers for daily subsistence and reasonable lodging costs, if applicable. Use of employer-offered transportation is voluntary.
Experience wanted: 3 months
This job requires a minimum of 3 months of agricultural field work experience working in hay and corn farm handling manual and mechanized tasks. Applicants must be able to furnish verbal or written statement establishing relevant prior work experience. Must be able to lift and carry 50lbs/50yds. Basic farming knowledge required. On the job training.
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